What are the real questions and answers for the Human Resources Examination in May 2011?

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1. Short answer questions (***2 questions in this question, the first question is 15 points, the second question is 12 points, ***27 points)

1. Briefly describe the specific working steps of application analysis and action research methods. (15 points)

2. Briefly describe what contradictions often occur in the process of performance management? How should these contradictions be resolved? (12 points)

2. Calculation questions (1 question in this question, ***20 points. Calculate according to the meaning of the question first, and then conduct necessary analysis. Only the calculation results without the calculation process will not be scored)

A company carried out recruitment activities in March this year. The recruitment results and recruitment expenditures are shown in Table 1 and Table 2. Please calculate the total cost utility, recruitment cost utility, recruitment completion ratio, employment ratio and application ratio of this recruitment. (20 points)

Table 1 Recruitment statistics

Recruitment position Number of planned recruits Number of applicants Number of participants in the test Number of candidates Number of hires

Marketing director 3 100 90 9 3

Production supervisor 2 90 70 7 2

Human resources supervisor 1 80 60 5 1

Table 2 Recruitment fee breakdown

Recruitment stage cost items

Recruitment plan design Plan design fee: 20,000 yuan

Recruitment advertising fee: 10,000 yuan

Recruitment implementation Recruitment test fee: 20,000 yuan< /p>

Candidate souvenirs: 2,700 yuan

Entertainment expenses: 5,000 yuan

Miscellaneous expenses: 3,500 yuan

Recruitment physical examination fee: 10,000 yuan

Family resettlement fee: 5,000 yuan

3. Comprehensive analysis questions (this question has 2 questions, the first question is 18 points, the second question is 15 points, ***33 points )

1. A company that produces kitchenware and fireplace equipment has 150 employees. In recent months, due to product quality issues. The company has lost three major customers. An investigation found that the defective rate of the company's products was 12%, twice the industry average. To this end, Zhang Ping, the training director of the human resources department, developed a training plan on quality control, with the goal of reducing the defective rate below the industry average. Manager Zhang issued a notice to all front-line supervisors, asking them to check their work records, determine which employees had quality problems in their operations, and send them to participate in project training. The notice is also accompanied by a course syllabus, and the training situation is as follows:

Training goal: Reduce the defective rate to the industry average within 6 months.

Training location: the company’s restaurant.

Training time: 8 working hours, divided into 4 units, one unit per week, specifically arranged after breakfast and before lunch.

Training methods: teacher lectures, student discussions, case studies and film demonstrations. When preparing the course, the teacher prints and distributes many contents in the handouts to each student so that the students can prepare the content of each chapter. During the training process, the trainees spent considerable time discussing the cases at the end of each chapter in the textbook.

Training number: There should have been about 50 employees participating in the training, but on average only about 30 attended each training. Most front-line supervisors emphasized the importance of production to Manager Zhang. Some trainees told Manager Zhang, Those who really needed training are back on the shop floor.

Supervisor Zhang has not been to the training site in person because he is too busy with work. After the training, the defective rate of products did not change significantly. Company leaders were very disappointed that the training did not achieve its intended goals.

Based on the above case, answer the following questions:

(1) What are the reasons that lead to the lack of effective training in this company? (10 points)

(2) ) What methods can the training supervisor use to collect training effect information? (8 points)

2. In early June last year, representatives of Company A and the trade union representatives signed a draft collective contract through collective consultation. Among them, the terms on wages and working hours stipulate that the monthly salary of all employees of the company shall not be less than 2,000 yuan. On June 17, Company A submitted the collective contract text and explanatory materials to the local labor administration department for registration, review, and filing. The labor administration department did not raise any objection within 15 days. The collective contract shall take effect automatically and shall be published in the company.

At the end of July last year, Liu applied for a job at Company A and was hired. The company signed a two-year labor contract with Liu on August 1, which stipulated that his monthly salary was 1,500 yuan. More than a month later, while chatting with his colleagues, Liu accidentally learned that the company and the labor union had entered into a collective contract, stipulating that the monthly salary of employees should not be less than 2,000 yuan. Liu believed that his salary standard was lower than what was stipulated in the collective contract, so he negotiated with the company and asked for a raise.

But the company always disagreed, and Liu refused to accept it. In mid-October of that year, he filed a complaint with the local labor dispute arbitration committee, requiring Company A to perform the labor contract in accordance with the monthly wage standard of 2,000 yuan stipulated in the collective contract, and to make up for the period from August to October last year. Part of the labor remuneration that is lower than the monthly wage standard stipulated in the collective contract.

Please comment on this case. (15 points)

IV. Project design questions (2 points each, ***20 points)

In order to design a job wage system, a machinery manufacturing company plans to design production positions Make a comprehensive evaluation.

Please design the grading standards for the two important evaluation indicators of "safety production responsibility" and "raw material consumption responsibility" and fill them in Table 3 and Table 4 (requirement: the evaluation standards are divided into five levels , and clearly define each level).

(20 points)

Table 3 Safety Production Responsibility Index Grading Standard Table

Grade Grading Definition

1

2

3

4

5

Table 4 Grading standard table for raw material consumption responsibility indicators

Grade Grading Definition

1

2

3

4

5