Explain Collective Bargaining and Labor relation

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HUMAN RESOURCE MANAGEMENT
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• HUMAN RESOURCE MANAGEMENT
• Q1.Do you think that it is easier to tie human
  resources to the strategic management process in
  large or in small organizations? Why?
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• Q2.Three popular interventions for enhancing
  worker satisfaction are job enrichment, job
  rotation, and role analysis. What are the
  critical differences between these interventions,
  and under what conditions might one be preferable
  to the others?
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• Q3.Explain Collective Bargaining and Labor
  relation?
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• Q4.How might the ADAs reasonable accommodation
  requirement affect workers such as law
  enforcement officers and fire fighters?

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• Q5.The reasonable woman standard recognizes that
  women have different ideas of what constitutes
  appropriate behavior than men have. What are the
  implications of this distinction? Do you think it
  is a good or bad idea to make this distinction?
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• Q6.Why have the roles and activities of the HR
  function changed over the past 20 to 30 years?
  What has been driving this change? How
  effectively do you think HR has responded?
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• Q7.Some argue that outsourcing an activity is bad
  because the activity is no longer a means of
  distinguishing the firm from competitors. (All
  competitors can buy the same service from the
  same provider, so it cannot be a source of
  competitive advantage.) Is this true? If so, why
  would a firm outsource any activity?

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• Q8.Distinguish between concurrent and predictive
  validation designs, discussing why the latter is
  to be preferred over the former. Examine each of
  the nine selection methods discussed in this
  chapter, and determine which of these would have
  validity most and least affected by the type of
  validation design employed.

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