HRM Chapter 13

Key reasons why employers are forced to reduce the size of their workforces include:

• inefficiency.

• lack of adaptability in the marketplace.

• weakened competitive position in the industry.

• All of these are correct.

The federal law that regulates employer actions taken as part of reductions in force is the:

• Americans with Disabilities Act.

• Patriot Act.

• Worker Adjustment Retraining and Notification Act (WARN).

• Title VII.

Exceptions to the provisions of the Worker Adjustment Retraining and Notification Act (WARN) include a(n):

• faltering company that is seeking capital to retain its scope of operations.

• unforeseeable circumstance.

• natural disaster.

• All of these are correct.

Short-run strategies for managing employee surpluses and avoiding layoffs include:

• Short-run strategies for managing employee surpluses and avoiding layoffs include:

• cross-training of employees.

• attrition.

• hiring freezes.

Long-run strategies for managing employee surpluses and avoiding layoffs include:

• hiring freezes.

• early retirement incentives.

• cross-training of employees.

• All of these are correct.

Policy strategies for managing employee surpluses and avoiding layoffs include:

• early retirement incentives.

• re-deploying employees.

• cross-training of employees.

• making a greater percentage of compensation based on performance.

Based on the conceptual framework of cost reduction stages, hiring freezes and reduced workweeks are HR practices associated with which stage of the process?

• Long-term cost adjustments

• Strategic cost adjustments

• Medium-range cost adjustments

• Short-range cost adjustments

Based on the conceptual framework of cost reduction stages, exit incentives and voluntary sabbaticals are HR practices associated with which stage of the process?

• Strategic cost adjustments

• Long-term cost adjustments

• Short-range cost adjustments

• Medium-range cost adjustments

The ideal strategy for managing employee turnover is to:

• use a match pay strategy.

• enhance the employer's brand.

• use a 360 degree feedback system.

• keep high performers rewarded while using HR planning to minimize the use of labor to perform jobs.

Based on the performance-revocability strategy matrix, the most effective strategy for managing an employee who is a high performer and difficult to replace is:

• invest in the development of the employee.

• work to enhance their performance.

• use job enlargement.

• provide performance incentives to enhance retention of the employee.