human resoource final exam

Exam : 412717 Program: 41264105 HRM 201 Final Exam Student Number: 22297284 Part A 1. Outline and explain the four steps of the career management process. Self-Assessment Reality Check Goal Setting Action Planning Self-Assessment - The employee gather s information to determine their career interest, values, attitudes and behavioral tendencies. The company s hould provide assessment information to help identify strengths, weaknesses, interest and va lues. Reality Check - The HR De partment (or someone assigned to this responsibility) provides an employee information about how their skil ls and abilities fit within the organizations goals and plans. The employee needs to identify what needs are realistic to develop . Goal Setting - The employee sets short and long -term goals that usually fall into the categories of: desired position(s), level of skills to apply, work setting and skill acquisition. The company ensures that the goal(s) is specific, challenging and attainable . The company should commit to help the employee reach the goal(s). Action Planning - The outcome of the action planning often leads to the development of a career development plan. The em ployee identifies steps and time able to reac h the goal(s). The company identif ies resources the empl oyee needs to reach the goal(s); including courses , work experiences and relations hips. 2. Describe and discuss the family friendly schemes that fall into the categ ory of other employer -provided benefits. FMLA - this gives employees time off to care for their dependents when the need arises. Paid family leave remains rare in the US, but unpaid leave is required by law for up to 12 weeks. Child Care - this takes several forms, needing different levels of the organizations involvement. In the highest capacity the company can have child care in or near your work. At another level they can provide vouchers o discounts to their employees for the child care facilities. The results of absenteeism an d productivity has varied. College - some organizations sponsor tax favored 529 savings plans. These plans allow parents and other family members to defer taxes from their earnings of their deposits into the 529 account. Organizations can arrange with a broker to offer direct depos it of a portion of the employee ’s pay check in their account. Elder Care - many employers have added elder care benefits in the form of information and support rather than dir ect financial assistance. They may provide flexible schedules, printed resources and access to counseling. 3. Briefly discuss the process of organizing a union, including typical strategies adopted by management and union represent atives . This study source was downloaded by 100000790435732 from CourseHero.com on 11-11-2022 02:18:13 GMT -06:00
https://www.coursehero.com/file/16979844/human-resoource-final-exam/ Exam : 412717 Program: 41264105 HRM 201 Final Exam Student Number: 22297284 The process of organizing a union begins with authorization cards. If over half the employees sign a card, the union goes to the employer and asks for voluntary recognition (which rarely happens). If the employer does not honor the will of the majority of employees, as reflected in the signed authorization cards, it is likely that the employer will mount an anti -union counter -campaign in advance of an NLRB election. When an employer refuses, the union has the option of using the a uthorization cards to petition the NLRB to conduct a secret -ballot election. If a simple majority (50% + 1) of the ballots are in favor of representation, the employer is leg ally obligated to recognize the union and enter into contact negotiations. After the union wins the election, the NLRB grants union recognition and issues a “certified of representation ” to the union. Employers use a variety of methods to oppose u nions in organizing campaigns. Efforts vary from hiring consultants, to handing out lea flets and letters to voice the company ’s viewpoints. Traditional union strategy is to call or visit employees at home to talk about issues like pay and job security. One of the other alternatives is to conduct a corporate campaign. It will bring political, financial and public pressure during the union organization and contract negotiation. Also, a winning strategy is to negotiate the card -
check provisions and employer neutrality. 4. Compare the following employment interview approaches: Nondirective I nterview , Structured Interview , Situational Interview , Behavioral Descriptive I nterview and Panel Interview Nondirective Interview - The interviewer has discretion in posing questions. Candidate responses may evoke new questions, including open -ende d questions. This sort of interview may not be reliable, and there ’s a risk of illegal questions. Structured Interview - Establishes a set of questions for the interviewer to ask. Generally, the questions are direc tly job -related, in search of information about the candidate ’s skills, relevant knowledge and experiences. Situational Interview - Is a type of structured interview. The candidates are asked to explain how they might respond to problems and situations that arise on the job. The situational interview is considered to have a high of predictive validity for the candidate ’s likely job performance. Behavioral Description Interview - Is a situational interview during which candidates are asked to describe and explain how they responded to past job -related problems and situations. A candidate ’s discussion o f prior work experience is found to have a high level of predictive validity. Panel Interview - Are conducted by panels. Several members of the organization meet with the candidate face -to-face. This study source was downloaded by 100000790435732 from CourseHero.com on 11-11-2022 02:18:13 GMT -06:00
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