New User Special Price Expires in

Let's log you in.

Sign in with Facebook


Don't have a StudySoup account? Create one here!


Create a StudySoup account

Be part of our community, it's free to join!

Sign up with Facebook


Create your account
By creating an account you agree to StudySoup's terms and conditions and privacy policy

Already have a StudySoup account? Login here

Study Guide for Exam 1

by: Joanne Notetaker

Study Guide for Exam 1 301

Marketplace > Rutgers University > 533 > 301 > Study Guide for Exam 1
Joanne Notetaker

Preview These Notes for FREE

Get a free preview of these Notes, just enter your email below.

Unlock Preview
Unlock Preview

Preview these materials now for free

Why put in your email? Get access to more of this material and other relevant free materials for your school

View Preview

About this Document

Questions that may occur on the exam 1
Introduction to Human Resources
Sargam Garg
Study Guide
HR, humanresources, sagarm, Rutgers
50 ?




Popular in Introduction to Human Resources

Popular in 533

This 7 page Study Guide was uploaded by Joanne Notetaker on Wednesday September 21, 2016. The Study Guide belongs to 301 at Rutgers University taught by Sargam Garg in Fall 2016. Since its upload, it has received 69 views. For similar materials see Introduction to Human Resources in 533 at Rutgers University.


Reviews for Study Guide for Exam 1


Report this Material


What is Karma?


Karma is the currency of StudySoup.

You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!

Date Created: 09/21/16
Introduction to Human Resource Management  Professor. Sargam Garg  Section 05 Some information about the exam: o   40 questions o   All multiple choice     Example questions: 1. Your company is currently faced with a labor shortage. You need to correct the situation, but  want to choose an option that is fast, yet can be “undone” when the shortage goes away  (revocability). Of the following options, which one does NOT meet both of these conditions?   A. Overtime B. New external hires C. Temporary workers D. Outsourcing   Answer: B. New external Hires   HRM Overview    Three methods to assess whether HRM matters ●  Conceptual Arguments ­ First Tactic: A Conceptual Analysis                  ­ Resource­based view (RBV) ­ focus on internal resources                  ­ Firm resources: ?                    Valuable ?                     Rare ?                     Inimitable  ?                     Non­substitutable  ● Case Studies ­ Examine companies that do well financially and see if they do a good job   managing HRM. ­ Examine companies that struggle financially and see if they do a poor job  managing HRM.  ● Quantitative Analysis  ­ Look at companies who have been recognized for their HRM quality, to see if  their practices have seemed to create a sustainable competitive advantage. Introduction to Human Resource Management  Professor. Sargam Garg  Section 05      The “resource­based view” of the firm o   What are some kinds of “resources”? o   What is a competitive advantage? ● When a company implements a value creating strategy that is not  being implemented by current and potential competitors, the company has  competitive advantage.  o   What factors contribute to making resources valuable and that, in turn, give  companies a competitive advantage?       q  Study of 968 firms regarding their HRM practices conducted by Huselid (1995), Know the  results ­ specific amounts/percentages. ● one standard deviation increase in high performance work  practices was associated with a 7.05% decrease in turnover   q  What is psychological contract? ● set of promises & expectations exchanged between employer and  employee regarding their obligations toward each other.   HR Challenges   q  The two general HR challenges that we discussed     q  Strategy as an organizational demand o   The two types of strategies ­ Cost Leadership Strategy  ­ Differentiation Strategy  o   Their implications for managing employees       Introduction to Human Resource Management  Professor. Sargam Garg  Section 05   Company characteristics as an organizational demand: Compare concerns between companies in  different stages of development (young versus old companies) Young companies: tend to focus more on growth and wealth Old companies: tend to focus more on career growth, training,        Organizational culture as an organizational demand: o   Definition o   Factors that shape culture    Possible responses to injustice   What are the implications of conducting the business in an ethically and socially responsible way         Job Analysis   The components that comprise job descriptions        The components that comprise job specifications ● KSAO (Knowledge, Skills, Abilities, Other factors) ????     What is job analysis ●  The process of getting detailed information about jobs in organizations.       Knowledge, Skills, Abilities, and Other characteristics o   Definitions o   What characteristics are trainable and which ones are not (or, less trainable) o   Be able to apply this information to an example about who to hire     Introduction to Human Resource Management  Professor. Sargam Garg  Section 05  Tools for job analysis o   Types of tools ­ Job Element Inventory  ­ Position Analysis Questionnaire  ­ Occupational Information Network (O*NET) ­ Dictionary of Occupational Titles (DOT) o   Pros and cons of each tool ­ Job Element Inventory Pro’s: Con’s:  ­ Position Analysis Questionnaire: Pro’s:  ● dimensions are linked to a general aptitude test  ● Dimensions are broad (covers input, output, processes, and work context) Con’s: ● Requires a reading level of a college graduate to complete the test ● Standard format leads to an abstract characterization of jobs   Why is job analysis information important for example: compensation, training, etc.?      What is an organization chart?     Job Design     The four broad approaches to job design o   Goals of each o   How each is conducted         Within the motivational approach, the Job Characteristics Model (JCM) Introduction to Human Resource Management  Professor. Sargam Garg  Section 05 o   The five core job characteristics o   The three critical psychological states o   The goal of the motivational approach o   Trade­offs of the motivational approach o   The name of the survey used to compute a “satisfaction” score using the JCM         From the article “Why Silicon Valley is Rethinking the Cubicle Office,” what job design is  MOST applicable to Intel’s switch from cubicles to an open office design       Planning   q  Planning process ●  Forecasts of labor demands ● Forecasts of labor supply ● Forecasts of labor surplus or shortage ● Goal setting and strategic planning ● Program implementation and evaluation         Definition of labor demand and labor supply ● Labor demand: number and types of employees the company needs. ● Labor supply: current or potential employees to perform jobs.  What is transition matrix      What is productivity ratio             q  Specific options for how to correct a surplus Introduction to Human Resource Management  Professor. Sargam Garg  Section 05 o  Which options are faster ­ Downsizing  ­ Pay reduction ­ Demotions ­ Work sharing o  Which options result in human suffering ­ Hiring freeze ­ Natural attrition ­ Early retirement  ­ Retraining    q  Specific options for how to correct a shortage o   Which options are faster ­ Overtime ­ Temporary workers ­ Outsourcing o   Which options are revocable (can be “undone” when the shortage is corrected) ­ Overtime ­ Temporary workers ­ Outsourcing ­ Retrained transfers ­ Turnover reduction (?) ­ Moderately revocable      Recruitment   q  Four factors that make organizations more or less attractive to candidates ●  Vacancy characteristics ● Personnel policies ● Recruitment sources ● Recruiter characteristics      q  With regard to vacancy characteristics, three potential decision­making strategies that  candidates might use to decide which job to accept   q  The three policies that affect vacancy desirability ●  Yield ratios ● Cost­per­hire ● Time­to­fill Introduction to Human Resource Management  Professor. Sargam Garg  Section 05 q  The outcome upon which recruiter characteristics has an impact   q  What are advantages and disadvantages of using internal and external recruitment sources q  Realistic job previews o   What are they o   What can they help improve   q    What is succession management      


Buy Material

Are you sure you want to buy this material for

50 Karma

Buy Material

BOOM! Enjoy Your Free Notes!

We've added these Notes to your profile, click here to view them now.


You're already Subscribed!

Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'

Why people love StudySoup

Bentley McCaw University of Florida

"I was shooting for a perfect 4.0 GPA this semester. Having StudySoup as a study aid was critical to helping me achieve my goal...and I nailed it!"

Amaris Trozzo George Washington University

"I made $350 in just two days after posting my first study guide."

Bentley McCaw University of Florida

"I was shooting for a perfect 4.0 GPA this semester. Having StudySoup as a study aid was critical to helping me achieve my goal...and I nailed it!"


"Their 'Elite Notetakers' are making over $1,200/month in sales by creating high quality content that helps their classmates in a time of need."

Become an Elite Notetaker and start selling your notes online!

Refund Policy


All subscriptions to StudySoup are paid in full at the time of subscribing. To change your credit card information or to cancel your subscription, go to "Edit Settings". All credit card information will be available there. If you should decide to cancel your subscription, it will continue to be valid until the next payment period, as all payments for the current period were made in advance. For special circumstances, please email


StudySoup has more than 1 million course-specific study resources to help students study smarter. If you’re having trouble finding what you’re looking for, our customer support team can help you find what you need! Feel free to contact them here:

Recurring Subscriptions: If you have canceled your recurring subscription on the day of renewal and have not downloaded any documents, you may request a refund by submitting an email to

Satisfaction Guarantee: If you’re not satisfied with your subscription, you can contact us for further help. Contact must be made within 3 business days of your subscription purchase and your refund request will be subject for review.

Please Note: Refunds can never be provided more than 30 days after the initial purchase date regardless of your activity on the site.