COMM 211 EXAM WITH COMPLETE SOLUTION 100% GUARANTEED PASS

COMM 211 EXAM WITH COMPLETE SOLUTION 100% GUARANTEED PASS Describe the human resource planning process. - Answer-Step 1: Forecast Demand for Resources Step 2: Assess Supply of Resources Step 3: Develop HR Objectives Step 4: Design and implement HR Programs to Balance Demand and Supply Step 5: Establish Program Evaluation Forecasting: Identifying the causes that will drive demand- strategic plan, demographic impacts, turnover, legal changes, and competitors Discuss methods for estimating an organization's demand for human resources. - Answer-Expert- Informal and instant decisions - Formal expert survey - Delphi technique Trend- Extrapolation - Indexation - Statistical Analysis Other- Budget and planning analysis - New-venture analysis - Simulation models Explain the various methods of estimating a firm's supply of human resources. - Answer-Internal: •HR Audits -Skills Inventories ØSummary of worker skills and abilities -Management and Leadership Inventories ØReports of management capabilities -Replacement Charts ØLists of likely replacements for each job -Replacement Summaries ØLists of likely replacements for each job and their relative strengths and weaknesses. External: •Labour Market Analysis •Study of the firm's labour market to evaluate the present or future availability •Community Attitudes •Affects nature of the labour market •Demographic Trends •Affects the availability of external supply •ESDC publishes labour force projections •Statistics Canada publishes reports Canadian Occupational Projection System (COPS Identify solutions to shortages or surpluses of human resources. - Answer-•When the internal supply of workers exceeds the firm's demand, a surplus exists. There are various HR strategies: ØHeadcount reduction (layoffs; leave without pay; incentives for voluntary separation; termination) ØAttrition (hiring freeze; early/phased retirement offers) ØAlternative Work Arrangements (job sharing; part-time employees) Manage Shortage of Employees: - Hire employees ; Full, Part, Temp Source Service Providers- third party out source Develop Employees internally- Replacement charts, succession planning Flexible work arrangement; overtime Discuss the major contents of a human resource information system (HRIS). - Answer-•A Human Resource Information System (HRIS) is used to collect record, store, analyse, and retrieve data concerning an organization's human resources The major stakeholders who use the information from an HRIS are HR professionals, managers, and employees Explain how HRIS has contributed to enhancing HR service delivery. - Answer-•There are many different systems to choose depending on organizational requirements. •Key considerations: ØSize ØInformation that needs to be captured ØVolume of information transmitted ØFirm's objectives ØTechnical capabilities ØReporting capabilities Explain the impact of government on human resource management. - Answer-•Federal and provincial laws regulate the employee-employer relationship •Those 'doing' HR need to: -Stay abreast of the laws and interpretation of the laws by regulatory bodies and court rulings -Develop programs to ensure company compliance -Pursue their traditional roles of obtaining, maintaining, and retaining an optimal workforce (in light of laws and societal objectives) •The Canadian Charter of Rights and Freedoms is contained in the Constitution Act of 1982 •Most far-reaching legal challenge for HR managers Charter provides fundamental rights to every Canadian 1.List the major provisions of the Saskatchewan Human Rights Code. - Answer-It's against the law for someone to discriminate against you because of: • religion,• creed,• marital status,• family status,• sex, It's against the law for someone to discriminate against you in: employment or occupations education housing publications public services (restaurants, stores Accommodating People's Needs Employers, service providers and others have a duty to make reasonable efforts to assist people who could otherwise be denied opportunities because of gender, disability, religion, or other illegal grounds of discrimination. This is called the "duty to accommodate."