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Full Download Fundamentals of Human Resource Management 6th Edition Noe Solutions Manual
Full Download Fundamentals of Human Resource Management 6th Edition Noe Solutions Manual
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-edition-noe-solutions-manual/
This guide will provide you with a chapter summary, learning objectives, lecture outlines,
solutions to in-chapter case questions and end of chapter discussion questions and possible
responses.
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 growth, quality, and
efficiency.
8. Discuss how the need for flexibility affects human resource management.
29
© 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
The way in which organizations conduct business continues to change. In this vignette there
are two examples of organization that have gotten rid of their HR departments and delegated
the HR responsibilities to line managers. LRN Corporation found that it wasn’t so easy just to
get rid of HR. Their line managers struggle with job and salary information which slows down
the hiring process. Beam Company took their HR and made some into “business partners”
which advise line managers on basic HR questions. There are a lot of ways to “do HR” and not
one right way for each organization. HR is not going away, but there are different ways to get
the job done.
1. Should students be concerned that they won’t get a job in HR if companies continue to
make these types of changes?
No, because the HR function still needs to be done. Students need to understand that
they might work in an HR department or they might work as an internal business partner,
and external outsourcing partner, or a PEO type of organization. There are a lot of ways
to be a strategic HR partner and students should keep their minds open on how they
might use their skills in the workplace of the future.
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.
1. The labor force is a general way to refer to all people willing and able to work.
2. The internal labor force consists of the organization’s workers-its employees and the
people who have contracts to work at the organization.
3. The external labor market is comprised of individuals who are actively seeking
employment.
2. An organization’s internal labor force is derived from its external labor market.
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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