Hard to believe how close the exam is getting isn’t it? Spring will soon be here and the weather will be getting better, so now more than ever a strategy needs to be in place.
Look at the exam date on your calendar. Now look at what time you can dedicate to studying between now and then – by committing to study time like you would for any other priority, you can ensure that the necessary time to prepare is allotted.
This Week
I just want to say it is great to see the amount of collaboration taking place on the Facebook group: Canadian HR Press – Guides & Resources.
I think that everyone involved on the discussion boards is definitely benefitting from it. What I particularly like is seeing the justifications typed out – this shows the thought process that was taken in evaluating each question, which is critical to success on the NPPA.
That being said, most people seemed to feel that the answer to last week’s question was C.
That is correct!
Here is the formal answer:
You have been identified as an HR Manager in this scenario. You may or may not have expertise in mental health, but this is certainly outside of your area of responsibility.
EAPs are often third party providers that are trained in assessing, and making referrals, to employees with mental/emotional/psychological disorders. Also, the immediacy and confidentiality from an EAP is important and further reduces your liability. Given the scenario, this is the best option for the employee and the company.
Week 4 Practic
You have been hired as an HR consultant for an online marketing/ SEO firm. The firm, like the online market, has grown over the past decade. During this growth, the firm has remained very male-dominated.
Over the past 5 years, there has been an effort to recruit more female employees. You review the turnover trends and realize that the retention rates for female staff members is much lower than male employees. With this knowledge, what would be the best course of action to take?
A) Research this matter by contacting former female staff members to find out the ‘real’ reasons they left.
B) Interview current females of the firm and ask them their opinion of working at this particular firm.
C) Establish and implement a promotional campaign internally, outlining ‘why it is great to be a female employee at this firm’.
D) Perform a systematic review policies, procedures, processes, and rewards of work at this firm.
Alright – go to it! I look forward to hearing the rationales you come up for in evaluating this question.
The answer will be posted next week on our Facebook Group: Canadian HR Press – Guides & Resources
Have a good week,
Ian |
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