Human Resource Management‚ 12e (Dessler) Chapter 4 Job Analysis 1) Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire for those positions? A) job description B) job specification C) job analysis D) job context E) job standard Answer: C Explanation: Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate
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Chapter 1 Introduction to Human Resource Management Part One | Introduction Copyright © 2011 Pearson Education‚ Inc. publishing as Prentice Hall PowerPoint Presentation by Charlie Cook The University of West Alabama Human Resource Management at Work • What Is Human Resource Management (HRM)? The process of acquiring‚ training‚ appraising‚ and compensating employees‚ and of attending to their labor relations‚ health and safety‚ and fairness concerns. • Organization People with
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imperative to operate under title VII of the 1964 Civil Rights Act (Dessler‚ 2016). This ensures that employees are hired without discrimination due to race‚ religion‚ color‚ sex or national origin (Dessler‚ 2016). This is the first law that needs to be considered when looking at hiring an employee. After this‚ employers need to make sure they are following the guidelines and example of the Griggs v. Duke Power Company case (Dessler‚ 2016). This law is to ensure that when in the hiring process‚ the
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and retain employees. Dessler (2011) recognizes that most employees receive salary or hourly wage as well as other incentives (Dessler‚ 2011). Dessler (2011) reports a variety of incentive plans ranging from piecework plans to the earning at risk pay plans (Dessler‚ 2011). While there are many incentive plans that can be discussed‚ this paper will only highlight the advantages and disadvantages of merit pay as an incentive and profit sharing plans. Merit Pay Dessler (2011) defines merit
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the continuous learning theory improves the quality of caring for caring for others who live at Murdoch Developmental Center. Promotion Dessler (2011) identifies competence as the basis for promotions and since competence is the basis for promotions‚ managers use performance appraisals to help them reach such decisions (Dessler‚ 2011). Adding to this‚ Dessler (2011) asserts that promotions today often means lateral moves or transfers; and in such situations it is not so much the higher level job
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1 Introductory section 1.1 Background of Kimberly-Clark Australia Kimberly-Clark Australia is a subsidiary of the US-based Kimberly-Clark Corporation that makes‚ markets‚ and sells market-leading health and hygiene products‚ such as Wondersoft®‚ Viva® paper towels‚ Thick & Thirsty®‚ Huggies® nappies ‚ Snugglers® Kleenex® facial tissues‚ and other consumer brands‚ and Tecnol*‚ Kimcare*‚ Workforce*‚ and other business brands (Kca.com.au n.d.). Kimberly-Clark Australia (KCA) has market leadership
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how you would explain Enron’s ethical meltdown. Ethics refers to “the principles of conduct governing an individual or a group; specifically‚ the standards you use to decide what your conduct should be (Dessler‚ 2011).” Secondly ethical decisions always involve questions or morality (Dessler‚ 2011). Anyone that had anything to do with the meltdown at Enron had no ethical standards. Enron had a lack of accounting transparency‚ which enabled the company’s managers to make their financials
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e-mail that is a method of exchanging digital messages. According to author‚ Gary Dessler‚ e-mail systems are based on a store-and-forward model which allows e-mail servers to accept‚ forward‚ deliver‚ and store messages. In addition‚ the receiver of an e-mail has the control to read his or her electronic messages whenever they chose as well as the ability to save or delete these messages in their electronic mailbox (Dessler‚ 2002). Moreover‚ by sending or receiving e-mail messages via networks such
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voluntary negotiated resolution of a charge of discrimination.” (Dessler‚ 2013) The employer then has 3 options. They can agree to mediate‚ settle without mediation‚ or decline mediation and prepare a position statement in response to the claim. This statement should include a vigorous defense‚ all relevant company information including practices and policies‚ as well as “the chronology of the offense that led to the adverse action.” (Dessler‚ 2013) Conversely many organizations prefer to avoid EEOC litigation
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process or the authority of the other ’s representative (USlegal.com‚ 2001-2013). It is dishonest labor practice for any union to reject to bargain in good faith with the employer concerning wages‚ hours‚ and other employment conditions (Dessler‚ 2011). Dessler (2011) states‚ that in” October 2007‚ the Writers Guild asked its members for strike approval‚ and the producers were maintaining that the guild was just trying to delay negotiations until the current contract expired at the end of October”
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