Human Resource Management Two types of questions: short answer and applied answer. The key to a successful exam will be providing specific and concrete information. You must provide some rationale for your points and opinions. For example, if you state something is important - tell me why it is important; if you tell me you would do something - tell me why you would do it and what you would hope to achieve. In other words, simply stating information will not provide you with marks. For the all questions you will need to organize your answer before writing it. There needs to be some obvious structure to your answers. Remember that more material does not necessarily translate into a higher mark. Make sure every word counts - I am looking for quality over quantity. For this exam I will not accept for grading any answers that are written in the paragraph format The marking criteria will include: Clarity of material; Logical cohesiveness of material; Correlation of material Clear structure of material; Specific & concreteness of material; Original thinking and ideas; Brevity of material; SHORT ANSWER: Please answer any (5) of the following questions. Your answers must in a non-paragraph format and no more than one page. Each question is worth6 marks. 1. Describe the standards? four basic considerations for establishing performance 2. Briefly describe the duties of employers, supervisors, and workers with respect to health and safety legislation. 3. Provide a definition of accountability and outline the main components of an accountability agreement. 4. Outline the three main components to a behavioural safety based program and demonstrate the connection between the three components. 5. In light of the working conditions in some of developing nations or emerging economies, is there a relevant role for the benefits of unions. If so, how successful do you think they would be in organizing employees? Provide a specific rationale for your material Page 1 of 3 Human Resource Management 6. Outline and explain at least five reasons that employee may want to get a union in their workplace. 7. Describe in detail at least five (5) clear differences between position-based and interest-based labour relations. APPLIED QUESTION: Please answer, in a non-paragraph formattable format or schematic format or diagram, (3) of the following questions. Each question is worth 20 marks. 1. You have been asked to prepare an annual report for the recruitment & selection function in your organization. The specific goal of the annual report is to demonstrate the efficiency & effectiveness of the function. One of the guiding values of your organization is that every function in the organization must add direct strategic value and contribute to the success of the organization. Prepare the outline for the R&S Annual Report 2. The HR Department of your organization is adding a new position of Manager, Recruitment & Selection. This position is expected to bring the R&S functions up to \"best practices\" or \"state of the art\" status. This function will be responsible for at least 150 new hires/promotions/ transfers of professional employees on an annual basis. You have been asked to develop the KSAO's, including personal traits and characteristics, for the position. 3. You have been appointed the VP of Human Capital for a new company which will develop and market a wide range of educational software products. The company's head office will be Canada but within one (1) year will have branches in India, Brazil, Germany and the UK. It is estimated that in three (3) years, your company will employ over 300 employees. Your main initial task will be to develop & implement the HR Planning policies, processes and programs for the company. As a part of the exercise your CEO has asked you to present to the VP team a comprehensive set of foundational principles/values for the HR Planning function. In a chart, clearly state your set of principles/values that you will use to build the HRM policies, processes and programs. You must provide a specific rationale for each principle/value. 4. You have been hired by the Robert Service College, in Whitehorse, Yukon as the Director of Faculty Hires. One of your responsibilities will be hiring Page 2 of 3 Human Resource Management teaching instructors for the two year Business Administration program. In a flow chart outline all of the steps you would use to determine your HR demand to giving the new hires an orientation plan. 5. WSIB costs in your organization are increasing significantly. You have been asked by the Director of Human Resources, to develop a Remedial Action Plan. Outline all the steps you would use for ascertaining the causes of the increasing costs to implementing at least four (4) safety or cost cutting initiatives and provide the rationale for their inclusion. 6. You have been asked to speak at a meeting of HR Labour Relations specialists. Your topic is \"What are the top ten principles of negotiating collective agreements? Using a format of your choice, outline your ten principles and the rationale as to why each one is important. 7. The CEO of Peterborough Regional Health Centre has asked you the VP of Human Capital to develop a comprehensive policy and process for Employee Performance Evaluation (EPE). For a meeting next week she has asked you to develop a PPT presentation for the Vice President group. This task is very important since it is this group that you need to convince that this policy/process is worth the time and energy to implement it throughout the organization. For this PPT presentation you need to (a) outline the value of an EPE to the organization, themselves, their managers and all employees, and (b) describe the components of the process and suggested timelines. PRHC is a 24/7 operation and has 1200 full-time employees and 1500 part-time employees in 25 different departments. Page 3 of 3