Human Resource Management and Supervision
Core concepts
Understand recruitment, selection, orientation, training, scheduling, performance appraisal, and progressive discipline. Know the difference between a job description (tasks) and a job specification (qualifications). Be able to apply motivation theory at a practical level: Maslow's hierarchy, Herzberg's hygiene versus motivators, and expectancy theory. Understand delegation, coaching, conflict resolution, and the elements of a fair termination. Know labor law basics such as equal opportunity, harassment prevention, wage and hour rules, and the importance of documentation.
Traps in questions
Questions often present a supervisor who wants to fix behavior quickly; the best answer usually starts with a private conversation and clear expectations, not immediate discipline. Watch for confusion between a job description and specification, and between formative feedback and a formal appraisal. Another trap is choosing the legally risky option, such as terminating without documentation or ignoring a harassment complaint.
Worked example
An employee is repeatedly late. The best sequence is: private discussion to identify the cause, restate expectations, document, then apply progressive discipline (verbal warning, written warning, suspension, termination). Rule of thumb: document every step and treat similar situations similarly to avoid claims of inconsistency.