So, how are things? Have another exciting week in HR? Get any studying done?
Okay, I know you just want to know the answer to last week’s question – I’ll get there momentarily… unless of course you scroll down and ignore this next bit ;)
This Week
Previously, I had told you about the SCORE methodology as an approach to tackle the questions on the NPPA. This is because the NPPA is not a multiple choice test, but rather a number of short case studies with 4 answers that require independent evaluation.
On our Facebook group, Jessi took the following approach in answering last week’s question:
A-I think this answer is too general
B-I think this is a possible answer, but it depends on what market you are trying to find out if you are competitive in.
C- I think this is the most logical, as it would produce quick turn-around, and is specific to the type of work the Calgary plant actually does. As they are a small company, they probably don’t want to spend too much money and time on this.
D-I agree with Joy, in saying that the other industries are irrelevant, and I think just the area of Calgary is too small.
This is a great example of independently evaluating each question! But was Jessi right? Was C the answer?
Yes.
Here is the formal answer:
Since the company wants to review its competitive standing annually, answer C is more likely to provide industry specific and replicable data, from year-to-year for all levels in the organization. While it might represent a larger geographic area than required, it does focus on the meat processing industry.
Week 3 Update
Q:
You are an HR Manager for a non-union cabinet-making facility in West Toronto. A Floor Supervisor wants to terminate an employee who has been performing at a sub-par level.
However, you learn that the employee suffers from bi-polar depression. You are concerned because the employee has suicidal thoughts. What should you do?
A) Request that the employee provide medical documentation from his/her doctor as to their ability to perform full-time or modified duties.
B) Terminate the employee.
C) Refer the employee to the company EAP provider for immediate attention/treatment.
D) Send the employee home on paid sick benefits until fully recovered.
The answer will be posted next week. In the meantime, I look forward to your answers on our Facebook Group: Canadian HR Press – Guides & Resources
That is all for this week,
Ian |
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