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BA 152

Comprehensive Review

Chapter 9

● Difference between training and development


● What are the responsibilities in Career Management Service? What are the
corresponding responsibilities of the employer?
● What is the purpose of the 9-Box Grid? Explain
● Definitions (Assessment Center)
● When you develop the career of an employee, where do most of the
experiences come from? JOB EXPERIENCE
● Difference between mentoring and coaching: Where and when do you use one
or the other?

Chapter 10

● There two types of Turnover: When do you use each?


● How do they increase the competitiveness of a company?
● Explain the difference between Labor Management Counselor and Arbitration
Dispute Resolution
● What are the stages of Alternative Dispute Resolution?
● Discuss the different types of job withdrawal

Chapter 11

● What are the 2 competitive market challenges in deciding the pay of


employees? How do they affect pay decisions? -> PRODUCT AND LABOR
● What is the importance of Equity Theory and Efficiency Wage Theory?
● What are the 2 ways of deciding how employees should be paid? -> Market
Surveys and Job Evaluation
● In making market surveys, what is the principal tool that you use? ->
External Information; through SURVEYS
● In making surveys, what do you usually consider? -> Look at the Key and
Non-Key Jobs
● What is the difference between key and non-key jobs? Key: Common among
companies; Non-Key: Specific to the Company
● How do we perform Job Evaluation? Look at JOB DESCRIPTION and PAY
RATING SYSTEM (Know the weights and differences)
● Considering Pay Structure, how does the company respond to issues?
DELAYERING AND BANDING
● What is the difference between delayering and banding? DELAYERING:
Remove layers and expand; BANDING: Grouping positions together

Chapter 12

● Three Main Theories: Reinforcement, Expectancy Theory, Agency Theory (Be


ready with examples)
○ Reinforcement Theory: Employees that are rewarded will perform better
○ Expectancy Theory: Three Components (EXPLAIN): 1) Instrumentality
(Instrument of getting reward) 2) Expectancy (The reward employee
received is something he/she likes) 3) Valence (Have to increase
performance)
○ Agency Theory: Principal (Owners of the company; have their own vision)
+ Agents (Managers; have their own expectation and after their own
interests
◆ Interests must be balanced between principal and agent

Chapter 13

● Why are benefits important? 1) SOURCE OF COMPETITIVENESS 2)


INSTITUTIONALIZED; CAN ONLY ADD AND NOT REMOVE 3) CHEAPER TO
HAVE BENEFITS THAN SALARIES (STANDARDIZED)
● Most common benefits: Social Groups(SSS), Insurance, Retirements, Sick
& Vacation Leaves, Family Benefits (Child Care)

Chapter 14

● What are the 3 levels of the Industrial Relations Framework? STRATEGIC,


FUNCTIONAL, and WORKPLACE
● Distinguish between Collective Bargaining Agreement and Collective
Negotiations Agreement – In terms of coverage, jurisdiction and rights
● What important insurance do Americans and Canadians have that we donʼt?
UNEMPLOYMENT INSURANCE
● What are the subprocesses for the Labor Management Negotiations?
Distributive, Integrative, Attitudinal, Interorganizational (Give examples
of each)
● Lockout: When employees are prevented from entering a company
● Conditions in Page 604: Product Demand, Perishability, Technology, etc.
● Nondifference between non-union employees and CBA employees
○ Enjoy the same rights on the condition that they pay their dues

Chapter 15
● What are the four important factors that affect HRM in the international
market? CULTURAL, ECONOMIC, POLITICAL-LEGAL, EDUCATION-HUMAN
CAPITAL
● What is the general training program for expats? PRE-DEPARTURE, ON-SITE,
POST-TRAINING

Chapter 16

● What are the three main activities of HR? TRADITIONAL,


TRANSFORMATIONAL, TRANSACTIONAL (Explain)
● What are the improvements in the HR process? PROCESS DESIGN &
OUTSOURCING (Explain)
● How do you measure the effectiveness of the organization? CONDUCT A
COMPANY AUDIT
● What are the two types of audit? AUDIT (Customer Satisfaction; Come up
with Assumptions based on standards and measure results against
these) and ANALYTIC (Financial Costs & Benefits) APPROACH

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