Question :
Q1. Provide two specific effects the banking issues in Europe could have on HR requirements in Australia.
Q2. Why it important is that line managers are consulted when identifying HR needs?
Q3. The HR department has submitted a job advertisement that requests a ‘mature’ individual with extensive experience in C+ programming. Is this advertisement breaching the EEO and anti-discrimination legislation?
Q4. The HR department has decided that a female employee with the relevant experience is not suitable for a promotion because she has responsibilities towards her family and that could impact on her ability to make all morning meetings. Is the HR department complying with all relevant legislation?
Q5. When an organisation has an employment agreement in place an award is not applicable. What aspects of an award still need to be observed?
Q6. A HR strategy “Strengthen staff engagement” is about to be implemented. What actions could an organisation instigate to ensure the success of this strategy?
Q7. Why would employee engagement be the responsibility of line managers?
Q8. What is likely to result if the employees are not communicated with regarding the changes in services that directly affect their roles and responsibilities?
Q9. An organisation is facing difficulty with a service provider that is not performing a particular function. The service provider is saying it was not stipulated and the organisation is stating that it is an expected standard. How could this situation have been avoided?
Q10. Why is it important that an organisation and service provider negotiate the terms and conditions of service delivery in the SLA?
Q11. A SLA stipulates that a sales person must be able to convert 80% of inbound calls into sales. How would the HR department measure the performance and determine the gaps?
Q12. What steps could be taken by the HR department to monitor the quality of service delivery to achieve an 80% conversion rate?
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