Unit 1 (Chapter 1) Introduction to Human Resources 1. Identify and describe the economic forces facing Canadian organizations today. 2. Identify and describe the technological forces facing Canadian organizations today. 3. Identify and describe the demographic forces facing Canadian organizations today. 4. Identify and describe the cultural forces facing Canadian organizations today. 5. What is a human resource audit? List the benefits of an audit. 6. The human resources department is a service and support department. Discuss, using examples, the three types of authority that impact the human resources department. Unit 2 (Chapter 4) The Law and Human Resources Management 1. Discuss the key grounds on which discrimination is prohibited by the Canadian Human Rights Act. 2. List the fundamental rights of the Canadian Charter or Rights and Freedoms. Discuss what sections 1, 2 and 15 of the Charter of rights guarantee. 3. Differentiate between Direct and Indirect (Systematic) discrimination. Provide an example of each. 4. Identify and discuss the terms duty to accommodate and undue hardship. Use examples. 5. Define a BFOR and what are the three new criteria used to assess the appropriateness of BFOR? 6. Define harassment. What constitutes harassment? What are the three characteristics of sexual harassment as identified by a Canadian Human Rights Tribunal? 7. What purposes do Human Resources policies serve? 8. Discuss six Human Resources policies. 9. What is the intent of the Employment Equity Act? Identify the human resource functions that are affected by employment equity plans. 10. Discuss five effort an organization can undertake to improve diversity, equity and inclusion in the organization. Unit 3 (Chapter 3) Human Resources Planning 1. What is human resource planning? What is its major objective? 2. Identify and describe the human resource planning process. 4. Identify and describe the factors that will drive labour demand (there are nine factors). 5. Identify and describe in detail each of the forecasting techniques for estimating human resource demand. 6. Discuss different methods used to produce estimates for the internal supply of human resources within an organization. 7. Discuss different methods used to produce estimates for the external supply of human resources within an organization. 8. Assume human resource planners predict that with technological improvements your company will need 35 percent fewer employees in the next five years. What actions would you start to take now? 9. Assume that your organization has just received a major contract, and you are suddenly suffering a shortage of employees. What actions would you take for both short and long-term effectiveness? 10. What is a HRIS? What are the key considerations that organizations take into account when deciding on an appropriate HRIS? 12. Why is an HRIS an important tool for strategic HRM? How has this impacted the evolution of the HRs role? Unit 4 (Chapter 2) Job Analysis and Design 1. Identify and discuss the 3 activities performed during the first phase of the Job analysis process. 2. Describe each of the following job analysis methods: a. ONET b. PAQ c. FJA d. CIM 3. Describe each of the following data collection methods: a. Interviews b. Focus groups c. Questionnaires d. Employee log e. Observation f. Combinations 4. Describe each of the key components of a job description. 5. Identify and describe the organizational considerations in Job Design. 6. Identify and describe the ergonomic considerations in Job Design. 7. Identify and describe the employee considerations in Job Design. 8. Identify and describe the job specialization considerations in Job Design. 9. Identify and describe the environmental considerations in Job Design