Q2. Read the case incident and answer the question below- A New HR Professionals First Workplace Dilemma Laura, a recent graduate from a human resources diploma program from a local community college, has just landed her first role as a human resources coordinator at a small bottling company. Upper management has made it clear that they want Laura to make the updating of the current human resources manual her first priority. During her second week on the job, Laura was strolling down the hallway toward the break room to get herself a cup of coffee when she passed the director of marketings office. As she passed she noticed an inappropriate picture of a woman visible on his computer. Shocked at what she had just seen, Laura continued down the hall, not sure what to do next. Upon returning to her office, Laura decided the best way to start revising the manual was to introduce a policy on appropriate computer use. She felt this would address the problem as she didnt want to start her new job on a negative note by reporting the director of marketing to the CEO without a clear policy in place. Questions a) Do you agree with how Laura handled this situation? If so, why? If not, what would you have done differently? (15 marks) b) Is it important for this company to have such a policy in place? If so, how can the employment (labour) standards act in your province/territory help in drafting a policy on appropriate computer use? (15 marks) c) How technology impacted HRM? What are the technological challenges faced by HRM in this age of automation and communication explosion? (20 marks) Q3. Write the full form for-(2 marks each) a) HRIS b) BIB c) ESS d) HRSDC e) ERP f) PIPEDA g) KSA h) FJA Q4. Define the following terms-(5 marks each) a) Employee Self Service system b) Reasonable accommodation c) Occupational Segregation. d) BFOR e) Human Resource Information System Q5. What is E-Human resource Management? What are its benefits and risks ? OR What is BFOR? What is the test to define if a bona fide occupational requirement exists? What are the three elements of this test? (10 Marks) 1. Fill in the blanks with appropriate word-(2 marks each) a) Selection is sometimes treated as _________(negative/positive) process as it deals in rejection. b) Workforce analytics are also known as __________(biometrics/metrices). c) Much of the data now available to HR comes from _________(data warehouse / application forms). d) Training conducted away from work is called ____________(on the job/off the job) training. e) Full form of KSA is ___________(knowledge skills abilities/ known skills abilities). f) The image of an organization based on the benefits of being employed by that organization is called________(Employer branding/ employee branding). g) Biographical Information Blank includes __________(geographical/biographical) job data. h) _____________(Line/Staff) authority gives the manager the authority to advise other managers or employees. i) __________(Balanced engineering/Workprocess engineering)is the rethinking or redesigning processes used to accomplish organizational goals with the objective of improvements in efficiency and competitiveness. j) HRIS has no use when it comes to Time and attendance of employees. (True/False). k) Employees can access and manage personal information directly through _______(ESS/ MSS). l) ___________(Human rights/ Charter of Rights and Freedom) is a federal law enacted in 1982 which guarantees fundamental freedom. m) Personnel born between 1946-1964 are called ___________(baby boomers/generation X) and are driven to success. n) Churches hiring only the members of their church and rejecting clergy from other religions is an example of ________(BFOR/ HRIS) o) Providing workers with skills and authority to make decisions that would traditionally be made by managers is called _________(encouragement/empowerment). p) A "snapshot" of the firm, depicting the organization's structure in chart form at a particular point in time is called ________(organizational structure/organizational chart) q) The percentage of applicants that proceed to the next stage of selection process is called __________(selection ratio/yield ratio) r) ___________(contract/contingent workers) are employees who develop work relationships directly with the employer for a specific type of work or period of time. s) Jobs in public administration, personal and business services, finance, trade, public utilities, and transportation/communications are _________(primary/tertiary) sector jobs in Canada. Q2. Read the case incident and answer the question below- A New HR Professionals First Workplace Dilemma Laura, a recent graduate from a human resources diploma program from a local community college, has just landed her first role as a human resources coordinator at a small bottling company. Upper management has made it clear that they want Laura to make the updating of the current human resources manual her first priority. During her second week on the job, Laura was strolling down the hallway toward the break room to get herself a cup of coffee when she passed the director of marketings office. As she passed she noticed an inappropriate picture of a woman visible on his computer. Shocked at what she had just seen, Laura continued down the hall, not sure what to do next. Upon returning to her office, Laura decided the best way to start revising the manual was to introduce a policy on appropriate computer use. She felt this would address the problem as she didnt want to start her new job on a negative note by reporting the director of marketing to the CEO without a clear policy in place. Questions a) Do you agree with how Laura handled this situation? If so, why? If not, what would you have done differently? (15 marks) b) Is it important for this company to have such a policy in place? If so, how can the employment (labour) standards act in your province/territory help in drafting a policy on appropriate computer use? (15 marks) c) How technology impacted HRM? What are the technological challenges faced by HRM in this age of automation and communication explosion? (20 marks) Q3. Write the full form for-(2 marks each) a) HRIS b) BIB c) ESS d) HRSDC e) ERP f) PIPEDA g) KSA h) FJA Q4. Define the following terms-(5 marks each) a) Employee Self Service system b) Reasonable accommodation c) Occupational Segregation. d) BFOR e) Human Resource Information System Q5. What is E-Human resource Management? What are its benefits and risks ? OR What is BFOR? What is the test to define if a bona fide occupational requirement exists? What are the three elements of this test? (10 Marks) 1. Fill in the blanks with appropriate word-(2 marks each) a) Selection is sometimes treated as _________(negative/positive) process as it deals in rejection. b) Workforce analytics are also known as __________(biometrics/metrices). c) Much of the data now available to HR comes from _________(data warehouse / application forms). d) Training conducted away from work is called ____________(on the job/off the job) training. e) Full form of KSA is ___________(knowledge skills abilities/ known skills abilities). f) The image of an organization based on the benefits of being employed by that organization is called________(Employer branding/ employee branding). g) Biographical Information Blank includes __________(geographical/biographical) job data. h) _____________(Line/Staff) authority gives the manager the authority to advise other managers or employees. i) __________(Balanced engineering/Workprocess engineering)is the rethinking or redesigning processes used to accomplish organizational goals with the objective of improvements in efficiency and competitiveness. j) HRIS has no use when it comes to Time and attendance of employees. (True/False). k) Employees can access and manage personal information directly through _______(ESS/ MSS). l) ___________(Human rights/ Charter of Rights and Freedom) is a federal law enacted in 1982 which guarantees fundamental freedom. m) Personnel born between 1946-1964 are called ___________(baby boomers/generation X) and are driven to success. n) Churches hiring only the members of their church and rejecting clergy from other religions is an example of ________(BFOR/ HRIS) o) Providing workers with skills and authority to make decisions that would traditionally be made by managers is called _________(encouragement/empowerment). p) A "snapshot" of the firm, depicting the organization's structure in chart form at a particular point in time is called ________(organizational structure/organizational chart) q) The percentage of applicants that proceed to the next stage of selection process is called __________(selection ratio/yield ratio) r) ___________(contract/contingent workers) are employees who develop work relationships directly with the employer for a specific type of work or period of time. s) Jobs in public administration, personal and business services, finance, trade, public utilities, and transportation/communications are _________(primary/tertiary) sector jobs in Canada. Q2. Read the case incident and answer the question below- A New HR Professionals First Workplace Dilemma Laura, a recent graduate from a human resources diploma program from a local community college, has just landed her first role as a human resources coordinator at a small bottling company. Upper management has made it clear that they want Laura to make the updating of the current human resources manual her first priority. During her second week on the job, Laura was strolling down the hallway toward the break room to get herself a cup of coffee when she passed the director of marketings office. As she passed she noticed an inappropriate picture of a woman visible on his computer. Shocked at what she had just seen, Laura continued down the hall, not sure what to do next. Upon returning to her office, Laura decided the best way to start revising the manual was to introduce a policy on appropriate computer use. She felt this would address the problem as she didnt want to start her new job on a negative note by reporting the director of marketing to the CEO without a clear policy in place. Questions a) Do you agree with how Laura handled this situation? If so, why? If not, what would you have done differently? (15 marks) b) Is it important for this company to have such a policy in place? If so, how can the employment (labour) standards act in your province/territory help in drafting a policy on appropriate computer use? (15 marks) c) How technology impacted HRM? What are the technological challenges faced by HRM in this age of automation and communication explosion? (20 marks) Q3. Write the full form for-(2 marks each) a) HRIS b) BIB c) ESS d) HRSDC e) ERP f) PIPEDA g) KSA h) FJA Q4. Define the following terms-(5 marks each) a) Employee Self Service system b) Reasonable accommodation c) Occupational Segregation. d) BFOR e) Human Resource Information System Q5. What is E-Human resource Management? What are its benefits and risks ? OR What is BFOR? What is the test to define if a bona fide occupational requirement exists? What are the three elements of this test? (10 Marks) .1. Fill in the blanks with appropriate word-(2 marks each) a) Selection is sometimes treated as _________(negative/positive) process as it deals in rejection. b) Workforce analytics are also known as __________(biometrics/metrices). c) Much of the data now available to HR comes from _________(data warehouse / application forms). d) Training conducted away from work is called ____________(on the job/off the job) training. e) Full form of KSA is ___________(knowledge skills abilities/ known skills abilities). f) The image of an organization based on the benefits of being employed by that organization is called________(Employer branding/ employee branding). g) Biographical Information Blank includes __________(geographical/biographical) job data. h) _____________(Line/Staff) authority gives the manager the authority to advise other managers or employees. i) __________(Balanced engineering/Workprocess engineering)is the rethinking or redesigning processes used to accomplish organizational goals with the objective of improvements in efficiency and competitiveness. j) HRIS has no use when it comes to Time and attendance of employees. (True/False). k) Employees can access and manage personal information directly through _______(ESS/ MSS). l) ___________(Human rights/ Charter of Rights and Freedom) is a federal law enacted in 1982 which guarantees fundamental freedom. m) Personnel born between 1946-1964 are called ___________(baby boomers/generation X) and are driven to success. n) Churches hiring only the members of their church and rejecting clergy from other religions is an example of ________(BFOR/ HRIS) o) Providing workers with skills and authority to make decisions that would traditionally be made by managers is called _________(encouragement/empowerment). p) A "snapshot" of the firm, depicting the organization's structure in chart form at a particular point in time is called ________(organizational structure/organizational chart) q) The percentage of applicants that proceed to the next stage of selection process is called __________(selection ratio/yield ratio) r) ___________(contract/contingent workers) are employees who develop work relationships directly with the employer for a specific type of work or period of time. s) Jobs in public administration, personal and business services, finance, trade, public utilities, and transportation/communications are _________(primary/tertiary) sector jobs in Canada. Q2. Read the case incident and answer the question below- A New HR Professionals First Workplace Dilemma Laura, a recent graduate from a human resources diploma program from a local community college, has just landed her first role as a human resources coordinator at a small bottling company. Upper management has made it clear that they want Laura to make the updating of the current human resources manual her first priority. During her second week on the job, Laura was strolling down the hallway toward the break room to get herself a cup of coffee when she passed the director of marketings office. As she passed she noticed an inappropriate picture of a woman visible on his computer. Shocked at what she had just seen, Laura continued down the hall, not sure what to do next. Upon returning to her office, Laura decided the best way to start revising the manual was to introduce a policy on appropriate computer use. She felt this would address the problem as she didnt want to start her new job on a negative note by reporting the director of marketing to the CEO without a clear policy in place. Questions a) Do you agree with how Laura handled this situation? If so, why? If not, what would you have done differently? (15 marks) b) Is it important for this company to have such a policy in place? If so, how can the employment (labour) standards act in your province/territory help in drafting a policy on appropriate computer use? (15 marks) c) How technology impacted HRM? What are the technological challenges faced by HRM in this age of automation and communication explosion? (20 marks) Q3. Write the full form for-(2 marks each) a) HRIS b) BIB c) ESS d) HRSDC e) ERP f) PIPEDA g) KSA h) FJA Q4. Define the following terms-(5 marks each) a) Employee Self Service system b) Reasonable accommodation c) Occupational Segregation. d) BFOR e) Human Resource Information System Q5. What is E-Human resource Management? What are its benefits and risks ? OR What is BFOR? What is the test to define if a bona fide occupational requirement exists? What are the three elements of this test? (10 Marks) .