Aaron J Hudson
AMM 101
Dr. Silverman
October 13 th
, 2005
Chapter 10: Review Questions
-
1.
The three activities and their objectives of HRM are as follows a) Acquisition: Planning and the process of hiring new personnel b) Maintenance: Encouraging employees to remain with the firm and work effectively. c) Development: Improvement of the employee’s skills and expanding their capabilities.
4.
Whether a firm’s demand of personnel is greater than its supply of personnel or vice versa, there are several steps that could happen. When demand is greater than the supply, plans must be made to recruit and hire new personnel. When the supply is greater than the demand, the firm needs to take steps to reduce its number of personnel. If and oversupply of personnel is temporary, they may be laid off until they are needed again. Another method is attrition. This occurs when the firm just waits until the employee leaves the firm and chooses not to replace them. This is a timely but effective method. Another option is early retirement. This is available to those employees who are near retirement and are encouraged to leave the firm sooner yet are still entitled to full benefits. The last method would be to simply fire employees when they are not needed. This method is used as a last resort since it has such a negative impact.
5.
Some challengers that managers deal with when it comes to cultural diversity are learning to motivate employees on a wider scale of value systems. You now have a more educated employee who wants more flexibility and in return for their efforts want a better compensation plan / a better quality of life. Some benefits of a more culturally diverse organization would be a marketing edge over the rest, problem solving, and bilingual skills.
7.
An advantage of external recruiting is that it gives the organization an opportunity to bring in employees with fresh ideas and various business backgrounds. A disadvantage would be that is a costly process, especially if you are using employment agencies. An advantage of internal recruiting would be providing strong motivation for current employees and retaining quality personnel for the positions needed filling. A disadvantage of this form of recruiting is that if it takes from within to fill a position, the firm now needs to train not one but two employees in new positions.
8.
I feel that face to face interviews and references from other viable sources are the best way to gain information about a possible employee. Interviews because you

can get personal with that person and really find out if they are the person you want working for you. References because you trust the source of the references to bring you quality people to the firm. If you have trust and faith in the present employee, then that employee wouldn’t bring you anyone who is not worth giving a shot the position.