dec '22 - practice exam

Question 1

What is Human Capital as defined by the Watson Wyatt Index studied in class? (2 points)

Answer 1

(Gemini) In essence:

Intellectual capital is the “what”, the knowledge and skills employees possess.

Social capital is the “how” - how employees interact and collaborate.

Organizational capital is the “where” - the systems and processes that capture and leverage knowledge.

All three types of human capital are interconnected and contribute to an organization’s overall success. When effectively developed and managed, they lead to a more productive, innovative, and adaptable workforce

Question 2

Explain the role of the HR business partner within an organization, and how this differs from the more traditional role of HR Management. (2 points)

Answer 2

HRM as a strategic
business partner
(transformational HR)

“Business person with expertise in human resources with the key responsibility
to provide progressive, value-added solutions through collaboration and
partnership with business leaders in the identification, prioritization and
building organization capability, behaviours, structures, culture and processes
that deliver on the business strategy”.

along Ulrich model, can be :

Strategic Partner,
Change Agent,
Amdinistrative expert,
Employee Champion

HRBP will also help align HR strat to company general strat

Question 3

What are the main steps involved in strategic workforce planning for HRM and why is
it important? (3 points)

Answer 3

1. Strategic PLanning
2. Current workforce analysis
3. future requirement analysis
4. Gap analysis
5. Workforce action planning
6. Execute and monitor

Why bother?
– Employee retention
– Talent identification
– Identification of skill gaps
– Meeting financial targets (revenue shortfalls and budget cuts)
– Prepare for the future: advance planning
– Forecast challenges (labour supply, workforce demographics)

Question 4

Employee appraisals can be useful to measure performance and establish future objectives.

What does this involve?

Which steps can the HR Manager take to ensure maximum benefits for both the employee and the company?
(3 points)

Answer 4

Annual appraisal
* Analysis of the year
* Consideration of the future (short, medium or long term)
* Based on (SMART) objectives
* Training to be undertaken
* Behaviour/competencies/potential
* 180 degrees feedback (Manager, colleagues)
* 360 degrees feedback

After Review, (1), :

(2) : analysis of needs (company) and wishes (employee) -dev of competencies and prof evolution
(3) POssible solutions :
-Prof project/analysis of steps to do so
- dev plan
- advice on prof evolution

Question 5

Why is training staff important within an organization?

How has training evolved in recent years? (2 points)

Answer 5

Law of 16 July 1971: professional training is an obligation for all companies

Training = a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job

investing in employee..Could build loyalty…??

2014 : CPF
Law of sept 2018 : law for the freedom to choose one’s career :
CPF account credited 500-800 euros per year for training/prof reconversion/prof evolution advice

Question 6

What is talent management and what does it entail?

Give an example of how talent can be developed within an organization.
(2 points)

Answer 6

Talent management = anticipating risks
ex.
- insufficient talent for objectives
- inadaptation in transition to new role
- vacant strategic roles
- inadequate/incompetent successors

Proposed model for talent management
* Attract
* Recruit
* Retain
* Develop
* Recognize
* Comparing mngt practices

Question 7

Why are health & safety considerations critical for HRM?

What are the potential sources
of psycho-social risks?
(3 points)

Answer 7

DUERP Law No. 91-1414 31 Dec. 1991: all organizations have an obligation of security.
Must take necessary measures to protect employees’ health. Employer must evaluate risks

Psychosocial risks arise from:
* Poor work design
* Organisation and management
* Poor social context of work
* Unfair treatment at work
May result in negative psychological, physical and social outcomes such as work-related stress, burnout or depression.

Question 8

What are the advantages of an inclusive work environment, and a diverse team?
(3 points)

Answer 8

INCLUSIVE
Inclusive organisations are 3 times more likely to perform well financially & twice as likely to meet or exceed financial targets (Deloitte, 2018).

Team can therefore:
– embrace dissent
– engage in regular deliberation
– discuss ideas in a manner that is comfortable and allows for improved business outcomes as well as team member growth

DIVERSE
* Diverse cultural perspectives can inspire creativity and drive
innovation
* Local market knowledge makes a business more competitive and
profitable
* Cultural sensitivity & insight means higher quality, targeted marketing
* Drawing from a culturally diverse talent pool increases the potential to attract and retain the best talent
* Diverse teams are more productive and perform better
* Diverse teams are better at risk assessment
* Reputational advantages, and a stronger employer brand.