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May/June 2013Section AThe following are all methods of appraising performance, except for the ____ method.1. Factor comparison2. Category rating3. Rating4. NarrativeWhich of the following refers to the performance management system?a. relies on a once a year formal reviewb. is a continuous processc. concerns all members of the organisationd. concerned with individual performancee. concerned with both individual and team performanceChoose the correct option1. a, b and e2. b, c and e3. a, c and d4. a, d and eDuring the end of year performance appraisal process, your manager, Mrs. Tolerant, rates some employees in your department as good performers without having any formal discussions with any of you. Which rating error does Mrs. Tolerant make when she rates the employees in your department?1. Halo effect2. Rater bias3. Central tendency4. LeniencyThe performance appraisal interviews generally comprise of the following stepsPlease refer to the options below and choose the option that reflects the correct missing words, in the steps above.1. (a) State the purpose of the interview, (b) Invite participation2. (a) Introduce parties to the interview, (b) Invite suggestions and comments3. (a) State the purpose of the interview, (b) Discuss corrective steps4. (a) Discuss method used for appraisal, (b) Invite participation“Mr. Tough, the supervisor acts as judge and jury and needs to persuade Tom to change his behaviour in a prescribed manner”. To which type of appraisal interview does his interviewing technique refer?1. The tell and sell approach2. The problem-solving approach3. The tell and listen approach4. The listen and sell approachWhether employees conduct career planning through a course or seminar or through formal career counseling, the first step is the assessment of _________.1. Personal interests, salary, skills and abilities2. Personal interests, aims, skills and hobbies3. Personal interests, salary, skills and aims4. Personal interests, aims, skills and abilitiesEmployees generally progress through four career stages. Each stage is characterised with its own set of opportunities, problems and circumstances – the needs of employees change as they pass from one stage to the next. Which of the following is the correct order of the four career stages?a) establishmentb) advancementc) withdrawald) maintenance1. a, b, c and d 2. a, b d, and c 3. a, c, d and b4. a, c, b and dJoseph has reached the highest position he can possibly obtain within his organisation and has no prospect of being promoted due to the restructuring of his company and the lack of his skills. This process can be referred to as __________.1. Career plateau2. Career ladder3. Career problems4. Career crisisThe development of the production division of B&T Motor manufacturers resulted in opening a new warehouse. The compliance of the safety measures within this new warehouse is of utmost importance. Therefore, the Health & Safety committee has developed a training course to suite B&T’s manufacturing environment. Which of the following training courses will suite the B&T’s manufacturing environment?1. Employee education2. Management development3. Specific training4. Specific general trainingYou are the training & development officer at a provincial branch of a retail clothing store. Select the correct order in which you will apply the phases of the systems approach to T&D.a) needs assessmentb) training deliveryc) training designd) evaluation1. a, b, c and d2. a, b, d and c3. a, c, b and d4. a, c, d and bNtombi is nervous after being promoted to senior HR administrative assistant, as she feels she does not have sufficient experience in working on the SAP system. Bianca, her manager, convinces Ntombi that she will be fine as she will be trained at work on the system by Bianca herself. Which T&D technique will be appropriate for training Ntombi?1. Job instruction training2. On-the-job training3. Job rotation training4. In-house trainingIn order to rectify the imbalances of the past and the resulting shortages of skilled manpower, the South African government embarked on a number of activities. The following Acts relate to addressing the serous skills shortages in companies, except ________.1. National Qualifications Framework Act2. Skills Development Act3. Employment Equity Act4. Skills Development Levies ActJohan’s organisation offers all employees on management level food services as part of their total remuneration package. That is, Johan is provided daily with morning tea snacks and lunch. This type of compensation is a/an ________ reward.1. Intrinsic 2. Direct3. Non-financial4. ExtrinsicIn large, established companies, members of top management are paid differently from mid-level and lower-level managers. In general, executives’ pay package includes ONE of the following.1. Base salary, commission, annual bonus and long-term incentives 2. Benefits and perquisites, commission, annual bonus and long-term incentives3. Long-term incentives, base salary, annual bonus, benefits and perquisites4. Base salary, commission, annual bonus, benefits and perquisitesGMR & Sons offers all their sales assistants compensation based on their performance during the month. It was agreed that 10% of the total sales will be paid to the sales assistants. Anita sold a total of R50 000 worth of goods in October and is therefore compensated with R5000. This form of compensation is called ____________.1. Gain sharing2. Commission 3. Individual incentive plans4. Piece-rate payShona is an HR manager at a small accounting firm and he is busy with the process of job evaluation because the firm is experiencing financial problems and is looking at retrenching some employees. The firm needs to determine the relative worth of jobs within the company to decide which employees to retrench. The job evaluation method he is considering has the major advantage that it is fast and easy to complete, is relatively inexpensive and easy to explain. This method has the disadvantage that it is limited to smaller organisations, it assumes equal intervals between jobs, and it is highly subjective. Which job evaluation method is Shona considering?1. Job classification method2. Job ranking method3. Point method4. Factor comparison methodQuestion 17 and 18 are based on the following scenario:XYZ Manufacturing employs approximately 200 staff members on their shop floor. Management of XYZ Manufacturing has recently developed a health and safety policy for their factory environment and thus requires to employ health and safety representatives. How many representatives will they require for the 200 staff members?1. Three 2. One 3. Two4. FourOnce a month, management and the health and safety representatives will hold a health & safety meeting. One of the objectives of this meeting is to remind representatives of their duties. Which one of the following options is NOT a duty of a health & safety representative?1. Fine employees who are found guilty of contravening the health and safety policy2. Review the effectiveness of health & safety measures3. Identify potential hazards and potential major incidents at the workplace4. Consult with inspectors at the workplace and accompany them on inspectionsHarry is a newly appointed manager of the marketing division in his organisation. Ever since his promotion, he barely has time to have lunch, let alone casually chat to his staff. Although he is constantly stressed about meeting his deadlines, he feels a great intrinsic satisfaction with the work that he does Harry’s condition is related to ___________.1. Burnout2. Distress 3. Stress4. EustressWhich of the following is NOT a component of a successful employee assistance program (EAP)?1. Confidentiality2. Lenient disciplinary procedures3. Separate locate4. Insurance coverageIn a diversity management meeting, the HR manager had to present the pros and cons of implementing an effective diversity management program within the organisation. Line management had to be convinced that investing a large sum of money in this program would not only benefit the organisation by complying with legislation and affirmative action policies, but also benefit the organisation as a whole. The following options refer to reasons why organisations promote diversity management except:1. Attracting and retaining the best talent2. Promoting greater productivity3. Utilising all people to the minimum4. Developing advanced creativity and problem-solvingWhich of the following legislations were introduced in response to diversity management?a) Labour Relations Actb) Commission for Conciliation, Mediation and Arbitrationc) The Constitution of the Republic of South Africad) The Employment Equity Act1. a, b and d2. a, c and d3. a, b and c4. b, c and dFollowing a grievance case in which an aggrieved employee felt discriminated against because of his/her disability, the diversity management team decided to send all staff members on diversity management awareness training. Which one of the following diversity awareness training was used for the group to openly explore statements that one group may make about another?1. Perceptual differences2. Values clarifications3. Personalising experiences4. Exploring cultural assumptionsMaria is a single parent who is finding it difficult to balance her work and family life, that is attending to her 2 adolescent children. Therefore, she arranges a meeting with her direct supervisor, Tom, to discuss the possibility of a flexi time work arrangement. Tom agrees to this arrangement on condition Maria agrees to his sexual advances. What type of harassment is described in the above scenario?1. Quid pro quo harassment2. Hostile environment harassment 3. Can’t take it anymore4. Hostile harassment_________ is a behaviour, knowledge, skill or capability, which describes the expected performance in a particular work context.1. Technical competency2. Competency 3. Organisational capabilities4. Core competencyEmployees use competency-based rewards to __________1. Motivate people, increase workforce flexibility, change people behaviour and promote competition2. Motivate people, increase workforce flexibility, increase competition and access job progression3. Motivate people, increase competition, change people behaviour and decrease workforce flexibility4. Motivate people, increase workforce flexibility, change people behaviour and access job progressionWhich model of virtual workplace arrangement relates to teams involving customers, suppliers and/or producers who come together to manage work collaboratively?1. Frontline2. Telecommuting3. Cyberlink4. TechnologyManagement of TC Technologies is concerned about the wasted commuting time and office space for its employees. They decide to implement virtual work arrangements with a group of employees having specialised skills for a specific purpose with measurable outputs. The team then decides to meet once a month and work in subgroups to complete their individual outputs. Which one of the following teams did TC Technologies use to implement the virtual workspace arrangement?1. Service team2. Project team3. Process team4. Virtual teamRobert is the CEO of a South African car manufacturing company. The company has a workforce of 200 employees. He instils faith, respect and trust amongst his staff and he also respects the opinion of others. Robert’s leadership style is called ___________.1. Flexible leadership2. Charismatic leadership3. Courageous leadership4. Respectful leadershipWhich one of the following statements about leadership vs management is NOT true?1. Leadership involves planning and budgeting whereas management involves creating a vision and strategy2. Leadership focuses on inspiring and motivating followers whereas management focuses on producing and selling goods and services.3. Leadership involves creating change whereas management involves maintaining stability4. Leadership involves acting as a coach or facilitator whereas management involves acting as a boss.SECTION BQuestion 11.1 Your friend, Jane, visited you as usual. However, you notice that she looks troubled and worried. You insist that she opens up and share her worry with you. She tells you that her performance appraisal will take place on the following day, and that she hates this appraisal activity. Jane says she does not understand why her organisation always wastes time on this activity, because she does not see what benefits this performance appraisal brings to either her or the organisation. She also adds that, in some cases, employees do not receive feedback after this activity. It appears that this activity is only carried out as a matter of formality.Explain the purpose and objectives of the performance and appraisal to help Jane to understand the importance of the performance appraisal activity.Purposes & objectives of performance appraisal- Looking at past performance (performance review)- Training & development of current employees (performance evaluation)- They offer evidence for pay increases or terminal (performance appraisal)- To motivate employees (employee evaluation feedback)- Merit evaluation (bonus, recognition)- Staffing decisionsJimmy is a training consultant for an HR outsourcing company. An accounting firm approached him to deliver leadership and management training for their board of directors to improve their leadership and management skills. Jason decides to use “away-from-the-job” training, because he feels that these directors’ jobs are very stressful and training would be more successful away from their working environment as it will enable them to focus only on the training.Briefly discuss the 5 appropriate methods that Jimmy can use for this training session.1) Conference (discussion) – many training & development programs focus on organisational problems, innovative ideas & new theories and principles. Discussing problems & critical issues in a conference (discussion) format permits a dialogue between the practitioner & the trainees or TD.2) Role playing – a TD method in which participants are required to respond to specific problems they may actually encounter in their jobs.3) Management games – exercises designed to replicate conditions faced by real organisations & which usually involve competing teams that both make decisions concerning planning, production, finance & control of a hypothetical organisation (simulation exercises)4) Assessment center – a technique that requires managers to participate in activities designed to identify their job-related strengths & weaknesses.5) Membership of professional organisations – helps develop employees in various ways. During monthly meetings and at conventions members network with their colleagues, exchange ideas and discuss common problems.Question 22.1Linda and Tommy have been married for 6 years and have 3 children. They both are medical doctors and work long hours at Umlazi Hospital in a rural town. They are currently facing potential conflicts over their career paths and the division of family responsibilities.As the HR practitioner you advise couples with their dual-career problems. Explain to management the characteristics of effective programs to assist dual-career couples on how to overcome their career-related challenges.1) Dual-career audit – an audit performed through a company survey, should be the starting point for a company to recognise the extent of the problem. Areas the audit should address include the number of dual-career employees, the problems they face, how effective they perceive present company policies & opportunities to be and how competent they think they are to manage their careers.2) Special recruiting techniques – by giving a potential employee & his/her spouse a realistic view of the company’s workload, travel & career opportunities, employers may be able to avoid a potentially poor job match. Some companies offer couple counseling immediately after being hired to help identify potential problems & conflicts.3) Revision of transfer policies – in many companies, advancement inevitably means a geographical move. But in many cases, relocation results in a crisis for the dual-career couple. Employers are now finding ways to enhance their employees; careers without permanent geographical assignments (for 2/3 months) & more effective use of local T&D activities.4)Examination of nepotism policies – many employers are revising their policies to allow both spouses to work for the company, as long as an employee does not supervise a relative or participate in decisions concerning the relative’s salary, performance or advancement.5) Assistance for dual-career couples – many employers are helping couples to learn how to manage their careers. Workshops & seminars enable participants to assess their opportunities, obstacles, potential conflicts & developmental needs.2.2Employee assistance programmes (EAP’s) have had a broader and more comprehensive approach to helping employees identify and solve their personal problems, regardless of the cause. EAP professionals tend to agree on what components are essential for a successful programme.Briefly discuss the 5 essential components of effective EAP’s.- Awareness of the programme – all employees should be properly informed about the assistance offered by the organisation & what it includes.- Confidentiality – employees must believe that all information pertaining to their problems will be kept confidential by the counselor- Normal disciplinary problems – no employee should receive lenient or harsh treatment due to participation-Voluntary participation – employee must seek help voluntary for any change of success-Job security – no employee’s job will be affected by disciplinary or other actions due to their participation in the programme- Insurance coverage – both in-patient & out-patient treatment must be covered by insurance- Management support – management must provide written assurance that the company is committed to the process & they should support employees to make use of the programmes & if needed receive training on this.- Accessibility – employees must know how & for what types of problems they can seek & receive assistance.- Follow up – some problems will take years to correct, though most can be rectified in a number of months. Periodic follow up, whether by in-house counselors or outside agencies, is critical to a high recovery rate.- Separate location – the programme should be located away from the workplace to help ensure privacyQuestion 33.1Brandon is an owner of a small printing business. He employs 15 people in different capacities. Brandon feels that the company has always paid good salaries and the staff members have nothing to complain about. His line manager, Peter, informs him that he intends to resign as he feels that the compensation system is not addressing his needs. You are Brandon’s friend and you work as an HR manager for a large company.a) Define the concept pensation – Extrinsic rewards such as salary & benefits, also intrinsic rewards such as achieving personal goals, autonomy & more challenging positions.b) Explain to Brandon the objectives of any compensation systems and how he could achieve them.- Attract good/talented employees – wage/salary surveys to determine and benchmark against the “going-rate” in the market- Retain good/talented employees – a job evaluation system should be used that is seen as equitable by the employees- Motivate employees – reward good performance, offer incentives- Comply with legal requirements – documenting HR records. Legislative requirements such as employment legislation3.2Diversity awareness training seeks to motivate employees to recognise the worth and dignity of everyone in the workplace and treat them with respect.In light of the above statement, identify and briefly discuss five exercises that management may use in diversity training.- Values classification – a checklist of values – like punctuality, honesty, acceptance & financial success is prioritised by all individuals in terms of their own preference & how they believe the organisation ranks the values. The group then discusses the differences & similarities in the priorities.- Perceptual differences – the participants are asked to give a precise percentage definitions of items such as always, frequently & almost always. The exercise uncovers the imprecise communication that may exist in the workplace- Problem-solving case studies – the participants are given a partial description of a job applicant & are told to come up with a complete profile. Depending on the limited facts given, the profile may uncover any number of biases when the group completes the picture- Exploring cultural assumptions – the participants can openly explore assumptions that one group may make about another- Personalising the experience – the awareness trainer may try to make everyone aware of their uniqueness & of the possibility that they can be different.Oct/Nov 2013Section AIn the performance appraisal, the _______ method is used to rate the performance of line managers on the basis of each employee’s achievement of goals that have been set by mutual agreement between the line manager and management.1. Behaviourally anchored rating scales2. Critical incident methods3. Management by objectives4. Graphic rating scaleWhich of the following refers to the performance appraisal process?a) relies on a once a year formal reviewb) is a continuous processc) concerns all members of the organisationd) concerned with individual performancee) provides a basis for performance-related pay decisions1. a, b and e2. b, c and e3. a, c and d4. a, d and eDuring the end of year performance appraisal process, your manager, Mrs. Tough, rates employees in your department as low performers even though some employees are performing better than others. Which rating error does Mrs. Tough make when she rates the employees in your department?1. Halo effect2. Rate bias3. Strictness 4. Leniency The performance appraisal interview generally comprise the following stepsPlease refer to the options below and choose the option that best reflects the correct missing words in the steps above.1. (a) State the purpose of the interview, (b) Invite participation2. (a) Introduce parties to the interview, (b) Invite suggestions and comments3. (a) State the purpose of the interview, (b) Discuss corrective steps4. (a) Discuss method used for appraisal, (b) Invite participationMr. Delight, the supervisor, discusses with Mary her performance challenges during the performance appraisal interview and gives her guidance to take corrective action. Mary then decides on her own to work on a performance plan. To which type of appraisal interview does his interviewing technique refer?1. The tell and sell approach2. The problem-solving approach3. The tell and listen approach4. The listen and sell approachThe primary elements in implementing a career management programme include the following:1. Job vacancies, appraisal data, T&D experience, career evaluation and career ladder2. Job vacancies, appraisal data, T&D experience, career stages and career ladder3. Job vacancies, career stages, T&D experience, career evaluation and career ladder4. Job vacancies, appraisal data, T&D experience, career evaluation and career stagesCarol is experiencing some anxiety and uncertainty over her performance potential and competency at work. She also requires a supportive and caring supervisor to assist her in becoming a more productive employee. Which career stage best characterise her current phase?1. Establishment stage2. Advancement stage3. Withdrawal stage4. Maintenance stageAnne is informed by management that she has been promoted to a line manager position in their branch in Cape Town. She is so excited and goes home to inform her husband about the good news. Her excitement is turned into disappointment as her husband is not prepared to relocate to Cape Town. This dual-career couple’s problem is called.1. Family vs. work2. Possibility of a no-career couple3. Conflicting alternatives4. Lack of experience with conflict resolutionsThe development of the production division of Jiggers Motor manufacturers resulted in opening a new warehouse. The compliance of the safety measures within this new warehouse is of utmost importance. Therefore, the Health & Safety committee has developed a training course to suit the Jiggers manufacturing environment. Which of the following training courses will suit the Jigger manufacturing environment?1. Employee education2. Management development3. Specific training4. General trainingYou are the training and development officer of a provincial branch of a retail clothing store. Select the correct order in which you will apply the phases of the systems approach to T&D.a) needs assessmentb) training deliveryc) training designd) evaluationChoose the correct option1. a, b, c and d2. a, b, d and c3. a, c, b and d4. a, c, d and bWhich of the following T&D methods will teach a new clerical employee how to run various office machines?1. Job instruction2. Job enlargement3. Job enrichment4. Job rotationWhich of the following legislations facilitate access to training and career paths, and also accelerates the redress of past unfair discrimination in education, training and employment opportunities?1. Skills Development Levies Act 37 of 20082. National Qualifications Framework Act 67 of 20083. Employment Equity Act 55 of 19984. Skills Development Act 97 of 1998Brandon is the owner of a small business in Pretoria which has been operating for 6 years. Shona, the team leader, informed him that some of the staff members are threatening to go on strike if they are not awarded a sufficient salary increase this year. A few of the workers also threatened to resign or go on a slow if he does not give in to their demands. Which of the following compensation objectives would assist Brandon to deal with this situation?1. Motivate employees and legislation considerations2. Legislation considerations and retain talented employees3. Legislation considerations and attract talented employees4. Motivate employees and retain talented employeesBeet Electronics adopted a performance-based compensation system. The job evaluation indicated that 40 chips is a typical output over an eight-hour day. Management agrees to pay Peter R5 per chip he produces. Peter produced the expected output of 40 chips and the total compensation for the day was R200. Which of the following performance-based system is used by Beet Electronics?1. Piece-rate system2. Standard hour plan3. Commissions 4. Skill-based payThe ______ is one of the most popular job evaluation methods which is relatively inexpensive, easy to explain and is fast to complete.1. Job classification method2. Point method3. Factor comparison method4. Job ranking methodWhich of the following benefits should Brandon provide to his employees to ensure that he complies with the requirements of labour legislationa) retirement benefitsb) unemployment insurancec) medical and life insurance benefitsd) compensation for injuries and diseaseChoose the correct option1. a and d2. b and d3. b and c4. c and dQuestion 17 and 18 are based on the following scenario:Levin Brothers employs approximately 300 staff members on their shop floor. The management of Levin Brothers has recently developed a health and safety policy for their factory environment and thus requires to employ health and safety representatives.How many representatives will they require for the 300 staff members?1. Three 2. One 3. Two 4. Four Once a month, management and the health and safety representatives will hold a health and safety meeting. One of the objectives of this meeting is to remind representatives of their duties. Which one of the following options is NOT a duty of a health and safety representative?1. Participate in consultation with inspectors at the workplace and accompany them on inspections2. Review the effectiveness of health and safety measures3. Provide safe systems of work, plant and machinery4. Identify potential hazards and potential major incidents at the workplaceHarry is a newly appointed manager of the marketing division in his organisation. Ever since his promotion, he barely has time to have lunch, let alone casually chat to his staff. His wife notices that he is often excessively irritable, complains of headaches and appears depressed. Harry’s condition is related to __________.1. Distress 2. Burnout 3. Stress 4. Eustress Which of the following is NOT a component of a successful employee assistance programme (EAP)?1. Confidentiality 2. Normal disciplinary procedures3. Paid time-off4. Insurance coverageBrandon realizes the importance of managing diversity in his company. The following options are reasons why Brandon will see the need to embark upon a diversity management process, except ______.1. Attracting and retaining the best talent2. Promoting greater activity3. Utilising all people to the minimum4. Developing advanced creativity and problem-solvingWhich of the following legislation promotes the right to use the language and to participate in the cultural life of one’s choice when dealing with diversity management in the workplace?1. Labour Relations Act2. The Constitution of the Republic of South Africa3. The Basic Conditions of Employment Act4. The Employment Equity ActFollowing a grievance case in which an aggrieved employee felt discriminated against because of his/her disability, the diversity management team decided to send all staff members on diversity management awareness training. Which one of the following diversity awareness training was used for the group to openly examine statements that one group may make about another?1. Perceptual differences2. Values clarification3. Personalising experiences4. Exploring cultural assumptionsLinda is a single parent who is finding it difficult to balance her work and family life, that is attending to her 2 adolescent children. Therefore, she arranges a meeting with her direct line manager, Ben, to discuss the possibility of a flexi-time work arrangement. Ben agrees to this arrangement on condition that Linda agrees to his sexual advances. What type of harassment is described in the above scenario?1. Quid pro quo harassment2. Hostile environment harassment3. Can’t take it any more harassment4. Quid pro harassment_______ is a company’s or unit’s expertise or skill in key areas that directly drive superior performance.1. Competency2. Core competency3. Basic competency4. Abstract competencyEmployers use competency-based rewards to _______a) motivate people and encourage better performanceb) increase workforce flexibilityc) increase competition and access job progressiond) change people’s behaviour and access job progression1. a, c and d2. b, c and d3. a, b and d4. a, b and cQuestion 27 and 28 are based on the following scenario:Sonke Publishers is a growing company with a staff component of 600 employees. Management is considering cutting costs in expensive office and improving work/life balance. Following consultation with a group of editors (mostly young mothers), management decides to implement a home office work arrangement.Which of the following virtual work arrangement is the most suitable for Sonke Publishers?1. Frontline2. Telecommuting3. Cyberlink4. TechnologyWhich of the following skills are included in the profile needed to succeed within the above virtual work arrangement?a) organisational skillsb) supervisory skillsc) decision-making skillsd) motivation skills1. a, c and d2. b, c and d3. a, b and d4. a, b and cBobby is the line manager of a South African car manufacturing company. He supervises 10 employees. He coaches, advises, supports and listens actively to people. Bobby’s leadership style is called __________.1. Flexible 2. Charisma 3. Individual consideration4. Respectful of othersWhich one of the following statements about leadership vs management is NOT true?1. Management involves planning and budgeting whereas leadership involves creating a vision and strategy2. Leadership focuses on inspiring and motivating followers whereas management focuses on producing and selling goods and services3. Leadership involves creating change whereas management involves maintaining stability4. Management involves acting as a coach or facilitator whereas leadership involves acting as a bossSection BQuestion 1Your friend, Lorraine, visited you as usual. However, you notice that she looks troubled and worried. You insist that she opens up and share her worries with you. She tells you that her performance appraisal will take place on the following day, and that she hates this appraisal activity. Lorraine says she does not understand why her organisation always wastes time on this activity, because she does not see what benefits this performance appraisal brings to either her or the organisation. She also adds that she feels this activity is too formal and finds it boring. She further mentions that this activity is only carried out as a matter of formality.Explain the purpose and objectives of the performance appraisal to help Lorraine to understand the importance of the performance appraisal activity.Objectives of performance appraisal:- evaluate objectives have the primary purpose of looking at past performance- developmental objectives encompass developing employee skills & motivation for future performance- evaluation objectives (compensation decisions, staffing decisions, evaluative selection system)- developmental objectives (performance feedback, direction for future performance identifying training & development needs)The Cobalt Electronics management are concerned about their market position and would like to maintain a competitive advantage. You decide to outsource a training company to deliver management training for their line managers to deal with the management’s concerns. It is important to use the “away-from-the-job” training, because you feel that these managers’ jobs are very stressful and training will be more successful away from their working environment as it will enable them to focus only on the training.As the HR manager of Cobalt Electronics, write a motivation letter to management highlighting the purposes of T&D for the line managers.- Improving performance- Updating employee skills- Improving effective people management- Addressing organisational challenges- Orienting new employees- Preparing for promotion & managerial succession- satisfying personal growth needsQuestion 22.1 Amanda and her friend Langa have been working as bank tellers for the past 8 years. They are concerned about their careers after hearing that Wiseman who only has been a bank teller for 4 years has been promoted to a supervisor after completing a BCom in Banking. After making a careful assessment of the situation, they decide to get more information about career decisions in the organisation.Individual:- lifelong learning-image building- set career goals- control own career- employees must develop new & better personal skills of self-assessment- portable competenciesOrganisations:- create an environment for continuous learning- opportunities for training- use reward systems2.2Perfect Bank has been in existence for 10 years and has a total staff component of 187 employees. In recent months there has been an increasing number of sick employees, some of them feel tired when they arrive at work and often cannot cope with their work. The manger has observed that Paul’s stress may be due to his need to control and inability to delegate work to the tellers.As the HR Manager of Perfect Bank, suggest and discuss any 5 personal strategies that will assist in controlling stress in the bank.- Meditation – the use of transcendental meditation to enter a state of mental relaxation. It reduced anxiety & improves work performance but it has many distractions- Exercise – are very cheap and effective, eg jogging, but requires time and commitment- Eat healthy – eating balanced diets will improve immunity, however it is costly- Seeking counseling – use of hypothesis, reduce stress & less expensive, however it requires confidentiality- Extended leave – vacations & sabbatical leave, help rejuvenate employeesQuestion 33.1Mila is an owner of a fashion designer business. She employs 30 people in different capacities. Mila feels that the company has always paid good salaries and the staff members have nothing to complain about. Her line manager, Tulane, informs her that she intends to resign as he feels that the compensation system is not dealing with his needs. You are Mila’s friend and you work as an HR manager for a large company.a) Which popular job evaluation method would you prefer to determine the relative worth of Tulane’s job? Motivate your answer.Job ranking method because it is ideal for a small business, like Mila’s which employs only 30 people. The job ranking method places jobs in a hierarchical order thus the line manager will be recognised as different which is what he needs. This method is fast & easy to use & complete & is less expensive which is ideal for a small business like this one.b) Which of the individual incentive plans would you recommend for the sewing machine operators? Motivate your answer.Performance based systems:- sewing machine operators need skills to operate the machine- the better the skill the higher the productivity of the worker- it links work & play hence it motivates workers3.2Diversity awareness training seeks to motivate employees to recognise the worth and dignity of everyone in the workplace and treat them with respect.In light of the above statement, identify and briefly discuss 5 exercises that management may use in diversity training.- Values classification – a checklist of values – like punctuality, honesty, acceptance & financial success is prioritised by all individuals in terms of their own preference & how they believe the organisation ranks the values. The group then discusses the differences & similarities in the priorities.- Perceptual differences – the participants are asked to give a precise percentage definitions of items such as always, frequently & almost always. The exercise uncovers the imprecise communication that may exist in the workplace- Problem-solving case studies – the participants are given a partial description of a job applicant & are told to come up with a complete profile. Depending on the limited facts given, the profile may uncover any number of biases when the group completes the picture- Exploring cultural assumptions – the participants can openly explore assumptions that one group may make about another- Personalising the experience – the awareness trainer may try to make everyone aware of their uniqueness & of the possibility that they can be different.Oct/Nov 2014Section AQuestions 1 to 3 are based on the following scenario:It is lunchtime and Lerato is sitting in the cafeteria. She looks very disheartened. She has just had her performance appraisal interview and her supervisor indicated during the interview that there are numerous areas where she is not meeting performance expectations. However, the only specific comment her supervisor mentioned was, “I am pleased to hear that you work well with your co-workers”. She tells her colleague Sean that the supervisor rated her performance as a 2 out of 5. Sean replies, “But my supervisor does things differently. She explains exactly what is what you did right and where you went wrong. That helps me to stay on track. She actually suggested that I am next in line for promotion and she will arrange training to help improve communication with co-workers when Mr. Moloto retires in 3 months’ time”.The supervisor told Lerato, “I am pleased that you work well with co-workers”. Which of the following performance criteria is used by the supervisor?1. Critical incident criteria2. Trait-based criteria3. Behaviour-based criteria4. Results-based criteria“She actually suggested that I am next in line for promotion and she will arrange training to help improve communication with co-worker when Mr. Moloto retires in 3 months’ time”. Which of the following objectives of performance appraisal is the supervisor referring to?a) compensation decisionsb) placement decisionsc) staffing decisionsd) results-based criteriaChoose the correct option1. a and d2. a and b3. b and c4. c and dIf the supervisor rated Lerato high on all items because she works well with her co-workers, this is a ________ rating error1. Halo effect2. Rater bias3. Strictness 4. Leniency The following depicts a performance appraisal interview conducted by Boss:Boss, the line manager, developed a list of items according to the performance goals to appraise Bunny’s performance. During the appraisal interview, Boss tells Bunny specific areas need improvement. He then tanks Bunny for attending the appraisal interview and asks him to go back to his work station. Which of the following steps of the performance appraisal interview did Boss omit?a) state the purpose of the interviewb) invite participationc) prepare for the interviewd) specify areas of good performance and areas of improvemente) focus on developmentChoose the correct option1. a, b and c2. c, a and d3. a, b and e4. b, c and dThe HR manager informs management that he recommends the _________ performance appraisal method, because it has clearer standards, provides feedback to appraisees, and is relatively consistent and reliable.1. Management by objectives (MBO)2. Behaviourally anchored rating scale (BARS)3. Paired comparison4. Critical incidents Questions 6 to 8 are based on the following scenario:Brand Telecommunications employs 600 employees of which 200 are women. The organisation is experiencing a turnover of young women because they feel that their supervisors are not supportive and caring, which causes them to face anxiety and uncertainty regarding their performance potential and competency. Some of the women who have resigned also indicated that they are finding it difficult to continue working as they do not get support for family responsibilities from their husbands. The HR manager decides to develop a career management plan to retain and promote women to management positions.Which career stage is represented in the above scenario?1. Withdrawal 2. Maintenance 3. Advancement 4. Establishment The young women lack experience with conflict resolution. To help solve career-family crises, the organisation should provide _______ to help the women to manage their careers.1. Assistance for dual-career couples2. Dual-career audits3. Special recruitment policies4. Dual-career policiesBrand Telecommunications intends to facilitate the women’s progression of jobs in a specific occupational field by ranking from highest to lowest based on level of responsibility and pay. This kind of career planning is known as _________________.1. Career evaluation2. Career ladder3. Integrating plans4. Career advancementThe following are benefits from a career management programme except ______________.1. Satisfying employee needs2. Enhanced motivation3. Employment equity4. Assured employmentYou are the training and development (T&D) officer at a provincial branch of a retail clothing store. There is conflict among staff and high levels of absenteeism. To address this problem they will embark on training the staff. Choose from the list below the purpose of the T&D in this case.1. Updating employees’ skills2. Solving organisational problems3. Improving performance4. Improving technical skillsManagement requires of their managers to participate in activities designed to identify their job-related strengths and weaknesses for developmental purposes. Which of the following T&D techniques will be appropriate for this exercise?1. Management games2. Simulation3. Assessment center4. Behaviour modelling Which of the following is not part of the aim of the Skills Development Act?1. Improving the quality of life for workers2. Facilitating access to career progression3. Promoting self-employment4. Improving productivity in the workplaceQuestions 13 to 16 are based on the following scenario:Brandon is the owner of a small business called Print Mecca in Johannesburg, which has been in operation for 27 years. Print Mecca prints and distributes a weekly newspaper. Brandon employs 50 staff members in different capacities. Brandon feels that the company has always paid good salaries and the workers have nothing to complain about. Lucy, the manager, informs him that some of the staff members are threatening to go on strike if they are not awarded a large enough salary increase this year. A few of the employees also threatened to resign or embark on a go-slow if he does not give in to their demands.Which of the following compensation objectives would help Brandon to deal with this situation?1. Motivating employees and legislative considerations2. Legislative considerations and retaining talented employee3. Legislative considerations and attracting talented employees4. Motivating employees and retaining talented employeesIf Brandon has used a time-based pay system in the past 5 years, and now considers implementing a performance-based pay system, which of the following systems will be suitable for newspaper vendors?1. Piece-rate2. Standard hour plan3. Commissions 4. Merit payYou are Brandon’s friend and you work as an HR Manager for a large company. He approaches you to help suggest a job evaluation method for Print Mecca. You then suggest the __________ because it is easy to keep current as jobs change, it is detailed and specific an employee’s generally accept it.1. Job classification method2. Point method3. Factor comparison method4. Job ranking methodWhich of the following benefits should Brandon provide to his employees as considered by law?a) retirement benefitsb) medical and life insurance benefitsc) unemployment insuranced) compensation for injuries and diseasesChoose the correct option1. a and d2. b and d3. b and c4. c and dWhich of the following duties of the employers to their employees does the Occupational Health and Safety Act lay down to prevent accidents in the mining industry?1. Eliminate hazards and provide safe systems of work, plant and machinery2. Use the prescribed safety equipment where it is required3. Give information to an inspector from the Department of Labour should it be required4. Report an accident that may influence health or cause an injury_______________ would help address rising health costs and the poor fitness and health of employees.1. Wellness programmes2. Employee assistance programmes3. Assistance for dual-career programmes4. Management supportJimmy is an accounts clerk at UNISA. Which of the following work-related difficulties would he experience as a result of intoxication, in his position as an accounts clerk?1. Accidents and injuries of other employees2. Reduced contact with co-workers and supervisors3. Poor judgement and bad decisions4. Inconsistent performance in terms of outputsLunga is beginning to sense a loss of his feelings of security and adequacy at work. He also has feelings of helplessness, desperation and disappointment. These are signs that he suffers from ____________.1. Stress2. Burnout3. Distress4. EustressQuestions 21 and 22 are based on the following scenario:Makah is the personal assistant to the director of a public service department. She is married with 2 young children and her husband is unemployed. The director has been making sexual advances and requesting sexual favours. Makah has indicated on each occasion that she finds this behaviour offensive, but the director has continued to harass her, to the extent that the situation is affecting her work performance and is creating an intimidating work environment. On several occasions, Makah has considered reporting the sexual harassment to the HR manager, but has not done so.Which of the following could be reasons why Makah is not willing to report her director?a) the need for a future referenceb) the fear of losing her jobc) the assumption that the situation will change if the harassment is not reportedd) the possibility of being considered a troublemakerChoose the correct option.1. a, b and c2. a, b and d3. b, c and d4. a, c and dAccording to Makah’s experience of sexual harassment, which one of the following statements is not a part of the definition for quid pro quo harassment?1. The harasser’s conduct is tantamount to blackmail2. The employee is forced to choose between ascending to sexual demands or losing employment3. It represents a breach of trust and an abuse of power4. Sexual harassment is the creation of a hostile, abusive or offensive atmosphere for the victimFollowing a grievance case in which an aggrieved female employee complained that a male colleague laughed at her and called her a cry-baby during a conflict situation, the diversity management team decided to send all staff members on diversity management awareness training. Which one of the following diversity awareness training programmes could be offered to look into statements that one group may make about another?1. Perceptual differences 2. Values clarification3. Personalising experiences 4. Exploring cultural assumptions_________ work against people’s individuality and limits their potential, whereas __________ reinforces one’s own sense of superiority to the members of the group.1. Stereotyping, prejudice2. Assimilation, stereotyping3. Prejudice, assimilation 4. Stereotyping, generalisation Norah, an industrial psychologist, has been asked by an organisation to assess the municipal bus drivers’ ability to read tickets and count the correct amount of change for passengers, to determine training and development needs. Norah has been asked to assess __________ competencies.1. Organisational 2. Functional/technical3. Basic 4. Abstract Employers use competency-based rewards to ________________.a) motivate people and encourage better performanceb) increase workforce flexibilityc) increase compensation and access job progressiond) change people’s behaviour and access job progressionChoose the correct option1. a, c and d2. b, c and d3. a, b and d4. a, b and cSun Financial Investments is an established company with a staff complement of 120. Management is considering a work arrangement that eliminates wasted commuting time, improves work/life balance and reduces expensive office space for insurance consultants.Which of the following work arrangement models with the above benefits is Sun Financial Investments considering?1. Frontline model2. Telecommuting model3. Cyberlink model4. Technology modelThe HR professional in the virtual organisation should have the following roles except for that of ____________.1. Coach 2. Leader3. Manager4. Facilitator Which of the following roles refer to a person who takes charge and guides the performance or activities of individuals?1. HR Manager2. Leader3. Mentor4. CoachWhich one of the following statements about the difference between leadership and management is not true?1. Management involves planning and budgeting, whereas leadership involves crating a vision and strategy2. Leadership focuses on inspiring and motivating followers, whereas management focuses on producing and selling goods and providing services3. Leadership involves creating change, whereas management involves maintaining stability in the organisation4. Management involves acting as a coach or facilitator, whereas leadership involves acting as bossSection BQuestion 1Jobola Furniture is a newly based, medium-sized furniture manufacturing company in Gauteng that specialises in office and household furniture. It is that time of the year when they have to conduct performance interviews with their employees. Most of the employees are not willing to attend these interviews as they feel negative about it. However, the HR department is in the process of introducing a new performance management system. Designing and implementing the new performance management system is going to be a challenge for the organisation, as the previous system was unpopular among employees and negative feelings about the way they were assessed lingered.1.1.1 As an HR consultant, write a report to the staff at Jobola Furniture advising them on the major purposes and general objectives of conducing a performance appraisal at their company.- looking at past performance ( performance review)- training and development of current employees (performance evaluation)- they offer evidence for pay increases or terminal (performance appraisal)- to motivate employees (employee evaluation), feedback- merit value (bonus, recognition)- staffing decisions.1.1.2 Advise the management of Jobola Furniture on any 2 common rater errors that they can avoid in order to ensure a fair performance appraisal.- Halo effect – rating a person high on all items because of performance in one area- Central tendency error – a common error in performance appraisal that occurs when employees are incorrectly rated near the average or middle of a scale- Leniency – giving an undeserved high performance appraisal rating to an employee- Rater bias – error that occurs when a rater’s values prejudices distort the rating- Stereotyping – mentally classifying a person into an infinity group and identifying the person as having the same assured characteristics as the group- Strictness – being unduly critical of an employee’ work performance- Recency effect – a rating error occurring when an appraiser assigns a rating on the basis of the employee’s most recent performance rather than on long-term performance Mr. Moosa, a successful business man, has recently opened a filling station called Moosa’s Petrol Depot in Pretoria. The compliance of the safety measures within this new petrol depot is of utmost importance. Once a month, management and the health and safety representatives will hold a health and safety meeting. One of the objectives of this meeting is to remind representatives of their duties. Discuss any 6 duties to be performed by health and safety representatives at Moosa’s Petrol Depot.- review the effectiveness of health and safety- identify potential hazards and major incidents at work- investigate complaints from employees regarding health and safety- receive information from inspectors- inspect the workplace- participate in consultation with the inspector- attend health and safety meetingsQUESTION 2Patience and Joseph Mgane have been married for 10 years and have 3 children aged 3, 6 and 9 years. Joseph works as a SAP consultant for a financial company while Patience works as an assistant deputy director at one of the government departments in Pretoria. Joseph’s position requires extensive working hours and a lot of traveling to meet business clients. Both parents need to work to sustain a good quality of living as well as to ensure that their children have a good education. This proves to be a difficult situation for them as they are trying to juggle their lives with work and their children.2.1 What personal and organisational problems do dual-career couples experience? In your answer identify the specific problems Joseph and Patience are currently experiencing in their dual-career partnership.- Conflicting alternatives – advancing the husband’s/wife’s career often means moving in different geographical directions, resulting in a crisis over whose career is more important. Problems with the “trailing spouse” can be difficult.- Reluctance to approach the company – many dual-career couples see their employers’ policies as rigid and are reluctant to discuss their problems with a boss. They may feel that openness about their career problems may harm their chances of advancement.- Possibility of a no-career couple – as downsizing continues in SA an increasing number of couples are both retrenched within the same time period, sometimes from the same company.- Family vs work – who assumes the responsibility for raising the children when both the husband and wife hold professional jobs that may require working evenings and weekends? More specifically, who stays home when the children are sick? Who helps with their homework and other activities?- Lack of experience with conflict resolution – many couples lack the skills necessary to solve career-family crises, such as when to begin a family or how to divide the family responsibilities of shopping and cooking- Baby panic – should the dual-career couple have children and, if so, when? Sometimes referred to as the 30-year baby panic, this problem is inevitably faced by professional couples who postpone having children in their 20s for the sake of their careers – the trend nowadays is to have children at an even later stage.Patience and Joseph face these problems, especially family vs work and reluctance to approach the company.Mr. Stiller is a newly appointed branch manager of Avalon Cinema based in Cape town. A wide range of training methods have to be employed to train and develop him in his new role as branch manager. He will be involved in on-the-job training as well as training conducted away from the office. However, Mr. Stiller is looking forward to his new adventure as branch manager at Avalon Cinema.2.2 As an HR consultant at Avalon Cinema, compile a report explaining how coaching, committee assignments, role-playing, management games and in-basket exercises can be used to train Mr. Stiller.- Coaching – an on-the-job approach where the manager has the opportunity to teach and guide an employee on a one on one basis- Committee assignments – sending employees as regular members or may be sent as substitute by the regular members- Role-playing – a T&D method in which participants are required to respond to specific problems they may actually encounter in their jobs- Management games – exercises designed to replicate conditions faced by real organisations and which usually involve competing teams that both make decisions concerning planning, production, finance and control of a hypothetical organisation. Also known as simulation exercises.- In-basket exercise – an exercise that is designed to develop the analytical and problem-solving skills of lower-level managersQUESTION 33.1 Top Hat Printers is a large printing company based in East London and has been in existence for more than 15 years. The company has never had a formal leadership development strategy in place. Now the CEO of the company will be retiring in 6 months and management is reflecting on how to prepare for the future, especially with increased calls for leadership, role clarity, and more delegation of work to employees in addition to this, the leaders need to be trained in certain areas as not all leaders possess the characteristics of a true leader.3.1.1 As an HR practitioner in the company, recommend any 3 characteristics leaders need to possess in order to be effective at top hat printers.- Charisma- Flexibility- Emotional intelligence3.1.2 Discuss the responsibilities of a good leader with Top Hat Printers’ management.- providing climate for growth- visionary- strategising- doing the next thing right- exploring new horizons- aligning people- Producing change3.2 Angela is the director of a human resources for a global company in the United States. She needs to set up a weekly 2-hour virtual meeting for a global team of which the members are based in New York, the United Arab Emirates, Switzerland, China and Australia. Due to the time differences her work requires form her to get up in the middle of the night to participate in virtual meetings via Skype. She resents this, especially because she had just had a baby and is only been back from maternity leave for 3 months. Some of her team member are complaining about the meeting times interfering with their work/life needs and that she is not performing well with this virtual work arrangement.3.2.1 Identify and explain the most appropriate form of work arrangement that Angela is involved in.Telecommuting – work carried out in a location, for instance at home that is remote from central offices where employees has personal contact with co-workers but is able to communicated with them using electronic means, ie Skype3.2.2 Briefly describe the profile of a successful worker in the above virtual work arrangements which Angela may have to adopt in order to be effective- Organisational skills – good time management- Decision-making skill – happy working alone- Motivation – like to perform- Communication skills – comfortable with technologyMay/Jun 2015Section AThe following are all decision based on evaluative performance objectives, except for1. Employees bonuses2. Merit increase3. On-the-job training4. Lay-offsWhich of the following refers to the performance appraisal process?a) relies on comparing set standard standards with actual performanceb) managers and employees work together to set expectationc) concerns only line managers of the organisationd) is concerned with individual performancee) provides a basis for performance-related pay decisionsChoose the correct option.1. a, b, e2. b, c, e3. a, c, d4. a, d, eCFA Bank is considering promoting two bank tellers to the position of branch managers. Which of the following persons should do the rating of the 2 bank tellers as part of the multiple-rater performance appraisal process?1. Supervisors2. Customers3. Team portfolio4. PeersMr. Lotto is a new line manager supervising 8 electricians. Following the appraisal interview, the electricians feel demotivated, totally lost and wonder if what they do will make any difference. Mr. Lotto may have omitted to _____________.1. Prepare for the interview discussion2. Determine performance requirements3. Provide and discuss performance feedback4. Discuss rating used for appraisalRudi is the HR officer at Leadwood Retailers and she is busy with yearly performance appraisals. She is not objective, because she lets factors that are not related to employees’ job performance, like age, race, membership and gender, influence her ratings. For example, she rated the one male teller very low, because he is a member of the JF political party. Which rater error is Rudy guilty to?1. Rater bias2. Halo effect3. Central tendency4. Leniency Whether employees conduct career planning through a course or seminar or through formal career counseling, the first step is the assessment of ______________.1. Future opportunities in the organisation 2. Personal skills and abilities3. Current opportunities in the organisation4. Needs and goas of the organisation Employees generally progress through 4 career stages. Each stage is characterised by its own set of opportunities, problems and circumstances – the needs of employees change as they pass from one stage to the next. Which of the following is the correct order of the 4 stages?a) establishmentb) advancementc) withdrawald) maintenance1. a, b, c, d2. a, c, b, d3. a, c, d, b4. a, b, d, cJoseph has been promoted to managing director and has to move to Cape Town head office. This has resulted in a crisis over whether to accept the promotion as his wife is not willing to leave her established medical private practice. This conflicting situation is as a result of ______________.1. A dual-career plateau2. A family career crisis3. Dual-career couples4. A family-partnership crisisThe development of the production division at B&T motor manufacturers necessitated the opening of a new warehouse. The compliance of the safety measures within this new warehouse is of utmost importance. Therefore, the health and safety representatives have to go for a training course that will suit B&T’s manufacturing environment. Which of the following modes of training delivery will suit B&T’s manufacturing environment? 1. E-learning2. Away-from-the-job training3. Job rotation4. On-the-job trainingYou are the T&D officer of a provincial branch of a pharmaceutical company. Select the correct order in which you will apply the phases of the systems approach to T&D.a) needs assessmentb) training deliveryc) training designd) evaluationChoose the correct option.1. a, b, c, d2. a, b, d, c3. a, c, d, b4. a, c, b, dWhich of the following are general purposes of T&D programmes for managerial and front-line employees?a) advance personal relationshipsb) improve performancec) solve organisational problemsd) resolve conflict among employeese) update employees’ skillsChoose the correct option1. a, b, c2. b, c, e3. a, d, e4. a, b, eIn order to rectify the imbalances of the past and the resulting shortages of skilled manpower, the South African government embarked on a number of initiatives. Which Act does not relate to overcoming the serious skills shortages in companies?1. National Qualifications Framework Act2. Skills Development Act3. Employment Equity Act4. Skills Development Levies ActWit ah regard to compensation systems, this type of stock ownership plan allows employees to borrow against corporate assets to buy stock. Employees often accept wage concessions in return for stock. Which type of organisational incentive does this refer to?1. Distribution plan2. Employee stock ownership plan3. Deferred plan4. Combination planYou are the Director of HR and Compensation of a large telecommunication company. You have decided that employees will only receive a pay increase after a performance appraisal of their work has found that their work performance is on the required standard. Which type of pay increase system is applied in this situation?1. Across-the-board increase2. Performance appraisal increase3. Merit increase4. Skills based increaseIn South Africa, organisations are legally required to provide ___________ employee benefits in a non-discriminatory manner. 1. Compensation for occupational injuries2. Medical aid3. Compassionate leave4. Employment insuranceThe _______________ method is the simples and least precise method of job evaluation. The job with the most “worth” in the organisation is identified first, then the next job with most worth, until all the jobs are placed in a hierarchical order.1. Factor comparison2. Job ranking3. Classification 4. Point Questions 17 & 18 are based on the following scenario:Lind is the HR manager at one of the biggest government hospitals. She started to realise that employees are experiencing very high levels of job stress due to the nature of their jobs a high number of injuries has also been reported. Linda wants to implement a programme that can assist employees to overcome personal crises like job stress, burnout, family problems and even alcoholism.Which one of the following programmes would be most appropriate to overcome the mentioned problems?1. Employer help programmes2. Employee psycho/social programmes3. Wellness programmes4. Employee assistance programmesLinda and the health and safety representatives held an urgent meeting. As one of the objectives of this meeting was to remind representatives of their duties, which one of the following options is NOT a duty of a health and safety representative?1. Identify potential hazards at the workplace2. Review the effectiveness of health and safety measures3. Provide information, instructions and training required to ensure the necessary safety4. Consult with inspectors at the workplace and accompany them on inspectionsHenry is a newly appointed manager in the marketing division in his organisation. Ever since his promotion, he barely has time to have lunch, let alone casually chat to his staff. He also looks fatigued, depressed, and expresses signs of irritability. Henry’s symptoms could be related to ______________.1. Distress2. Burnout3. Frustration4. EustressWhich one of the following is not an essential component of a successful employee assistance programme?1. Job security2. Management support3. Voluntary participation4. Medical aid coverQuestions 21 and 22 are based on the following scenario:Diverse University now employs more women and most of them are young mothers who are finding it difficult to balance their work and family life. During the management meeting, Jeff, a line manager in one of the departments, complains that he is getting too many requests from young mothers to leave work early to collect their children from daycare. He then adds, “if they want to have babies, why not stay at home, after all, women with babies belong at home, not in the workplace.” The room goes quiet and three women walk out of the meeting.Jeff’s statement about young mothers is an example of ________________.1. Stereotyping and stems from the primary dimensions of diversity2. Assimilation and stems from the primary dimensions of diversity3. Stereotyping and stems from the secondary dimensions of diversity4. Assimilation and stems from the secondary dimensions of diversityBased on Jeff’s statement, which of the following diversity training exercises can be used to enhance diversity management at Diverse University?1. Perceptual differences2. Problem-solving case studies3. Values clarification4. Personalising experiences The Cod of Good Practice on the handling of sexual harassment provides a definition in this regard. Which of the following are examples of sexual harassment?a) sexually offensive commentsb) staring or grinningc) sex-oriented jokesd) touching during a conversatione) attempted rape1. a, b, c2. a, b, e3. a, c, e4. a, d, eThe __________ enforces the right to equality and states that all people are entitled to equal protection of the law.1. Labour Relations Act2. Constitution of the Republic of South Africa3. Commission for Conciliation, Mediation and Arbitration4. Basic Conditions of Employment ActA competency-based HR transformation involves 3 major phases. Which one of the following is NOT a step in the implementation phase?1. Prioritising competencies2. Gaining leadership approval3. Developing a communication plan4. Setting up a team to oversee relevant changesOrganisations use competency-based rewards to ______________.1. Motivate people, increase workforce flexibility, change employee behaviour and decrease workforce flexibility2. Motivate people, increase workforce flexibility, increase competition and access job progression3. Motivate people, increase competition, change people behaviour and decrease workforce flexibility4. Motivate people, increase workforce flexibility, change people behaviour and access job progressionInn this type of virtual work arrangement, the __________ employees work away from the office, most frequently at a customer’s site.1. Frontline2. Telecommuting 3. Cyberlink 4. Teleworking The management of TC Technologies is concerned about the wasted commuting time and office space for its employees. They decide to implement virtual work arrangements with a group of employees having specialised skills for a specific purpose with measurable outputs. Which of the following skills will the HR manager include in a profile of a successful telecommuting worker?1. Organisational, motivational, communication and delegation skills2. Organisational, motivational, controlling and delegation skills3. Organisational, motivational, communication and decision-making skills4. Organisational, motivational, communication and planning skillsJeff has been promoted from regional manager to the CEO of a South African Car manufacturing company. The company has a workforce of 600 employees. Which of the following will be the focus of his leadership as the new CEO?a) Directing and controllingb) Connecting emotionallyc) Inspiring and motivating peopled) Creating vision and strategye) Maintaining stabilityChoose the correct option1. a, b, e2. b, c, d3. a, d, e4. b, c, eTo maximise impact in operations that add value to organisations, which one of the following actions does NOT need to be performed by HR leadership?1. Maintain stability2. Anticipate change3. Liberate thinking4. Initiate actionSection BQUESTION 1Liven Food Giants is a well-developed organisation with supermarkets nationwide with a total of 600 till operators. Management decided to upgrade the pay points with computerised scanners in order to improve the speed for customer service. Management was aware of the effect of this strategic decision on the activities of human resource management, and involved the HR manager during the strategic management process. The HR manager then takes the 600 till operators for training to use the computerised scanners.1.1.1 Following the upgrading of skills to operate computerised scanners, how can job evaluation assist the HR manager in determining compensation of the till operators?Skill-based pay – pay based on how many skills employees have or how many jobs they can perform1.1.2 Should the HR manager decide to use the job point method for Liven Food Giants’ till operators, what advantages and disadvantages of this method should the HR manager be aware of?Advantages- it is detailed and specific – jobs are evaluated on a component basis and compared against a predetermined skill- employees generally accept this method because of its mathematical nature- the system is easy to keep current as jobs change- because of its quantitative nature, it is easy to assign monetary values to jobsDisadvantages- it is relatively time-consuming and costly to develop- it requires significant interaction and decision-making by the different parties involved in conducting the job evaluationsYou are the T&D manager of a printing company. Explain in detail to the line manager what the first phase of the systems approach to T&D entails by identifying the specific phase and discussing the 3 levels at which this phase may be conducted.Phase 1 – Need assessment – a systematic analysis of the specific T&D activities required by an organisation to achieve its objectives- Organisational analysis – involves analysing organisation-wide performance criteria (eg accidents and injuries, absenteeism, turnover, productivity, quality, labour and operating costs, sexual harassment charges, employment equity problems, etc). the purpose of this analysis is to uncover major problem areas that may indicate a need for T&D- Operations analysis – also called job/task analysis – to determine how a job should be performed – the desired level of performance. Through operations analysis, data is collected that enable T&D practitioners to create programmes and interventions that focus on the right way to perform a job.- Individual analysis – focuses on the employee and is used to identify employees’ T&D needs. The main aims of individual analysis are to determine:1. Which employees currently need T&D2. What skills, knowledge, abilities or attitudes need to be acquired or strengthened now and for the futureIndividual analysis is important to ensure that employees who need T&D are the ones who actually receive it and that programme and interventions are designed to fill the gap between actual and desired performance (known as performance gap).QUESTION 22.1 Differentiate between performance appraisal and performance management. In addition, discuss the end result of a performance appraisal.- Performance appraisal – the process of evaluating how well employees perform their jobs when compared to a set standards and then communicating that information to employees. PA is the ongoing process of evaluating and managing both behaviour and outcomes in the workplace. Organisations use various terms to describe the process including performance review, annual appraisal and performance evaluation to mention a few- Performance management – a process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance2.2 Colourful is a company that manufactures paint and paint products. The manufacturing plant is situated in Gauteng and the company supplies its products in bulk directly to large retail stores.2.2.1 What are the 5 steps Colourful’s management can take in designing and maintaining a safe workplace?- Eliminate hazards- Use safeguards on equipment- Post warning signs near dangerous chemicals or machinery- Train employees- Require protective clothing, shoes, goggles, hats, etc2.2.2 The Occupational Health and Safety Act 85 of 1993 states the general duties of the worker. As the HR officer in Colourful, explain the general duties of Joh, the new paint mixer.Take care of their own health and safetyWhere the act imposes a duty or requirements on the worker to cooperate with the employerGive information to the inspector of the Department of Labour if they require itCarry out any lawful instruction which the employee or authorised person prescribes with regard to health and safetyComply with the rules and procedures that the employer givesWear prescribed safety clothing or use the prescribed safety equipment where required.QUESTION 33.1 You are the HR manager of Cash Bank which employs a diverse workforce of different age, race, gender, parental status, marital status and religious groups. You are inundated with complaints from employees about insensitive language, discrimination and sexual harassment.3.1.1 In preparation of the PowerPoint presentation to management, provide the reason why it is important to embark on a diversity management process- Tapping into a range of skills which the organisation never had before- Attracting, retaining and using the best talent- Enhancing communication and understanding between groups and individuals- Promoting greater productivity as a result of employee job satisfaction- Enhancing global effectiveness- Extending the breath of understanding in leadership positions3.1.2 In your presentation, indicate which of the above-mentioned groups are of the primary dimensions and which are of the secondary dimensions of diversity.Primary dimensions (internal dimensions) are those human differences that inborn and exert a major impact on us. Secondary dimensions (external dimensions) are more mutable and can be changed, discarded or modified throughout our lives.3.1.3 As the HR Manager, what is your responsibility or role in addressing sexual harassment in Cash Bank?- identifying/recognizing the most dangerous personality types within the company- drawing up a good sexual harassment prevent policy- providing effective sexual harassment training3.2.1 Leadership differs from management in 5 crucial focus areas. Provide an example of each focus area for effective leadership performance in an organisation.1. Establishing a direction: developing a vision and strategies to achieve that vision, setting high, but reasonable standards2. Aligning people: communicating direction to influence creation of teams and coalitions that understand the vision and strategy3. Motivating, mentoring, inspiring: energizing people to develop and overcome barriers to change4. Producing change: often to a dramatic degree such as cultivating new approachesLeaders typically deal with change, work on the system, create and seek opportunities, change organisational rules, provide a vision to believe in and strategic alignment, motivate people by satisfying basic human needs, inspire achievement, energise people, coach flowers, create self-leaders and empower them 3.2.2 What are the potential benefits for both the organisation and the employees when implementing the telecommuting work arrangement?Advantages for employersHappier employeesReduction in expensive office space Increased applicant pool since you do not need to be in the same cityGreater capability to get the needed talentReduced relocation costsAdvantages for employeesAbility to concentrateNo, or reduced time, in trafficLess wear and tear on your carLess money spent on petrolLess money spent on lunchesMore time spent with familyImproved work/life balanceFlexible working timeOct/Nov 2015Section AWhich of the following in the correct order represents the steps of the individual career management process?1. (a) assessing interests and abilities, (b) designing goals, (c) achieving career objectives2. (a) assessing aims and abilities, (b) implementing goals, (c) knowledge of existing opportunities3. (a) assessing skills and abilities, (b) knowledge of existing opportunities, (c) developing goals4. (a) assessing abilities and interests, (b) designing goals, (c) knowledge of existing opportunitiesWhen dealing with a performance appraisal interview, line managers can include various steps to minimise problems. Choose options from the list below in the correct order that represents the aspects to be included in an appraisal interview.a) Invite participationb) State the purpose of the interviewc) Focus on developmentd) Indicate specific areas of good performance and areas for improvemente) Prepare for interviewChoose the correct option1. a, b, e c, d2. e, b, d, a, c3. b, a, e, c, d4. e, d, c, a, bTeko is a newly appointed HR director at a large pharmaceutical company in Johannesburg. He presented a proposal to the board of directors that line managers should attend an off-site T&D programme to develop analytical and problem-solving skills, conflict resolution skills, and interpersonal relationships. Which of the following away-from-the-job T&D programmes are used?1. Role-playing and management games2. Management games and simulation technique3. Wilderness training and in-basket exercises4. In-basket exercises and management gamesThe job evaluation committee are using a method which is detailed and specific, evaluates job on a component basis, and check them against a predetermined scale. What job evaluation method are they busy with?1. Factor comparison method2. Patterson method3. Job classification method4. Point methodIdentify an option below which constitutes a wellness programme.1. Deal with the unfitness and health of employees and prevent future health issues2. Deal with psychological problems and are effective when employees participate voluntarily3. Require insurance coverage and deal with substance dependency as well as family problems4. Focus on the effective management of matters related to the physical safety of employeesWhich one of the following is NOT an objective for identifying employee competencies?1. Competencies provide organisations with a way of defining behaviour that produces the desired results2. Competencies provide personality traits that can be developed and improved3. Competencies can distinguish and differentiate the organisation4. Competencies can be developed and improvedTseko is the HR director of a large tertiary institution. He has noticed the following, a high level of intolerance towards people with disabilities, racial tension between employees, and discrimination against women in the institution. Which of the following would NOT be a reason to embark on a diversity management process?1. To promote greater productivity as a result of management satisfaction2. To enhance communication and understanding between groups and individuals3. To tap into skills which the organisation never had before4. To attract, retain, and utilise the best talentA mobile company is considering to contract six marketing consultants to implement the telecommunicating work arrangement in order to reduce costs and time spent in traffic. On the list below, select the skills an employee requires for a telecommuting work arrangement.1. Good time management skills2. Particularly appreciative of problem-solving3. Inspire confidence and satisfaction, and to work with others4. Extremely motivated and like to over-performAs an HR leader, Tandeka is continuously empowering, encouraging and teaching employees to take risks and to be innovative on an on-going basis. Which one of the following leadership actions is she focusing on to maximise potential and achieve success in the organisation?1. Initiating action and developing existing employees2. Liberating thinking3. Generating confidence and engagement of workforce4. Anticipating actionWhich of the following are purposes of T&D programmes?a) advance personal relationshipsb) improve performancec) deal with organisational challengesd) resolve conflict among employeese) update the skills of employeesChoose the correct option1. a, b, c2. b, c, e3. a, c, e4. c, d, eIf a line manager, during a performance appraisal, makes unwarranted generalisations about an employee’s performance, and then identifies the person as having the same assumed characteristics as the generalised group, which rating error is he/she guilty of?1. Rater bias2. Halo effect3. Recency effect4. StereotypingAn employee often reaches the highest position in an organisation and may not have future prospects to be promoted, due to lack of skills, company restructuring or other factors.Identify an option below which reflects the above statement.1. Career ladder2. Demotion 3. Career plateau4. Glass ceilingPeople are most often grouped and identified by the primary dimensions of diversity, namely:1. Age, marital status, gender2. Gender, race, parental status3. Gender, race, marital status4. Age, race, genderHenry is a newly appointed manager in the marketing division of his organisation. Ever since his promotion, he barely has time to have lunch, let alone casually chat to his staff. He also looks physically and emotionally exhausted, depressed, neglects his work and is less punctual for work. Which of the options below reflect Henry’s symptoms?1. Distress 2. Substance abuse3. Stress 4. BurnoutWith regards to compensation systems, this type of profit-sharing plan is at the disposal of employees, annually or quarterly, as soon as the profit-sharing is calculated, and are paid out in a cash bonus according to a predetermined formula. Which type of organisational incentive does this plan refer to?1. The deferred plan2. The distribution plan3. The combination plan4. The employee stock ownership planSelect an option below which reflects the knowledge, skills and abilities that underlie effective and successful job performance, which are observable and measurable, and distinguish superior from average performance.1. Individual-based competency2. Competencies 3. Capabilities 4. Specific competenciesWhich one of the following virtual work arrangements allows employees to work from remote locations, away from the office?1. Telecommuting 2. Cyberlink3. Front line4. Virtual teamworkYou have been appointed as HR director of a large financial institution which is struggling to retain talent. The organisation suffers due to the shortage of skilled employees resulting in difficulty to achieve the results set for the organisation. You decide to take a structured approach to retain talent in the organisation.Correctly provide the steps you will follow to maximise your leadership role in retaining talent for the organisation.a) take actionb) formulate and communicate a strategyc) customise best practices in HR processesd) communicate and consulte) align inputs with the strategic goalsChoose the correct option1. a, b, c, d, e2. a, b, c, e, d3. b, c, e, d, a4. b, c, e, a, dBecause of the radical changes in the new world of work, the relationship between the employer and employee has also changed significantly. Which one of the following refers to the new face of career management?1. Employability for performance and flexibility, skills are firm-specific2. Work for multiple firms through a lifetime, skills are firm-specific3. Employability for performance and flexibility, skills are transferrable 4. Work for multiple through a lifetime, the career directionThe behaviourally anchored rating scales (BARS) are commonly used for performance appraisals due to important advantages. Choose an option from the list below which reflects these important advantages.1. (a) consistency, (b) clearer standards, (c) goals and objectives are predetermined2. (a) consistency, (b) clearer standards, (c) provides feedback3. (a) consistency, (b) goals and objectives are predetermined, (c) provides feedback4. (a) goals and objectives are predetermined, (b) clearer standards, (c) provides feedbackWith the delivery of training and development (T&D) programmes, it is important to first become familiar with the basic principles of adult learning. Which one of the following options refers to the specific principles of adult learning.Choose the option from the list below that reflects all the principles.a) repetitionb) feedbackc) learningd) participatione) motivationChoose the correct option1. a, c, d, e2. a, b, d, e3. b, c, d, e4. a, b, c, d, eWhich of the following options is the outcome of job evaluation, which ensures a compensation administration that reflects fair pay for jobs, in comparison with other similar jobs in the organisation?1. Internal equity2. External equity3. Neutrality 4. Comparable equityWhat is the general duty of the employer outlined in the Occupational Health and Safety Act 85 of 1993? Choose the correct option.1. To identify potential hazards an potential major incidents at the workplace2. To ensure, as far reasonably practical, the health, safety and welfare, of all employees at work3. To ensure that all employees are provided with adequate equipment to enable them to do their job4. To review the effectiveness of health and safety measuresWhen formulating a good sexual harassment prevention policy, the HR manager focuses on certain important aspects.Choose an option from the list below which should NOT be included in this policy.1. The definition of sexual harassment2. A zero-tolerance statement3. The protection of people from designated groups4. The complaint procedureWhich one of the following options is best described as a personal functional competency?1. Flexibility and team leadership2. Reading and arithmetic 3. Reading and safety knowledge4. Flexibility and readingWhich of the generations is focused on community service, awareness of diversity, cyber literacy, extreme reliance on technology for communication, and is therefore, ideal for virtual organisations?1. Generation 20202. Millennial3. Generation X4. Baby boomersIt is generally considered that leadership differs from management in specific activities to achieve organisational goals and success. Select an option below which does NOT reflect a leadership activity.1. Anticipates change and vigorously exploits opportunities2. Motivates and encourages employees to reach higher levels of performance3. Makes rapid and firm decisions 4. Controls deviations from set standardsWhich one of the following career management techniques promotes retention, and increases the morale of professionals and technical staff in organisations?1. Career ladder2. Individual counseling 3. Career planning workshops4. Mentoring In a performance appraisal process, which one of the following individuals are best positioned to observe the employee’s behaviour and determine whether specific goals and objectives have been achieved?1. HR Manager2. Supervisor3. Customer4. HR OfficerWhich of the following are the 3 phases in the development of a T&D system? Choose the correct option.1. (a) planning, (b) delivery, (c) assessment2. (a) needs assessment, (b) practical delivery, (c) skills assessment3. (a) organisational analysis, (b) individual analysis, (c) evaluation4. (a) needs assessment, (b) design and delivery, (c) evaluationSection BQUESTION 1Ben is employed as a line manager in a manufacturing company. Ben has unfortunately fallen ill, and as he is near retirement age, he decided that it would be in his best interest to resign. Silo is hard working, completes his tasks and is able to work under pressure. During a career counseling session Silo has indicated to the HR Manager that he is ready for something more challenging. The HR manager decides to appoint Silo as the acting line manager flowing Ben’s resignation.Identify the career stages that Ben and Silo are at. Substantiate your answer.Career stages:Establishment – at the beginning the employee faces anxiety and uncertainty over their performance potential and competency. During this stage, a supporting and caring superior is particularly important for assessing the employee to become a productive employee.Advancement – the employee demonstrates competence and knowledge of the politics of organisational. Less guidance and supervision is needed.Maintenance – people generally achieve during the maintenance stage, devoting a considerable amount of their energies to developing and guiding others with less experienceWithdrawal – begins as one retires or moves on to a new career. The individual at this stage devotes much of their time to leisure and to the familyRudo just had her performance interview and has been sitting at her desk staring at the evaluation form for the past 10 minutes. She cannot understand why her supervisor has scored her so poorly. She has been working as a lab technician in this pharmaceutical company for the past 3 years and has never received such a poor evaluation. During lunchtime she tells Thabo, her colleague, about her performance review. She tells him that she was under the impression that her work was satisfactory and that everyone was pleased with her work. She also tells Thabo that the supervisor told her she always comes late for work and that a number of medicine boxes had been returned as a result of her mistakes. She cannot understand why the supervisor has not said anything, perhaps she would have corrected her behaviour and performance.If you were Rudo’s supervisor, how would you go about conducting a performance appraisal?- Determine performance appraisals- Choose an appropriate strategy- Train supervisors- Discuss methods with employees- Appraise according to job standards- Discuss appraisal with employees- Determine the future performance goalsQUESTION 22.1 You have been recently appointed as the HR manager in an auditing company. Eight trainees have completed their articles and passed the board examinations. They have been identified for managerial accounting positions and must now be trained.2.1.1 What are the key differences between a T&D session suitable for managers and one geared towards employees?T&D sessions aimed at managers are geared to update their skills as managers have to keep abreast of all relevant changes both in the internal and external environments and understand the impacts of the changes in the organisation. T&D sessions tailored for the employees have the objective of improving their performance.2.1.2 Explain how management games and in-basket exercises can be used to train the managing accountants.Management games are exercises designed to replicate conditions faced by real organisations and which usually involve competing teams that both make decisions concerning planning, production, finance and control of a hypothetical organisation. In-basket exercise is an exercise that is designed to develop the analytical and problem-solving skills of lower level managers. The in-basket exercise forces the T&D participant/manager to make immediate decisions to determine priorities. These 2 systems play a crucial role in molding and building managing accountants in their jobs.2.2 After doing some market research, the management of Mbizo Company have come to realise that they do not pay market-related salaries and will have to increase staff salaries. What would you advise them to do, two options are available: “across-the-board increase” or “merit increases”. Discuss these two options in your motivation to management explaining why you would choose a particular option.Merit pay increases refer to pay increases given to employees based on their level of performance as indicated in the appraisal. Employees are company asset that can be a base from which corporate strategic advantage may be based on. It is imperative that companies develop systems that both retain and help employees attain job satisfaction. Company pay systems should be market related as this aids in employee retention. Employees as individuals in their careers seek job satisfaction and fair equal remuneration.In SA increases related to the inflation rate have been given for many years to government employees as well as to employees in the private sector. However, equal percentage increases mean that employees in higher pay grades will receive greater actual rand increases than employees in lower pay grades. An across-the-board percentage simply changes the rand amounts for each grade and step in the compensation system, it does not move any employee or job within the system.QUESTION 33.1 As the HR practitioner of your organisation, what steps would you suggest to management in terms of designing and maintaining a safe workplace?- Eliminate hazards- Use safeguards on equipment- Post warning signs near dangerous chemicals/machinery- Train employees- Require protective clothing, shoes, goggles, hats, etc.3.2 Critically discuss the relevance and importance of employee competencies to produce performance excellence in an organisation.Employee competencies are an essential element that yields or results in performance excellence. When an individual is competent it means that they have the capabilities and abilities sufficient for them to meet the job requirements and job specifications in their respective job positions. This enhances job performance and often leads to performance excellence.3.3 Clearly differentiate between employment equity, affirmative action, and valuing diversity in the workplace.Employment equity – a legal approach to workplace discriminationAffirmative action – is an action intended to overcome the effects of past and present discrimination policies and practices or other barriers to equal opportunityValuing diversity – moves past both of these concepts & results in management designed to reap the benefits that a diverse workforce offersMay/Jun 2016Section ASelect an option below which is NOT a decision based on performance appraisal’s development objectives.1. Future performance goals2. Future merit evaluation3. On-the-job training4. Performance feedbackWhich of the following are performance appraisal methods?a) forced distribution methodb) factor compensation methodc) paired comparison methodd) critical incident methode) job classification methodChoose the correct option1. a, b and e2. b, c and e3. a, c and d4. a, d and eFailure has been employed as a technician for a large printing company for a year. Both the output and the quality of his work are consistently below standard. He appears depressed and frequently complains of headaches. On the list below, choose the correct option which could be the cause of Failure’s performance problems.1. Lack of skills and lack of motivation2. Lack of motivation and personal problems3. Personal problems and lack of skills4. Lack of respect for rules and lack of skillsDuring a performance appraisal interview the line manager tells Failure, “your absenteeism rate is too high.” Identify the option which reflects the problem with the line manager’s comment.1. The manager is playing God2. The manager is unable to give criticism3. Personality biases4. The manager is unable to give effective feedbackWhich performance appraisal method provide(s) clearer standards and feedback and seem(s) to be relatively consistent and reliable in that different raters’ appraisals of the same person tend to be similar?1. The behavioural anchored rating scales2. Management by objectives3. The critical incident method4. The ranking methodWhich of the following are benefits of a well-planned and executed career programme?a) employment equityb) satisfying employee needsc) a high rate of employee turnoverd) it attracts talent to other organisationse) it solves staffing problemsChoose the correct option1. b, c and e2. a, b and d3. a, b and e4. c, d and eWhich dealing with dual-career couples in organisations, various programmes can help couples with their problems such as language training, assistance with career planning and on-assignment career support. Choose the options from the list below that represent an effective programme to help dual-career couples.a) dual-career auditb) dual-career partnershipsc) special recruitment techniques d) revision of transfer policiese) family partnershipsChoose the correction option.1. a, b and c2. a, c and e3. c, d and e4. a, c and dThe industrial psychologist of an engineering company is discussing with Tumi, his personal and career interest, skills and goals. What process are they busy with?1. The career ladder process2. The career counseling process3. The career plateau process4. The career evaluation processThe HR manager of a chain of retail stores recruitment two directors, three department managers, one financial manager and 2 manager and communications managers. Which of the following training activities identify analytical, problem-solving skills, job-related strengths and weaknesses of the above positions?1. Management games and in-basket exercises2. Wilderness training and in-basket training3. Assessment centre and management games4. In-basket exercises and assessment centresYou are the training manager and development manager of a pharmaceutical company. Select the correct order in which you will apply the phases of the systems approach to T&D.a) needs assessmentb) training deliveryc) training designd) evaluationChoose the correct option.1. a, b, c and d2. a, b, d and c3. a, c, d and b4. a, c, b and dWhich one of the following facilitates access to education, training and career paths, and is also organised as a series of levels of learning achievement known as level descriptors?1. Skills Development Amendment Act (37 of 2008)2. National Qualifications Framework Act (67 of 2008)3. Sector Education and Training Authorities4. Skills Development Levies Act (9 of 1999)Select an option below that represents the term “education”.1. A permanent change in behaviour or attitude, as a result of the acquisition of knowledge2. A process whereby people acquire capabilities to aid them in the achievement of organisational goals3. Any activity directed at providing the knowledge, skills and moral values required in life4. A systematic effort affecting individual’s knowledge or skills for purposes of future jobsJob evaluation is a systematic determination of the relative worth of a job within the organisation. Which one of the following is not a general method to collect information for job evaluation?1. Paired comparison2. Factor comparison3. Peromnes 4. PattersonYou are the director of human resources and compensation of a large telecommunication company. You have decided that employees will only receive a pay increase after a performance appraisal of their work has found that their work performance is on the required standard. Which type of pay increase system is applied in this situation?1. An across-the-board increase2. A competency-based pay increase3. A merit increase 4. A broad-banding pay increaseRegardless of any job level/position, companies are to provide certain benefits to employees in a non-discriminatory manner. Which of the following employee benefits are required by legislation?a) compassionate leaveb) disability coverc) compensation for injuries and diseasesd) health insurancee) unemployment insuranceChoose the correct option1. a and c2. c and e3. a and d4. b and eWhich plan is perquisite provided for the protection of executives in the event of their company being acquired by another for reasons such as acquisition or a merger?1. Stock option plan2. Gain sharing plan3. Employee stock ownership plan4. Golden parachute planQuestions 17 to 19 are based on the following scenario:Bastia is the HR manager of one of the largest private hospitals. She noticed that employees were experiencing very high levels of job stress due to the nature of their jobs. A high number of injuries have also been reported. Bastia wants to implement a programme that can assist employees to overcome personal crises like job stress, burnout, family problems and even alcoholism.Should Bastia recommend an employee assistance programme to management, which of the following components would she stress as essential for the success of this programme?a) health insuranceb) confidentialityc) referral from supervisord) voluntary participatione) management supportChoose the correct option for Q17.1. a, c and e2. b, d and e3. a, b and d4. b, c and dBastia, the management and the health and safety representatives held an urgent meeting. One of the objectives of this meeting was to discuss the requirements as stated by the Occupational Health and Safety Act. Which one of the following is not a duty of the employer?1. Identify potential hazards and potential major incidents at the workplace2. Eliminate hazards in the workplace3. Provide information, instructions and training required to ensure the necessary safety4. Provide safe systems of work, plant and machineryWhich one of the following organisational strategies can management consider in order to control stress at the hospital?1. Extended leave an meditation2. Employee fitness facilities and seeking counseling3. Preventative management and employee fitness facilities4. Exercise and removing the cause of stressWhen it comes to dealing with drugs or alcohol in the workplace, a constructive confrontational approach is suggested. In which order should the activities in this approach be carried out?a) promote communicationb) disclose factual evidencec) confront the individual in the organisation in a supportive mannerd) consult a professional, if necessaryChoose the correct option.1. a, c, d and b2. b, a, c and d3. c, b, a and d4. b, c, d and aQuestions 21 and 22 are based on the following scenario:Brain University now employs more women and most of them are young mothers who are finding it difficult to balance their work and family life. During a management meeting, Penda, a line manager in one of the departments, complaints that he is getting too many requests from young mothers to leave work early to collect their children from day care. He then adds, “if they want to have babies why not stay at home, not in the workplace.” The room goes quiet and three women walk out of the meeting.Which of the following diversity issues reflect Penda’s statement about young mothers?1. Stereotyping stems from the primary dimensions of diversity2. Assimilation stems from the primary dimensions of diversity3. Stereotyping stems from the secondary dimensions of diversity4. Assimilation stems from the secondary dimensions of diversityBased on Penda’s statement, which of the following diversity training exercises can be used to enhance diversity management at Brain University?1. Perceptual differences2. Problem-solving case studies3. Values clarification4. Personalising experiencesWhich one of the following workplace responses assumes that the document group’s performance and style are superior to those of persons who are not in the dominant group.1. Assimilation2. Stereotyping3. Generalisation 4. Prejudice Which one of the following legislation is relevant when it comes to protecting employees against unfair discrimination, harassment of an employee, equal opportunity and affirmative action in the workplace?1. Labour Relations Act (66 of 1995)2. Employment Equity Act (55 of 1998)3. Commission for Conciliation, Mediation and Arbitration4. Basic Conditions of Employment Act (75 of 1997)Which phase of a competency-based HR transformation involves gaining senior leadership’s approval for the new design of a competency model?1. Planning and discovery 2. Strategic architecture 3. Strategic planning4. Implementation The HR manager of Gants food retail includes “reading and arithmetic” competencies in a job advertisement for a till operator. Select the option which reflects reading and arithmetic competencies.1. Abstract2. Basic 3. Functional 4. Technical Which virtual teams, who’s main responsibility is to solve problems and to provide advice, may be found across a number of locations or countries?1. Service 2. Project 3. Frontline4. Process The HR practitioner is confronted with different roles within the virtual organisation. Choose the correct option from the list below that reflects the roles that HR fulfils within a virtual organisation.1. Mentor, architect, designer/deliverer, facilitator and leader2. Coach, organiser, designer/deliverer, facilitator and leader 3. Mentor, architect, designer/deliverer, staff provider and leader4. Coach, architect, designer/deliverer, facilitator and leaderRodd has been promoted from regional manager to the CEO of a South African car manufacturing company. The company has a workforce of 1?000 employees. Which of the following will the focus of his leadership as the new CEO?a) to influence peopleb) to control organisational resourcesc) to provide a shared purposed) to delegate authoritye) to take personal responsibility Choose the correct option1. a, b and e2. b, c and d3. a, c and e4. b, c and eWhich one of the following HR leadership action empowers, encourages and teaches employees to take risks and to be innovative in their organisations? 1. To anticipate changes2. To liberate thinking3. To generate a culture of confidence4. To enhance learningSection BQUESTION 1Diversity awareness training seeks to motivate employees to recognise the worth and dignity of everyone in the workplace, and to treat them with respect.1.1.1 What are the potential advantages of a more diverse workforce in the South African context.- Tapping into a range of skills which the organisation never had before- Attracting, retaining & using the best talent- Enhancing communications and understanding between groups & individuals- Promoting greater productivity as a result of employee job satisfaction- Enhancing global effectiveness - Extending the breath of understanding in leadership positions1.1.2 In light of the above statement, identify and briefly discuss five exercises that organisations may use in diversity training.- Values clarification – a checklist of values – like punctuality, honesty, acceptance and financial success – is prioritised by all individuals in terms of their own preference and how they believe the organisation ranks the values. The group then discussed the difference and similarities in the priorities.- Perceptual differences – improves effective communication but may be time consuming- Problem-solving case studies – case studies open mind activity and broaden thinking capacity but they may not be well received. Require expert leadership and no bias- Exploring cultural assumptions – how workers perceive certain action like crying in the workplace. Culture differs & this needs managers who are committed & patient - Personalising the experiences – managers treat everyone as unique. This will install a feeling of appreciating how different we are in colour and raceLevers Manufacturers bought new equipment for packaging fruit juice. Fifty employees were trained to operate the new machines. What would be the purpose of this training programme and which job training technique would be the most suitable to train the fifty employees? Motivate your answer.The objective of the training would be to introduce and equip employees with the knowledge on the operation requirements of the new machines and ways of operating the machines safely. The job training technique that would be suitable in this instance would be on the job training.Should the HR Manager decide to use the on-the-job training technique for Levers Manufacturers’ equipment operators, what are the adult learning principles that must be applied when implanting the on-the-job training programme?- Job rotation- Enlarged and enriched job responsibilities- Job-instruction training (JIT)- Coaching- Mentoring- Committee assignmentsQUESTION 22.1 Many managers find the appraisal interview very troublesome and a difficult and a difficult obligation to fulfil. As one of the line managers in Lever Manufacturers, which 5 steps will you follow when conducting a performance appraisal interview of the newly trained equipment operators to minimise problems associated with the appraisal interviews?- Prepare for the interview- State the purpose of the interview- Indicate specific areas of good performance and areas that need improvement- Invite participation- Focus on development2.2 During a strategic meeting, Lever Manufacturers’ management expresses concerns about the rising cost of employee health and safety. As the HR manager, write a brief motivation letter to management to explain the need for employee assistance programmes (EAPs) and safety programme to reduce these rising health and safety costs.Employee assistance programmes are programs designed to help employees overcome personal problems ranging from substance abuse to stress and burnout as well as family and financial problems and it may include their emotional well-beingQUESTION 33.1 “Employee competencies are a critical lever to produce performance excellence within an organisation. Therefore, competency-based HRM is expected to leverage human talent and align HR efforts with strategic objectives to achieve desired organisational results.” Based on this statement, why are competencies critical for performance excellence in an organisation?Employee competencies are an essential element that yields or results in performance excellence. When an individual is competent it means that they have the capabilities and abilities sufficient for them to meet the job requirement and job specifications in their respective job positions. This enhances job performance and often leads to performance excellence.3.2 If Brains University employs chartered accountants has lecturers in the school of accounting, which person-based pay system would be the most appropriate to retain them?Employee based system3.3 How can job evaluation assistant the HR manager of Brains University to determine the compensation of the lecturers? - Can create and maintain internal perception of pay equity- Recruit productive lectures/employees to fill positions- Involves lectures in the evaluation process3.4 Professor Milo is promoted to the position of Vice Chancellor of Brain University. As the HR director, explain to Professor Milo his new leadership position by comparing management with a leadership role.LeadershipEstablish a direction (vision)Aligning peopleMotivating, mentoring and inspiringProducing changeManagementPlanning and budgetingOrganising and controllingProducing predictability and order3.5 What are the additional skills needed by managers and employees to operate within a telecommuting environment?- Organisational skills- Decision-making- Motivation- CommunicationOct/Nov 2016Section AWhich of the following realities refer to the changing face of career management?a) Regular promotionb) Maintenance of employabilityc) Individual career managementd) Predicable job movese) Transferrable skillsChoose the correct option.1. a, c and d2. b, c and d3. b, c and e4. a and cLinda is an HR manager in a large financial institution. She is married with an 11-year-old daughter. Her husband is also a professional with a very demanding job and arrives home after 20:00 almost daily. She is left with no choice but to attend parent evenings alone or watch her daughter play hockey matches on her own. This is a typical __________ problem of couples in dual-career partnerships.1. Lack of experience with conflicts resolution2. Reluctance to approach the company3. Conflicting alternatives4. Family vs workMr. Thabaseng is HR manager of The Company and he is busy with the yearly performance appraisal process. He is an outcome-driven manager and is focused on what was accomplished or produced rather than how it was accomplished or produced. Which type performance criteria is he focused on?1. Trait-based criteria2. Behaviour-based criteria3. Results or outcome-based criteria 4. Personality-based criteria Which performance appraisal method provides clearer standards and feedback and seems to be relatively consistent and reliable in that different rater’s appraisal of the same person tend to be similar?1. Behavioural anchored rating scales (BARS)2. Management by objectives 3. The critical incident method4. The ranking methodIndividual career planning is important and the following steps should be included a) Formulating a career management policy and framework in the organisationb) Assessing personal interests, aims, skills and abilities c) Collecting information about existing and future opportunities in an organisiond) Developing a strategy to achieve career goalsChoose the correct option1. a, b and c2. b, c and d3. a and d4. b and cWhat is the process called of evaluate how well employees perform their jobs when compared to a set of standards, and then communicating that information to the employees?1. Promotion management2. Performance appraisal 3. Performance management 4. Incentive management The HR manager of a chain of retail stores recruited one financial manager and 2 marketing and communicating managers. Which of the following training activities identify analytical, problem-solving skills, job-related strengths and weaknesses of the above positions?1. Management games and in-basket exercises2. Wilderness training and in-basket exercises3. Assessment centre and management games4. In-basket exercises and assessment centreWhich three of the following are the training and development issues that are receiving the highest priority in the twenty-first century?a) Quality improvement programmesb) Customer service programmesc) Change management programmesd) Technological change-related programmese) Efficacy enhancement programmesChoose the correct option.1. a, b and d2. a, b and c3. c, d and e4. b, c and eWhich one of the following facilitates access to education, training and career paths, and is also organised as a series of level of learning achievement know as level descriptions?1. Skills Development Amendment Act (37 of 2008)2. National Qualifications Framework Act (67 of 2008)3. Sector Education and Training Authorities (SETAs)4. Skills Development Levies Act (9 of 1999)What are systematic effort to improve individuals’ knowledge or skills for purposes of personal growth or future jobs and/or roles called?1. Training 2. Development3. Education4. LearningJob evaluation is a systematic determination of the relative worth of a job within the organisation. Which one of the following is not general method to collect information for job evaluation.1. Paired comparison2. Factor comparison3. Peromnes 4. PattersonDalinda has been appointed as the departmental manager of the distribution department in a large warehouse. She has been informed by the general manager that she needs to report on the training and development needs within her department. What are some of her other responsibilities as a manager, with regard to T&D?a) Provides technical informationb) Coordinates T&D effortsc) Monitors T&D needsd) Conducts and monitors continuing on-the-job T&De) Prepare T&D materialsChoose the correct option1. a, c and e2. a, c and d3. c, d and e4. b, c and dWhich plan is a perquisite provided for the protection of executives in the event of their company being acquired by another for reasons such as a acquisition or a merger?1. Stock option plan2. Gain sharing plan3. Employee stock ownership plan4. Golden parachute planT&D becomes ____________ in the following cases.- when it develops essential employee capabilities that are linked to the organisation’s strategic plan- when it encourages adaptability to change- When it promotes ongoing learning in the organisation- When it creates an disseminates new knowledge throughout the organisation and facilitates communication and focusChoose the correct option1. Operational T&D2. Functional T&D3. Strategic T&D4. Promotional T&DThabo is the newly appointed financial manager of a large organisation. He wants to design a compensation system for the organisation, because it still function on an old-fashioned system. Which one of the following is NOT an objective of a compensation system that Thabo needs to keep in mind?1. Attract good/talented employees2. Retain good/talented employees3. Motivate employees4. Comply with company cultureWhich of the following are suggestions on how to integrate Generation X and Y employees into the workforce?a) Explain to them how their work contributes the bottom lineb) Treat them as sophisticated consumersc) Don’t provide access to innovate technology that is too complexd) Consider traditional benefits and compensation strategiese) Offer opportunities for community involvement Choose the correct option.1. a, b and e2. a, b and d3. c, d and e4. b, c and e_______________ is a physical or mental impairment that substantially limits one or more major life activities.1. Frailty 2. Disability3. Disorder4. IncapacityMr. Jones is the general manager of Peckers, a large grocery store. His is not in favour of appointing people with disabilities, because he feels that co-workers will be uncomfortable with colleagues with disabilities and their productivity will be negatively affected. This is one of the common misconceptions that exist about people living with disabilities. Which one of the following is not a misconception? 1. They do not have the right skills2. They are too costly to employ3. They are difficult to work with personally and will scare off clients4. Getting information on how to hire people with disabilities is time consuming and complicated______________ is a general state of physical, mental and emotional well-being, and _____________ is protecting the physical well-being of people.1. Health, safety2. Safety, health3. Wellness, security4. Health, wellnessWhich one of the following is regarded as some of the interrelated factors or stressors and consequences that cause stress?a) pressure at workb) not enough social interactionc) burnoutd) an inability to organise and manage your time and work effectivelye) too high standard of living or working1. a, b and c2. b, d and e3. c, d and e 4. a, c and dProgrammes designed to help employees overcome personal problems ranging from substance abuse to stress and burnout as well as family and financial problems and it may include their emotional wellbeing, are called _____________.1. Career Improvement Programmes2. Employee Development Programmes3. Employee Assistance Programmes4. Support and Development ProgrammesAccording to extensive research, identifying employee competency-based rewards are toa) Motivate people and to encourage better performanceb) Minimise costs and maximise rewardsc) Increase flexibilityd) Change employee behavioure) Give employees access to job progressionf) Give employee access to training and development opportunities1. a, b, d and f2. a, c, d and e3. b, c, d and e4. a, b, c and fThere are some common tests used to determine an organisational core competency. Which one of the following is not such a common test?1. It must be capable of developing new products and services, and must provide potential access to a wide variety of markets2. It must add value to the community it serves3. It must make a significant contribution to the perceived benefits of the end of product4. It should be difficult for competitors to imitateAccording to research, the main reasons why employees use competency-based rewards are toa) motivate people and to encourage better performanceb) minimise costs and maximise rewardsc) increase flexibility amongst the workforced) change employee behavioure) give employees access to job progressionf) give employees access to training and development opportunitiesChoose the correct option1. a, b, d and f2. a, c, d and e3. b, c, d and e4. a, b, c and fWhich of the following are some of the core commonalities of virtual organisations.a) Virtual organisations are characterised as those organisations in which the short nature of relationships with partners are salientb) In the virtual organisation, the core business activities are reduced, leaving the partners to focus on some of the key business functionsc) Virtual organisations are goal driven, not profit drivend) The core (or central organisation is connected with the partners through technology e) Virtual organisations tend to be characterised as flexible, and their structure as transitory and fluidChoose the correct option1. a, b and d2. c, d and e3. a, b and c4. b, d and eMohamed has been recruited to be part of a virtual tem put together to design a new website for BASA, a large banking group. He and his group of members came together for the duration of this specific mission. The team has decided to hold formal meeting on a weekly basis and then work together in subgroups to complete their individual modules. Which type of virtual team is Mohamed part of?1. Project team2. Service team3. Process team4. Task teamMelissa fulfils the role of ____________ in the virtual organisation where she works. In the fulfilment of this role, she makes change happen and sustains that change, she builds and coaches teams, she brings together resources, focuses attention and makes sure that decisions are made quickly and accurately. And she ensures that action occurs within teams, organisations and alliances.1. HR architect2. HR designer3. HR facilitator4. HR leaderFor the HR function to remain competitive, it has to change and develop itself on an ongoing basis. What is this process called?1. Strategic change2. Transformation 3. HR development4. Change managementRodd has been promoted from regional manager to the CEO of a South African car manufacturing company. The company has a workforce of 1000 employees. Which of the following will be the focus of his leadership as the new CEO?a) to influence peopleb) to control organisational resourcesc) to provide a shared purposed) to delegate authoritye) to take personal responsibilityChoose the correct option.1. a, b and e2. b, c and d3. a, c and e4. b, c and eYou are a CEO of a small IT company. You conduct all of the processes of leadership largely by means of electronic channels such as emails, the company’s website, weekly blog, and also by dealing with a virtual workforce – you don’t have office, all the employees work from home. Which type of leadership is this?1. E-leadership2. Internet-mediated leadership3. Technology driven leadership4. New age leadershipSection BQUESTION 1Themba and Mary have 3 children, aged 14, 12 and 10. Themba works as a financial advisor at PMD Financial Services, and Mary works as a Marketing Manager as JMP Enterprises. Themba’s position requires extensive working hours and a lot of traveling. Both parent need to work to sustain a good standard of living and to ensure that their children receive a good education. This situation proves to be a difficult one in their daily anisations are faced with a large and growing number of dual-career couples. Identify and explain the personal and organisational problems that Themba and Mary could be facing in their current situation.- Conflicting alternatives – advancing the husband’s/wife’s career often means moving in different geographical directions, resulting in a crisis over whose career is more important. Problems with employing the “trailing spouse” can be difficult.- Reluctance to approach the company – many dual-career couples see their employer’s policies as rigid and are reluctant to discuss their problems with a boss. They may feel that openness about their career problems may harm their chances of advancement- Possibility of a no-career couple – as downsizing continues in SA an increasing number of couples are both retrenched within the same period, sometimes from the same company- Family vs work – who assumes responsibility for raising the children when both the husband and wife hold professional jobs that may require working evenings and weekends? More specifically, who stays home when the child is sick? Who helps with their homework and other activities?- Lack of experience with conflict resolution – many couples lack the skills necessary to solve career-family crises, such as when to begin a family or how to divide the family responsibilities of shopping and cooking- Baby panic – should the dual-career couple have children, and if so, when? Sometimes referred to as the 30-year baby panic, this problem is inevitably faced by professional couples who postpone having children in their 20s for the sake of their careers – the trend nowadays is to have children even at a later stage.Discuss an effective programme that Themba and Mary’s employers can institute to help them with their problems.- Dual-career audit – an audit, performed through a company survey, should be the starting point for a company to recognise the extent of the problem. Areas the audit should address include the number of dual-career employees, the problems they face, how effective they perceive present company policies and opportunities to be and how competent they think they are to manage their careers- Special recruiting techniques – by giving a potential employee and his/her spouse a realistic view of the company’s workload, travel and career opportunities, employers may be able to avoid a potentially poor job match. Some companies offer couple counseling immediately after hiring to help identify potential problems and conflicts- Revision of transfer policies - in many companies, advancement inevitably means a geographical move. But in many cases, relocation results in a crisis for the dual-career couple. Employers are now finding ways to enhance their employees’ careers without permanent geographical transfers. Alternatives include temporary relocation assignments (for 2/3 months) and more effective use of local T&D activities- Examination of nepotism policies – many employers are revising their policies to allow both spouses to work for the company, as long as an employee does not supervise a relative or participate in decisions concerning the relative’s salary, performance or advancement.- Assistance for dual-career couples – many employers are helping couples learn ow to manage their careers. Workshops and seminars enable participants to assess their opportunities, obstacles, potential conflicts and developmental needs.QUESTION 22.1 Michael was appointed as a chef in a large restaurant. He has been performing below standard, messing up orders, burning food and taking too long with preparation of the food. He is occasionally absent or late for work. Some of the waiters also suspect that his frequent mood-swings, when he swears at the waiters and the manager, can be related to a drinking problem. You are the owner of the restaurant. What is the possible causes of Michael’s poor performance that you should consider and what can you do to help him to improve his performance?Causes- perfectionistic tendencies- pessimistic view of the world and oneself (negative view)- reluctance to delegate to others- high-achiever personality type- feeling he has little or no control over his work- unclear job expectations- boring/unchallenging work- demanding job expectations- high pressure work environments- un-structured work environments- lack of recognition/rewards for good work- imbalance- too many role expectations- too many responsibilities with little or no assistance- insufficient support networks- lack of sleepSolution- understand burnout and recognise the symptoms- give proper recognition where due- ensure clear and fair job expectations exist-Consider flexible works schedules- provide support and counseling where needed- train supervisors to identify symptoms of burnout and deal with it and refer employees to experts if needed- provide counseling, support or assistance- evaluate and reward performance fairly- ensure that employees have training and resources needed to do their jobs- create a culture of positive engagement in the organisation- ensure that the workload is fair and realistic- update job descriptions on a regular basis- educate employees on burnout- create a supportive culture in the organisation- keep realistic work schedules- provide proper outlets for employees to get rid of in conductive feelings and emotions2.2 Katso Mothiba, the line manager at Buang Communications Networks, realises that he should have submitted the performance appraisal report of his unit to the departmental manager. His unit comprises of 10 technicians. He quickly sends an email to the departmental secretary, requesting her to send him a list of names of tall the technicians in his unit. When he receives this information, he prints the document and goes home. That night, Katso gives everyone in his unit a high evaluation rating.Identify and discuss the rating error that Katso has committed. In your discussion you also have to refer to Katso’s probable motive and the possible impact that such a rating may have on the technicians.Leniency – Giving an undeserved high performance appraisal rating to an employeeThe best performers in the department will complain because those who are working hard receive no more credit than fellow employees who are not. Lack of accurate appraisal can lead to turnover among the best employees, who go to organisations that can appraise their performance accurately and give them the recognition they deserve.2.3 The 10 technicians in Katso Mothiba’s unit reflect a diverse group of South Africans. Four of them are Blacks, to are Whites, two are Coloureds, and two are from the Indian group. They all have a variety of IT-related skills and their combined years in the IT field add up to 50 years work experience.Identify and discuss the diversity dimensions as reflected in Katso’s unit.Primary dimensions (internal dimensions are those human differences that are inborn and exert a major impact on us, for example age, ethnicity, gender, race, physical abilities/qualities and sexual/affectional orientation.QUESTION 33.1 You are Brandon’s friend and you work as an HR manager for a large company. He approaches you for help and asks you to explain to him how one determines how much a person in a specific job should be paid.Time-based systems, the more common type, are used for jobs in which employees are paid by the hours worked (hourly) or by the fraction of an annual rate of pay (salaries), such as a week or a month.Employee-based systems – jobs that pays employees according to their performance are often referred to as performance-based systems or incentive pay systems. They include piece-rate, sales commission and organisation wide plans.3.2 Training and development is a complex system and if it is to add value and you contribute to the organisation’s bottom line, it has to be strategic. How would you describe strategic T&D?A more holistic and forward-looking approach to T&D that should help individuals anticipate what knowledge and skills will be required to achieve the organisation’s strategic objectives.T&D is strategic when it:- develops essential employee capabilities that are linked to the organisation’s strategic plan- encourages adaptability to change- promotes ongoing learning in the organisation- creates and disseminates new knowledge throughout the organisation and facilitates communication and focus3.3 Because of the social and organisational ramifications of AIDS, a proactive organisational policy addressing the rights of AIDS victims and the training of co-workers is necessary. Polokwane Steelworks, however, is reluctant to come to grips with the AIDS issue because of the fear and anxiety it provokes. Discuss the possible economic and morale costs of Polokwane Steelworks’ failure to deal with the AIDS issue.- Absence from work and employee attrition are likely to increase as people fall ill and take sick leave- Employees will require time off to care for sick family members- Many employees will want to take compassionate leave - People will want time off to attend funerals of family members and colleagues- Productivity will decline because of time off, but also employees will be less healthy, which will have a major impact on the medical aid schemes of companies, requiring bigger contributions (financial) by companies and their employees- The supply and cost of labour will be affected by a reduction in the number of adults in the 20-59-year age group- Higher recruitment and training costs can be expected3.4 The Cyberlink model can be seen as the ultimate virtual workplace arrangement. The core of the Cyberlink model consists of virtual teams. As XYZ Technologies is planning to expand globally by following the virtual team strategy, it can learn from the experience of other companies who followed the same approach. Which factors contribute to the success of virtual teams?- Training team members- Planning and managing of virtual tasks and projects- The use of technology for expansion of teamwork- Trust within the team- Soft skills of the team are important- Leadership of the team- Climate of cooperation, collaboration, trust and accountability- Recognition of conflict and its positive resolution May/Jun 2017Section A – Multiple-choice questionsWhich of the following realities refer to the changing face of career management?a) Regular promotionb) Maintenance of employabilityc) Individual career managementd) Predictable job movese) Transferable skillsChoose the correct option.1. a, c and d2. b, c and d3. b, c and e4. a and cWhen dealing with a performance appraisal review, line managers can include various steps to minimise problems. Choose options from the list below in the correct order that represents the aspects to be included in an appraisal interview.a) Invite participationb) State the purpose of the interviewc) Focus on developmentd) Indicate specific areas of good performance and areas for improvemente) Prepare for the interview1. a, b, e, c, d2. e, b, d, a, c3. b, a, e, c, d4. e, d, c, a, bMr. Thabaseng is the HR manager of The Company and he is busy with the yearly performance appraisal process. He is an outcome-driven manager and is focused on what was accomplished or produced rather than how it was accomplished or produced. What type of performance criteria is he focused on?1. Trait-based criteria2.Behaviour-based criteria3. Results-based criteria4. Personality-based criteriaFailure has been employed as a technician for a large printing company for a year. Both the output and the quality of his work are constantly below standard. He appears depressed and frequently complains of headaches. On the list below, choose the correct option which could be the cause of Failure’s performance problems.1. Lack of skills and lack of motivation2. Lack of motivation and personal problems3. Personal problems and lack of skills4. Lack of respect for rules and slack of skillsWhich of the following are benefits of a well-planned and executed career programme?a) employment equityb) satisfying employee needsc) a high rate of employee turnoverd) it attracts talent to other organisationse) it solves staffing problemsChoose the correct option.1. b, c and e2. a, b and d3. a, b and e4. c, d and eWhen dealing with dual-career couples in organisations, various programmes can help couples with their problems such as language training, assistance with career planning and on-assignment career-support. Choose the options from the list below that represent an effective programme to help dual-career couples.a) dual-career auditb) dual-career partnershipsc) special recruitment techniquesd) Revision of transfer policiese) Family partnerships1. a, b and c2. a, c and e3. c, d and e4. a, c and dWhat is the process called of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to the employees?1. Promotion management2. Performance appraisal3. Performance management4. Incentive managementThe HR manager of a chain of retail stores recruited one financial manager and two marketing and communications managers. Which of the following training activities identify analytical, problem-solving and decision-making skills, job-related strengths and weaknesses of the above positions?1. Management games and in-basket exercises2. Wilderness training and in-basket exercises 3. Assessment centre and management games4. In-basket exercises and assessment centreWhich of the following are purposes of training and development programmes?a) T&D programmes advance personal relationshipsb) T&D programmes improve your performancec) T&D programmes deal with organisational challengesd) T&D programmes resolve conflict among employeese) T&D programmes update the skills of employeesChoose the correct option.1. a, b, c2. b, c, e3. a, c, d4. a, c, eWhich one of the following facilities access to education, training and career paths, and is also organised as a series of levels of learning achievement known as level descriptors?1. Skills Development Amendment Act (37 of 2008)2. National Qualifications Framework Act (67 of 2008)3. Sector Education and Training Authorities (SETAs)4. Skills Development Levies Act (9 of 1999)The job evaluation committee are using a method which is detailed and specific, evaluates jobs on a component bases, and check them against a predetermined scale. What job evaluation method are they busy with?1. Factor comparison method2. Patterson method3. Job classification method4. Point methodYou are the director of human resources and compensation in a large telecommunication company. You have decided that employees will only receive a pay increase after a performance appraisal of their work has found that their work performance is on the required standard. Which type of pay increase system is applied in this situation?1. An across-the-board increase2. A competency-based pay increase3. A merit increase4. A broad-banding pay increaseWith regards to compensation systems, this type of profit-sharing plan is at the disposal of employees annually or quarterly as soon as the profit-sharing is calculated, and are paid out in a cash bonus according to a predetermined formula. Which type of organisational incentive does this refer to?1. The deferred plan2. The distribution plan3. The combination plan4. The employee stock ownership planSaddika is the HR manager of a medium-sized IT company. The company follows a managerial approach to job stress within the organisation where managers identify potential problems that may become serious stressors and take steps to reduce or eliminate them. They use surveys and employee/group interviews in this process. Which approach is this?1. Preventative management2. Management by objectives3. Maintaining a productive culture4. Controlling the physical environment____________ is a physical or mental impairment that substantially limits one or more major life activities.1. Frailty2.Disability3. Disorder4. Incapacity __________ is a general state of physical, mental and emotional well-being, and ____________ is protecting the physical well-being of people.1. Health, safety2. Safety, health3. Wellness, security4. Health, wellnessThe knowledge, skills and abilities that underlie effective or successful job performance, which are observable, measureable and distinguish superior form average performance, are known as ____________.1. Individual-based competency2. Competences3. Capabilities4. Specific competenciesQuestions 18 and 19 are based on the following scenario:Brain University now employs more women and most of them are young mothers who are finding it difficult to balance their work and family life. During a management meeting, Penda, a line manager in one of the departments, complains that he is getting too many requests from young mothers to leave work early to collect their children from day care. He then adds, “If they want to have babies, why not stay at home. After all, women with babies belong at home, not in the workplace.” The room goes quiet and three women walk out of the meeting.Which one of the following diversity issues reflect Penda’s statement about young mothers?1. Stereotyping stems from the primary dimensions of diversity2. Assimilation stems from the primary dimensions of diversity3. Stereotyping stems from the secondary dimensions of diversity4. Assimilation stems from the secondary dimensions of diversityBased on Penda’s statement, which of the following diversity training exercises can be used to enhance diversity management at Brain University?1. Perceptual differences2. Problem-solving case studies3. Values clarification4. Personalising experiences South Africa has a diverse workforce. The workforce comprises different __________, which include black, coloured, Indian, Asian and white people who are classified according to common traits and customs.1. Population groups2. Culture groups3. Ethnic groups4. Race groupsAccording to extensive research, identifying employee competencies is a critical lever to produce performance excellence within an organisation, because,a) Competencies can integrate management practicesb) Competencies can distinguish and differentiate the organisationc) Competencies are inbornd) Competencies are measurable e) Competencies are based on personality traitsChoose the correct option.1. a, b and d2. a, b and c3. c, d and e4. b, d and eAccording to research, what are the main reasons why employers used competency-based rewards?a) It motivates people and encourage better performanceb) It minimises costs and maximises rewardsc) It increases flexibility amongst the workforced) It changes employee behavioure) It gives employees access to job progressionf) It gives employees access to training and development opportunitiesChoose the correct option. 1. a, b, d and f2. a, c, d and e3. b, c, d and e4. a, b, c and fMaking the shift to a competency-based HR focus involves 3 major phases namely planning and discovery, __________ and implementation1. Strategic architecture2. Development3. Strategic planning4. Deliberation _____________ is a planned systematic and comprehensive managerial process for developing and organisational environment in which all employees, with their similarities and differences, can contribute to the strategic and competitive advantage of the organisation, and where no one is excluded on the basis of factors unrelated to productivity.1. Diversity management2. Diversity planning3. Diversity strategising 4. Managing employment equityWhich of the following are some of the core commonalities of virtual organisations?a) Virtual organisations are characterised as those organisations in which the short nature of relationships with partners are salientb) In the virtual organisation, the core business activities are reduced, leaving the partners to focus on some of the key business functionsc) Virtual organisations are goal driven, not profit drivend) The core (or central organisation) is connected with the partners through technologye) Virtual organisations tend to be characterised as flexible, and their structure as transitory and fluidChoose the correct option.1. a, b and d2. c, d and e3. a, b and c4. b, d and eIn a virtual workplace, you find 3 forms of virtual work arrangements. Which of the following is NOT a virtual work arrangement?1. Telecommuting – people work away from the office, often at home2. Mobi-commuting – people work away from the office, but are linked via head phones on a constant basis3. Frontline – people work away from the office, most frequently at a customer’s site4. Cyberlink – teams of people (employees, customers, suppliers) are linked to the same process in a virtual spaceOnline Sharing & Trading is a large virtual organisation. Vusi has been appointed as the chief negotiator for Online Sharing & Trading’s yearly wage negotiations. Which of the following are regarded as important rules that Vusi needs to keep in md when negotiating in a virtual organisation?a) If there are other parties present in a virtual organisation – each party must keep to their own agendasb) Avoid virtual “flaming” if you have to express emotion, label the emotion clearly so the other knows what it is and what caused itc) Don’t assume turn-taking, it is impossible to synchronise offers and counter-offersd) Be sensitive to “entrenchment” in virtual negotiations and talk about it if it is happeninge) While it may be easier to use unethical tactics in a virtual negotiation, the consequences of doing so may be more severeChoose the correct option.1. a, b and e2. b, d and e3. b, c and d4. a, d and e______________ is the processing and sending of HR information by making use of computer networking and the internet.1. Electronic HRM2.Internect-mediated HRM3. Technologic HRM4. Computer-driven HRMSally is the supervisor of her unit. She is the person who takes charge and guides the performance and activities of her subordinates. Sally is a _______________.1. Follower2. Manager3. Leader4. Supervisor____________ is the attainment of organisational goals in an effective and efficient manner through planning, organising, staffing, directing and controlling organisational resources, and ___________ is the process of influencing people within an organisational context to direct their effort toward particular goals.1. Management, leadership2. Leadership, management3. Control, management4. Control, leadershipSection BQUESTION 1In the new world of work, employees are required to take personal responsibility for defining their own employment goals and aspirations and to make themselves employable.Describe employability and identify the typical employability attributes.Employability – a set of skills and personal attributes which makes individuals more likely to gain and sustain appropriate employment. A person’s ability to get employed.AttributesCareer self-managementEntrepreneurial orientationSociabilitySelf-efficiencyCulture competenceEmotional literacyCareer resilienceProactivityDescribe the factors that determine the success of an organisation’s career management efforts.- Career management must be planned – haphazard or ill – conceived attempts to manage careers will fail. Line managers and HR administrators who share the responsibility of effective career management must work together to ensure that the line and staff efforts are coordinated- Top management must support career management – such support comes from a climate that encourages promotion from within, the development of employee skills and the use of valid performance criteria for promotion decisions- Administrators must not omit/neglect any of career management’s many programmes and processes – these include organisational and individual plans, implementation and evaluation- Career match has been found to be the most critical factor in career management programmes. The program must seek to find a career match between the employer’s plans for the employee and the employee’s personal aspirations. Programmes that simply explain the organisation’s career plans to the employees but do not assist them in clarifying their own goals and developing a match between theirs and the organisation’s are likely to fail the employer and employee should negotiate a mutually acceptable outcome. If the employer addresses employees’ expectations early in their careers, employees may willingly modify their expectations. However, if differences are ignored, the employee may develop incompatible career plans which cause undesired turnover when they are not addressed by the employerQUESTION 22.1 Due to the fact that T&D is a complex system, it is essential to link it to the organisation’s objectives, goals and business strategies, if it is to add value to the bottom line. This process is known as strategic T&D. Discuss the 4 major stages in strategic T&D.Stage 1 – Strategise – During this stage HR and T&D managers work with line management to determine the strategic linkage between T&D and the strategic business plan.Stage 2 – The next stage involves planning. Here T&D objectives and expectations of T&D should be identified and specific measurable learning objectives created.Stage 3 – Having completed stage 2 it must now be decided how T&D will occur and how many resources will be needed.Stage 4 – The final step in the process will involve the evaluation of the process to determine to what extent the goals set in Stage 1 have been met2.2 Mean Constructions has recently appointed Mrs. Moneta as the HR director. Due to the growth of the organisation, new posts have been created, employees have been sent for training to upgrade their competencies, and there has been massive recruitment of new employees. Mrs. Moneta has now been requested by management to revisit the compensation design and to implement a new compensation system. What should be Mrs. Moneta’s objectives with the new compensation system?- Attract good/talented employees – wage/salary surveys to determine and benchmark against the “going-rate” in the market- Retain good/talented employees – a job evaluation system should be used that is seen as equitable by the employees- Motivate employees – reward good performance. Offer incentives- Comply with legal requirements – documenting HR records. Legislative requirements such as employment legislation2.3 Wellness programmes are designed to assist employees with their overall health. Identify the most common wellness activies which are offered by employees.Programmes to help employees to stop smokingHealth-risk appraisals, including blood pressure checks, cholesterol screenings, eye screenings, diabetes, asthma, repetitive strain injuries and stress managementSpecific programmes aimed at, for example, back care, nutrition, education, weight controlExercise/physical fitness facilities and programmesOff-the-job accident preventionLife-skills developmentQUESTION 3MJ Automobiles assemble Mercedes Benz vehicles for distribution to car dealers’ country-wide. With government involvement, the diversity of the workforce has increased from 18% to 50%. Management is concerned about the turnover rate of production employees. New employees cannot be trained fast enough. Overtime costs alone are causing a major budget problem for the departments. Even the recruitment of new employees seems to be in trouble. Disgruntled employees have spread the word that the company does not value the differences among work groups. There is no overt discrimination, but there is certainly an undercurrent that is affecting productivity. Management has requested you, the HR manager, to look into the above problems and report back to them.Explain how MJ Automobiles could have avoided this crisis.Managing diversity:A planned, systematic and comprehensive managerial process for developing an organisational environment in which all employees, with their similarities and differences, can contribute to the strategic and competitive advantage of the organisation, and where no one is excluded on the basis of factors unrelated to productivity.3.2 A pharmaceutical company in SA currently employs 10 sales representatives. Management have decided that the sales representatives do not need to be office bound and have approved their working-from-home arrangement. The company, however, requires the sales representatives to be at the office for the weekly sales meeting and a monthly video conference held with the owners in Honolulu. Mateo hears this arrangement and wishes he had the opportunity to work from home, but as a store manager, it might not be possible.3.2.1 Identify and explain the new work arrangement at the pharmaceutical company.Telecommuting – where people work away from the office, often at home3.2.2 It seems as if Mateo would also like to work from home. Explain why you think he will not be able to make such an arrangement work.As a Store’s manager, Mateo cannot work with such an arrangement as he cannot run or manage a stores department from home. He has to be on-site in order to manage his department.3.3 Kgosi took over the position as CEO from the founder and owner of Polokwane Select, a furniture company. He kept the company on tract and maintained the profit levels. However, a new furniture company entered the market and Kgosi realised that things had to change. He called a meeting with all supervisors and employees and asked for their input on what needs to be done to improve success of the company. After gathering all the input, he formed a strategic planning committee to conduct research into the company’s external environment, opportunities and constraints. He regrouped the employees to have experts in various functions working together on various tasks. This resulted in groups becoming empowered to make decisions without the approval of management. Kgosi also implemented an open door policy and invited the employees to come and talk to him if they have any suggestions or any problems they would like to discuss. By the end of 2015, Kgosi was proud to announce to his employees that the profit of Polokwane Select incrased by 143% and that he anticipates larger growth in the years to come.Is Kgosi a manager or a leader? Give reasons for your answer and provide examples form the case study.Kgosi is a manager:Planning and budgeting – establishing detailed steps & timetables as well as allocating resourcesOrganising and staffing – establishing a structure to achieve the plan, delegating authority and providing policies as well as proceduresControlling and problem-solving – monitoring and organisingProducing predictability and order – consistently achieving budgets and targets.Oct/Nov 2017Section A – Multiple-choice questionsWhat is the process called of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to the employees?1. Promotion management2. Performance appraisal3. Performance management4. Incentive management_______________ is a physical or mental impairment that substantially limits one or more major life activities.1. Frailty2. Disability3. Disorder4. IncapacityMotlatso is the newly appointed HR manager of Africa’s Best, a large consulting organisation. Motlatso has noticed that the organisation does not have a diverse workforce as 90% of the employees are black males. He has decided to speak to the CEO and shed some light on the advantages for organisations to embark on a diversity management process. Which one of the following is NOT an advantage?1. Tapping into a range of skills which the organisation never had before2. Enhancing local and regional competitiveness3. Enhancing communication and understanding between groups and individuals4. Promoting greater productivity as a result of employee job satisfactionDipono is the HR manager of Botsefela Cosmetics and Masego has asked him for advice on the type of internal staffing strategy that she should use. Dipono advised Masego to implement an internal staffing strategy where employees are placed in the position for which they are most qualified, because this approach is maximally responsive to the individual. Which type of internal staffing strategy is Dipono proposing?1. Vocational guidance strategy2. Pure selection strategy3. Compromise staffing strategy4. Selection ratio strategyDipono and Masego can follow various approaches towards internal staffing. One of these approaches is promotion, which not only entails the upward internal movement of an employee, but usually also involves greater responsibility and authority, and ad increased salary and benefits. Which one of the following are NOT valid criteria that can be used when deciding about which candidates to promote?1. Seniority 2. Performance3. Assessment centre results4. Leadership ____________ is the process and sending of HR information by making use of computer networking and the internet.1. Electronic HRM2. Internet-mediated HRM3. Technologic HRM4. Computer driven HRMWhich performance appraisal method provides clearer standards and feedback and seems to be relatively consistent and reliable in that different raters’ appraisals of the same person tend to be similar?1. Behavioural anchored rating scales (BARS)2. Management by objectives3. The critical incident method4. The ranking methodIf a manager conducts performance appraisals and is interested in determining how the person works with his/her colleagues and how he/she functions in a team environment, which performance criteria is he focusing on?1. Trait-based criteria2. Behaviour-based criteria3. Results or outcome based criteria4. In-basket exercises and assessment centreMosebudi was appointed as a chef in a large restaurant. He has been performing below standard, messing up orders, burning food and taking too long with the preparation of the food. You are the owner of the restaurant and you want to determine what the reason for Mosebudi’s poor performance is. The first step in this process of performance analysis would be to define employee expectations. What would the second step be?1. Identifying personal circumstances2. Identifying performance barriers3. Identifying causes of the poor performance4. Identifying work relations________ is an error that occurs when a rater’s values or prejudices distort the rating of an employee’s performance.1. Rating error2. Stereotyping 3. Rater bias4. Halo effect__________ is the process whereby people acquire capabilities to aid in the achievement or organisational goals.1. Training 2. Development 3. Education 4. LearningRead the following scenario and answer questions 12 to 14.Malekola has been appointed as the HR Manager of a large accounting firm. Her first task is to develop a proper T&D system within the organisation, as the previous HR manager did not keep any records and T&D was not administered or controlled in an appropriate or cost effective way.What is the first step Malekola needs to take in the development of a T&D system?1. Planning 2. Determining the budget3. Ensuring strategic alignment4. Conducting a needs assessment Malekola needs to collect certain data during the needs analysis phase. The following are all methods that she can use for this purpose, except?1. Participation2. Questionnaires3. Group discussion4. Advisory committeesAlso during the first phase of the development of a T&D system, T&D objectives need to be written. Which of the following is NOT an element of a well-written T&D objectives?1. Statement of outcome behaviour for example, what the employee will be able to do on completion of the T&D2. Description of the conditions under which the outcome behaviour is expected to occur3. Statement of the minimum level of achievement that will be accepted as evidence that the employee has accomplished what was required4. Statement of the specific training technique to be used to reach that objectiveWhich of the following is NOT a reason why organisations often resort to published wage surveys for information regarding the labour market, rather than conducting their own wage surveys?1. Published information can be obtained quickly, at low cost and with little effort by the organisation2. Using an organisation’s wage survey may cause problems in cases involving the labour unions3. Conducting a wage survey in an organisation may affect its employees morale4. Conducting wage surveys has become a science in recent years, few organisations have personnel capable of undertaking such a taskMamongae is an HR manager at a small accounting firm. She is busy with the process of job evaluation because the firm is experiencing financial problems and is looking at retrenching some employees. The firm needs to determine the relative worth of jobs within the company to decide which employees to retrench. The job evaluation method she is considering has the major advantage that it is fast and easy, inexpensive and easy to explain. Disadvantages to this method are that it is limited to smaller organisations, it assumes equal intervals between jobs and it is highly subjective. Which job evaluation method is Mamongae considering?1. Job classification method2. Job ranking method3. Point method4. Factor comparison method___________ is the pay that is based on how many skills employees have or how many jobs they can perform.1. Broadbanding 2. Skills-based pay3. Merit based pay4. Pay gradingMantwa is a sales representative for a large furniture shop in Gamasemola. She is compensated on a performance-based pay system whereby she receives 10% of all quarterly sales. This type of remuneration is called __________.1. Bonus 2. Commission3. Salary4. Incentive Sello is a lawyer. She overloads herself with work, as she is extremely ambitious and hardworking. She has worked herself to the point of workaholism, but after 5 years she has become exhausted. Sello suffers from _____________ burnout.1. Ambitious2. Frenetic3. Under-challenged4. Worn-outWhich of the following is NOT an essential element for an employee assistance programme to be successful?1. Awareness of the program2. Confidentiality3. Voluntary participation4. Lenient disciplinary procedureThe individual career management process can be divided into various steps. Choose from the options below the option that represents the correct sequence of steps.1. (a) assessing interests and abilities; (b) designing goals; (c) achieving career objectives2. (a) assessing aims and abilities; (b) implementing goals; (c) knowledge of existing opportunities3. (a) assessing skills and abilities; (b) knowledge of existing opportunities; (c) developing goals4. (a) assessing abilities and interests; (b) designing goals; (c) knowledge of existing opportunitiesMobito, a mobile company in Rankuwa is considering telecommuting of 6 marketing consultants in an attempt to reduce costs and time spent in traffic. Which one of the following skills is NOT required for a successful telecommuting employee?1. Time management skills2. Problem-solving3. Confidence and satisfaction to work with others4. Motivation and tendency to over performWhich type of incentives is at the disposal of employees annually or quarterly as soon as the profit-sharing is calculated, and are paid out as a cash bonus according to a predetermined formula?1. The deferred plan2. The distribution plan3. The combination plan4. The employee stock ownership planWhat is the general duty of the employer outlined in the Occupational Health & Safety Act 85 of 1993? Choose the correct option.1. To ensure a balance of employee work/life2. To ensure, so far as reasonably practicable, the health and safety and welfare of all employees of work3. To ensure that all employees are provided with the adequate equipment to enable them to do their job4. To review the effectiveness of health and safety measuresWhat are the 3 phases in the development of a T&D system? Choose the correct option.1. (a) planning; (b) delivery; (c) assessment2. (a) needs assessment; (b) practical delivery; (c) skills assessment3. (a) organisational analysis; (b) individual analysis; (c) evaluation4. (a) needs assessment; (b) design and delivery; (c) evaluationYou have been appointed as HR director of a large law firm which is struggling to retain talent. Due to a shortage of skilled employees, the organisation struggles to achieve the results set for the organisation. You decide to take a structured approach to retain talent in the organisation. Which option represents the correct order of steps to take to maximise your leadership role in retaining talent of the organisation?a) take actionb) set and communicate a strategyc) customise best practice in HR processesd) communicate and consulte) align efforts with the strategic goalsf) measure resultsChoose the correct option.1. a, b, c, d, e, f2. a, b, c, e, d, f3. b, c, e, d, a, f4. b, c, e, a, d, fWhich one of the following virtual work arrangements allows employees to work away from the office, most frequently at a customer’s site?1. Telecommuting2. Cyberlinking 3. Front line4. Virtual team workingWellness programmes ____________.1. Deal with the poor fitness and health of employees and prevent future health issues2. Deal with psychological problems and are effective when employees participate voluntarily 3. Require insurance coverage and deal with substance dependency as well as family problems4. Focus on the effective management of matters related to the physical safety of employees.As HR leader, Mogolo is continuously empowering, encouraging and teaching employees to take risks and to be innovative on an on-going basis. Which of the following leadership actions is she focusing on to maximise potential and achieve success in the organisation?1. Initiating action and developing existing employees2. Liberating thinking3. Generating confidence and engagement of workforce4. Anticipating actionDuring the end-of-year performance appraisal process, your manager rates a staff member in your department as a high performer because this staff member always arrives at work early. This staff member is however not a very good worker. Which rating error does your manager make in this instance?1. Halo effect2. Rater bias3. Strictness 4. LeniencySection BQUESTION 1Your friend, Manteku visited you as usual. However, you notice that she looks troubled and worried. You insist that she opens up and shares her worry with you. She tells you that her performance appraisal will take place on the following day and that she hates this appraisal activity. Manteku says she does not understand why her organisation always waste time on this activity, because she does not see what benefits this appraisal brings to t=either her or the organisation. She also adds that this activity is too formal and finds it boring. She further mentions that, in some cases, employees do not receive any feedback after this activity. It appears that this activity is only carried out as matter of formality.Explain the purposed and objectives of the performance appraisal to help Manteku to understand the importance of the performance appraisal activity.Evaluate objectives:Compensation decisionsStaffing decisions Evaluate selection systemDevelopmental:Performance feedbackDirection for future performanceIdentify T&D needsEmployee assistance programmes (EAP’s) have a broad and comprehensive approach to helping employees identify and solve their personal problems, regardless of the cause.Briefly discuss the 5 essential components of an effective EAP.- Awareness of the programme – all employees should be properly informed about the assistance offered by the organisation & what it includes.- Confidentiality – employees must believe that all information pertaining to their problems will be kept confidential by the counselor- Normal disciplinary problems – no employee should receive lenient or harsh treatment due to participation-Voluntary participation – employee must seek help voluntary for any change of success-Job security – no employee’s job will be affected by disciplinary or other actions due to their participation in the programme- Insurance coverage – both in-patient & out-patient treatment must be covered by insurance- Management support – management must provide written assurance that the company is committed to the process & they should support employees to make use of the programmes & if needed receive training on this.- Accessibility – employees must know how & for what types of problems they can seek & receive assistance.- Follow up – some problems will take years to correct, though most can be rectified in a number of months. Periodic follow up, whether by in-house counselors or outside agencies, is critical to a high recovery rate.- Separate location – the programme should be located away from the workplace to help ensure privacyQUESTION 22.1 Rebotile is an owner of a fashion design business. She has employed 15 people in different capacities. Rebotile feels that the company has always paid good salaries and the staff members have nothing to complain about. Her line manager, Lethabo, informs her that she intends to resign as she feels that the compensation system is not addressing her needs. You are Rebotile’s friend and you work as an HR manager at a large advertising company.a) Explain what you understand by compensation.Extrinsic rewards such as salary and benefits, also intrinsic rewards such as achieving personal goals, autonomy and more challenging job opportunities b) Explain to Rebotile the objectives of any compensation system and how she can achieve them.- Attract good/talented employees – wage/salary surveys to determine and benchmark against the “going-rate” in the market- Retain good/talented employees – a job evaluation system should be used that is seen as equitable by the employees- Motivate employees – reward good performance, offer incentives- Comply with legal requirements – documenting HR records. Legislative requirements such as employment legislationc) Rebotile tells you that she does not know how she can differentiate the worth of jobs in the organisation. Discuss the process she can use to determine the value of each job in her organisation.Job evaluation is the process of systematically analysing jobs to determine the relative worth of jobs within the organisation. This analysis is the basis of a job hierarchy and pay ranges. Through job evaluation, management can recruit productive employees to fill positions and maintain internal perceptions of pay equity by paying each position fairly in comparison with all other positions within the organisationd) Which of the individual incentive plans would you recommend for sewing machine operations? Motivate your answer.Piece-rate system – work paid according to the number of units produced – if Rebotile pays the sewing machine operators per unit they produce, they might be motivated to produce more units than if they receive a standard salaryQUESTION 33.1 Batho Pele Bank has been in existence for 10 years and has a total staff component of 187 employees. In recent months there has been an increasing number in off sick employees, some of them feel tired when they arrive at work and often cannot cope with their work. Paul, who is the manager of the Bank, is complaining of being stressed because he must work overtime to cover for his subordinates that are off sick.As HR manager, suggest any 5 personal strategies that will assist Paul in controlling his stress levels.- Meditation – the use of transcendental meditation to enter a state of mental relaxation. It reduced anxiety & improves work performance but it has many distractions- Exercise – are very cheap and effective, eg jogging, but requires time and commitment- Eat healthy – eating balanced diets will improve immunity, however it is costly- Seeking counseling – use of hypothesis, reduce stress & less expensive, however it requires confidentiality- Extended leave – vacations & sabbatical leave, help rejuvenate employees3.2 Discuss personal and organisational problems of dual-career couples.- Conflicting alternatives – advancing the husband’s/wife’s career often means moving in different geographical directions, resulting in a crisis over whose career is more important. Problems with the “trailing spouse” can be difficult.- Reluctance to approach the company – many dual-career couples see their employers’ policies as rigid and are reluctant to discuss their problems with a boss. They may feel that openness about their career problems may harm their chances of advancement.- Possibility of a no-career couple – as downsizing continues in SA an increasing number of couples are both retrenched within the same time period, sometimes from the same company.- Family vs work – who assumes the responsibility for raising the children when both the husband and wife hold professional jobs that may require working evenings and weekends? More specifically, who stays home when the children are sick? Who helps with their homework and other activities?- Lack of experience with conflict resolution – many couples lack the skills necessary to solve career-family crises, such as when to begin a family or how to divide the family responsibilities of shopping and cooking- Baby panic – should the dual-career couple have children and, if so, when? Sometimes referred to as the 30-year baby panic, this problem is inevitably faced by professional couples who postpone having children in their 20s for the sake of their careers – the trend nowadays is to have children at an even later stage.Patience and Joseph face these problems, especially family vs work and reluctance to approach the company. ................
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