Fundamentals of Human Resource Management 5th Edition Noe Solutions Manual
Fundamentals of Human Resource Management 5th Edition Noe Solutions Manual
This guide will provide you with a chapter summary, lecture outlines, solutions to in-chapter
case questions, suggested use of internet exercises and self-assessments from the online
learning center, video resource notes and discussion questions, and suggested uses for the
PowerPoint slides contained in your Instructor Resources.
When presenting Chapter Two, have the students first read the chapter and encourage
them to absorb the “big picture” of Human Resource Management.
Have students read and discuss the cases and their respective questions.
Have students validate their knowledge of the chapter by working through the
Discussion Questions at the end of the Chapter.
Lastly, have students review, journal, or discuss the Key Vocabulary Terms at the end of
the chapter.
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© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution
in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
Chapter Summary
This chapter provides your students with knowledge of the environment of Human Resource
Management. This chapter will present trends in the labor force and it will explain the internal
labor force (an organization’s workers) and the external labor market (individuals who are
actively seeking employment). Students will read about how the workforce is becoming older
and increasingly diverse. Students will acquire an understanding of skill deficiencies in the
worforce and they will learn how HRM can address those deficiencies. The chapter will discuss
how HRM can help organizations become high-performing, and the benefits of empowering
employees. HRM is a strategic partner during other changes that are occuring in the business
environment, including mergers and acquisitions, and technological changes. Lastly, the chapter
will present the change in the employment relationship, where organizations expect employees
to take more responsibility for their own careers, from seeking training to balancing work and
family. Employees, in turn, seek flexible work schedules, comfortable working conditions, control
over how they accomplish their work, training and development opportunities, and financial
incentives based on corporate performance.
1. Describe trends in the labor force composition and how they affect human resource
management.
2. Summarize areas in which human resource management can support the goal of creating a
high-performance work system.
3. Define employee empowerment and explain its role in the modern organization.
4. Identify ways HR professionals can support organizational strategies for quality, growth, and
efficiency.
8. Discuss how the need for flexibility affects human resource management.
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© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution
in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
Chapter 02 - Trends in Human Resource Management
Lecture Outline
I. Introduction
Line technicians at Duke Energy, an electric-power company based in Charlotte, North Carolina,
participate in a stretching program before they start their workday. They also are provided with
battery-powered wire clippers, and they are trained in how to perform job functions such as
lifting and climbing in a safe manner. These workers’ average age is between 50 and 55, and
the company appreciates the value of its experienced line technicians. Rather than replace
these older workers with young employees, the company realizes that it typically takes eight
years to become expert ad the major skills required to repair power lines. Additionally,
experienced workers can serve as role models and mentors for younger colleagues. Turnover
among older workers tends to be lower, so these can be the organization’s most loyal
employees. Companies like Duke Energy understand that it is a worthwhile investment to help
older workers stay healthy until they are ready to retire.
1. Explain the value to a company like Duke Energy that comes from investing in retaining
older workers, and in investing in resources such as safety and health training, that help
older workers stay safe and healthy.
In the example presented by Duke Energy, the company benefits from retaining healthy
older workers because of the skills and expertise that they have accumulated throughout
their years on the job. In this case, Duke Energy said that it takes a line worker eight
years to become expert at repairing power lines. Older workers can serve as mentors
and role models for their younger colleagues. Turnover among older workers tends to be
lower, which reduces the costs of replacing them.
This chapter will describe major trends that are affecting human resource management. It will
examine the modern labor force, including trends that are determining who will participate in the
workforce of the future. The chapter will explore the ways that HRM can support a number of
trends in organizational strategy, from efforts to maintain high-performance work systems to
changes in organizational size and structure.
30
© 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution
in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.
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