HUMAN RESOURCE MANAGEMENT BY GARY DESSLER 12TH EDITION PPT CHAPTER 10

Human Resource ManagementFifteenth EditionChapter 10Managing Careersand RetentionCopyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights ReservedLearning Objectives (1 of 2)10-1.Discuss what employers and supervisors can do to support employees’ careerdevelopment[r]

55) What is the most likely reason for more firms providing ethics training to employees?A) Employees seeking professional certification are tested on ethics.B) State laws require businesses to have written codes of conduct.C) Businesses fear being sued by customers for ethical misconduct.D)[r]

41) Race, color, religion, sex, or national origin is a motivating factor in a particular terminationcase, but the employee would have been terminated for failure to perform anyway. Which of thefollowing most likely exists in this situation?A) mixed motiveB) disparate impactC) liability defenseD) bu[r]

18Copyright © 2017 Pearson Education, Inc.47) For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream forcustomers. The company originated in Dallas and now boasts stores in 35 states. The businesshas primarily expanded by selling franchises to qualified candidates. Gol[r]

Difficulty: ModerateChapter: 18Objective: 1AACSB: Analytical ThinkingLearning Outcome: 18.1 Explain why HRM is important to small businesses and how smallbusiness HRM is different from that in large businesses.6Copyright © 2017 Pearson Education, Inc.14) How does HR management differ in small[r]

Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights ReservedIMPROVING PERFORMANCE: HR As a Profit CenterThe Cost-Effective Suggestion SystemLet’s talk about it…Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights ReservedIII.Explain what is meant by ethical behavior.Cop[r]

Answer: DExplanation: D) Research suggests that mentors need to actually share control with the mentees.Difficulty: ModerateChapter: 10Objective: 1AACSB: Analytical ThinkingLearning Outcome: 10.1 Discuss what employers and supervisors can do to support employees'career development needs.3Copy[r]

Human Resource ManagementFifteenth EditionChapter 18Managing HumanResources in Small andEntrepreneurial FirmsCopyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights ReservedLearning Objectives (1 of 2)18-1. Explain why HRM is important to small businesses and how small business[r]

Perceptions of Fair Interpersonal Treatment Scale© 2005 Prentice Hall Inc.All rights reserved.Sources: Michelle A. Donovan et al., “The Perceptions of Their Interpersonal Treatment Scale: Development and Validation of aMeasure of Interpersonal Treatment in the Workplace,” Journal of Applied Psycholo[r]

Objective: Chapter objective 113Copyright © 2013 Pearson Education, Inc publishing as Prentice Hall52) Sally is known as a big flirt around the office. She often makes sexualinnuendos to men at work, both co-workers and her subordinates although theirwork performance has not changed. What for[r]

management– Provides network services to companies with nointernal networking analyst or IT manager– Uses legacy accounting software for financialaccounting and financial management– Added billing package for client services– Wants CRM© Prentice Hall, 2005: Enterprise Resource P[r]

to ensure investment efficiency combined with “market access” flavor to adapt to themarket economy but avoid commercialization by under the support, supervision andregulation of the state is the optimal operating model on the world today.Besides the similarities in many respects, between univ[r]

Balanced scorecard 43‘Banco (South)’ 192–4, 205–6, 213Bankingservice-profit chain 28, 45–6UK 299see also Financial services industryBanksperformance drivers 207strategic activities 207see also ‘Banco (South)’; Banking; HSBC; RoyalBank of Scotland GroupBarney, Jay 41Beckham, David 94BenQ 49–50Best Co[r]