Human Resource Management

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AS USED IN DECAS

INDIVIDUAL SERIES EVENTS

SAMPLE ROLE PLAYS

2012 EDITION

HUMAN RESOURCESMANAGEMENT


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Human ResourcesManagement

Individual Series Events

DECA Images

1908 Association Drive

Reston, Virginia 20191-1594

DECA Images

Published 2012 by DECA Images. Copyright 2012 by DECA Inc.

No part of this publication may be reproduced for resale without written permission

from the publisher.

Printed in the United States.


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Human Resources Management

TABLE OF CONTENTS

Introduction .....................................................................................................................3

Role Plays

Role Play #1 ...............................................................................................................5

Role Play #2 .............................................................................................................11

Role Play #3 .............................................................................................................17

Role Play #4 .............................................................................................................23

INTRODUCTION

This publication is designed to assist DECA members and their local chapter advisors in preparing for the Individual Series

Events. This document will be useful in preparing students for local, state and international competition by familiarizing

them with the format, structure and evaluation tools used in international competition. This series of events is presented as

an example of the types of events in which a student might expect to participate at the International Career Development

Conference. The competitive events found herein, however, are not representative of all performance indicators that the

student may be expected to demonstrate on the international level. A complete list of performance indicators upon whichthe events are written can be found at www.deca.org/competitions/2/.

PROCEDURE

An individual series event consists of two major parts: a written comprehensive exam and two preliminary role-playing

events. A third role-play activity will be given to nalists.

The comprehensive exam is a 100-question multiple-choice test developed especially for each series based on the

knowledge, skills and attributes associated with the particular occupation. Exams from previous years are available for

sale through DECA Images at www.deca.org/shop.

In the role-playing portion of the event, participants must accomplish a task by translating what they have learned into

effective, efcient and spontaneous action.

The participant is given a situation to review. It may indicate a product or service to sell, a merchandising decision or a

problem in communication and interpersonal skills. Participants are allowed 10 minutes to review the situation and to

develop a professional approach to solving the problem.

Up to 10 minutes are then allowed for the participant to be examined by a competent judge and asked to explain how

(s)he would solve the situation or problem. The judge is a qualied business executive playing the role of second party

in the situation. Following the examination, the judge evaluates the participants responses and records the results on an

evaluation form which has been developed specically for each competitive event.


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PREPARATION

In order for DECA members to realize success in competition, DECA advisors are encouraged to care-

fully plan curriculum which will contribute to student success in the competency based competitive

events and to provide real world experiences specically necessary in the occupational area for which

the student has a career interest.

Competency based competitive events are intended to be a motivational tool used by the DECA advisor

to encourage student learning. The success of the members participation in competency based competi-

tive events directly relates to the experiences (s)he has gained in the classroom and / or at the training

station.

As the local, district, state or international competitive event approaches, the advisors are encouraged to

further prepare the competitor in tasks such as the following:

Prepare yourself mentally.

The competitor should get sufcient sleep the night before competition so that (s)he will be mentally

alert and able to concentrate on the activities.

Dress appropriately.

Professional dress should be worn to all conference sessions. Please note: Competitors at the ICDC must

wear an ofcial DECA blazer during interaction with the judges. Ofcial DECA blazers are sold through

DECA Images.

Follow the program agenda.

Competitors should carefully follow the program agenda provided at the conference. (S)he should locate

the event room beforehand and arrive at the site early enough to be acclimated to the environment, re-

laxed, etc. Competitors must be on time for each event.

Use preparation time wisely.

Competitors should take advantage of the time provided for each activity of the event. During the writ-

ten tests, the competitor should think through each item completely and carefully while gauging the time

appropriately. If time allows, recheck the answers. While preparing for role play events, competitors

should use all the time allotted constructively.


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CAREER CLUSTER

Business Management and Administration

CAREER PATHWAY


INSTRUCTIONAL AREA


HUMAN RESOURCES MANAGEMENT SERIES EVENT

PARTICIPANT INSTRUCTIONS

PROCEDURES

1. The event will be presented to you through your reading of these instructions, including the

Performance Indicators and Event Situation. You will have up to 10 minutes to review this

information to determine how you will handle the role-play situation and demonstrate the

performance indicators of this event. During the preparation period, you may make notes to use

during the role-play situation.

2. You will have up to 10 minutes to role-play your situation with a judge (you may have more than

one judge).

3. You will be evaluated on how well you meet the performance indicators of this event.

4. Turn in all your notes and event materials when you have completed the role-play.

PERFORMANCE INDICATORS

1. Determine factors affecting business risk.

2. Describe phases of human resource management.

3. Describe planning techniques used in the hiring process.

4. Assess employee skills.

5. Obtain needed information efciently.


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EVENT SITUATION

You are to assume the role of director of human resources at 1ststoppharmacy, a regional pharmacy

chain. The president of 1st stop pharmacy (judge) has asked for your analysis and recommendations

regarding a hiring issue.

1ststoppharmacyis a regional pharmacy chain with 400 stores located in nine states. For forty years, 1st

stophas served the well-being needs of its customers with over-the-counter and prescription medications,

cosmetics, photo, household and basic electronic products.

Two years ago, the human resources department located in the corporate headquarters of 1ststop,hired

an individual to manage one of its retail stores. Three weeks ago, during a semi-annual meeting of all

store managers, it was accidentally discovered that the manager hired two years ago had lied about her

qualications on her rsum. Following corporate policy, that manager was immediately dismissed.

In a research study involving rsum fraud, 46 percent of reference checks by prospective employers

revealed discrepancies between what the applicant provided and what the source actually reported.(Challenger, Gray & Christmas Inc., 2010) The president of 1ststop (judge) is aware of the recently

terminated manager, as well as the research regarding rsum fraud.

The president (judge) is concerned about the impact that the increase in rsum fraud may have on 1st

stopand has asked to meet with you to obtain your analysis and recommendations regarding the issue.

Specically:

describe the impact that rsum fraud can have on the business and an applicant

identify potential red ags on rsums that could be an indication of possible fraud

list and explain sources that human resources managers can utilize to verify the accuracy andtruthfulness of information provided on rsums and applications

You will present your analysis and recommendations to the president (judge) in a role-play to take place in

the presidents (judges) ofce. The president (judge) will begin the role-play by greeting you and asking

to hear your ideas. After you have presented your analysis and have answered the presidents (judges)

questions, the president (judge) will conclude the role-play by thanking you for your work.


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JUDGES INSTRUCTIONS

DIRECTIONS, PROCEDURES AND JUDGES ROLE

In preparation for this event, you should review the following information with your event manager and

other judges:

1. Procedures

2. Performance Indicators

3. Event Situation

4. Judge Role-play Characterization

Participants may conduct a slightly different type of meeting and/or discussion with you each time;

however, it is important that the information you provide and the questions you ask be uniform for

every participant.

5. Judges Evaluation Instructions

6. Judges Evaluation Form

Please use a critical and consistent eye in rating each participant.

JUDGE ROLE-PLAY CHARACTERIZATION

You are to assume the role of president of 1st

stoppharmacy,a regional pharmacy chain. You have askedyour director of human resources (participant) for an analysis and recommendations regarding a hiring

issue.

1ststoppharmacyis a regional pharmacy chain with 400 stores located in nine states. For forty years, 1st

stophas served the well-being needs of its customers with over-the-counter and prescription medications,

cosmetics, photo, household and basic electronic products.

Two years ago, the human resources department located in the corporate headquarters of 1ststop,hired

an individual to manage one of its retail stores. Three weeks ago, during a semi-annual meeting of all

store managers, it was accidentally discovered that the manager hired two years ago had lied about her

qualications on her rsum. Following corporate policy, that manager was immediately dismissed.

In a research study involving rsum fraud, 46 percent of reference checks by prospective employers

revealed discrepancies between what the applicant provided and what the source actually reported.

(Challenger, Gray & Christmas Inc., 2010) You are aware of the recently terminated manager, as well as

the research regarding rsum fraud.


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You are concerned about the impact that the increase in rsum fraud may have on 1ststopand have asked

to meet with the human resource director (participant) to obtain his/her analysis and recommendations

regarding the issue. Specically:

the impact that rsum fraud can have on the business and the applicant

potential red ags on rsums that could be an indication of possible fraud sources that human resources can utilize to verify the accuracy and truthfulness of information provided

on rsums and applications

The human resources director (participant) will present his/her analysis and recommendations to you in

a role-play to take place in your ofce. You will begin the role-play by greeting the director (participant)

and asking to hear about his/her ideas.

During the course of the role-play you are to ask the following questions of each participant:

1. To what extent does the current level of unemployment affect the occurrences of rsum and

application fraud?

2. Should employees always be terminated if it is discovered that they misrepresented their

qualications at the time they were hired? Please explain.

Once the director of human resources (participant) has presented the analysis and recommendations and

has answered your questions, you will conclude the role-play by thanking the director (participant) for

the work.

You are not to make any comments after the event is over except to thank the participant.

Red ags that could indicate possible rsum fraud include:

Broad, vague answers to specic questions

Refusing to say to whom they reported at previous jobs citing condentiality

Unwillingness to provide specic dates for employment or education

Gaps in employment history

(Cari Tuna, Wall Street Journal; 11/13/2008)


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JUDGES EVALUATION INSTRUCTIONS

Evaluation Form Information

The participants are to be evaluated on their ability to perform the specic performance indicators stated

on the cover sheet of this event and restated on the Judges Evaluation Form. Although you may seeother performance indicators being demonstrated by the participants, those listed in the Performance

Indicators section are the critical ones you are measuring for this particular event.

Evaluation Form Interpretation

The evaluation levels listed below and the evaluation rating procedures should be discussed thoroughly

with your event chairperson and the other judges to ensure complete and common understanding for

judging consistency.

Level of Evaluation Interpretation Level

Exceeds Expectations Participant demonstrated the performance indicatorin an extremely professional manner; greatly exceeds

business standards; would rank in the top 10% of

business personnel performing this performance

indicator.

Meets Expectations Participant demonstrated the performance indicator

in an acceptable and effective manner; meets at least

minimal business standards; there would be no need

for additional formalized training at this time; would

rank in the 70-89thpercentile of business personnel

performing this performance indicator.Below Expectations Participant demonstrated the performance indicator

with limited effectiveness; performance generally fell

below minimal business standards; additional training

would be required to improve knowledge, attitude

and/or skills; would rank in the 50-69thpercentile

of business personnel performing this performance

indicator.

Little/No Value Participant demonstrated the performance indicator

with little or no effectiveness; a great deal of formal

training would be needed immediately; perhaps this

person should seek other employment; would rank in

the 0-49thpercentile of business personnel performing

this performance indicator.


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JUDGES EVALUATION FORMHRM

DID THE PARTICIPANT:

1. Determine factors affecting business risk?

Little/No Value Below Expectations Meets Expectations Exceeds Expectations

0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to determine factors

affecting business risk were

inadequate or weak.

Adequately determined factors

affecting business risk.

Effectively determined factors

affecting business risk.

Very effectively determined

factors affecting business risk.

2. Describe phases of human resources management?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to describe phases of

human resources management

were inadequate or weak.

Adequately described phases of

human resources management.

Effectively described phases of

human resources management.

Very effectively described phases

of human resources management.

3. Describe planning techniques used in the hiring process?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to describe planning

techniques used in the hiring

process were weak or incorrect.

Adequately described planning


process.

Effectively described planning


process.

Very effectively described

planning techniques used in the

hiring process.

4. Assess employee skills?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to assess employee

skills were inadequate orunclear.

Adequately assessed employee

skills.

Effectively assessed employee

skills.

Very effectively assessed

employee skills.

5. Obtain needed information efciently?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to obtain needed

information efciently were

inadequate or weak.

Adequately obtained needed

information efciently.

Effectively obtained needed


Very effectively obtained needed


6. Overall impression and response to the judges questions.


0, 1, 2 3, 4, 5 6, 7, 8 9, 10

Demonstrated few skills;could not answer the judges

questions.

Demonstrated limited ability tolink some skills; answered the

judges questions adequately.

Demonstrated the speciedskills; answered the judges

questions effectively.

Demonstrated skills condentlyand professionally; answered the

judges questions very effectively

and thoroughly.

Judges Initials TOTAL SCORE


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CAREER CLUSTER


CAREER PATHWAY


INSTRUCTIONAL AREA




PROCEDURES







one judge).




1. Discuss factors that impact human resources management.

2. Analyze employer expectations in the business environment.

3. Show empathy for others.

4. Explain the nature of benet plans.

5. Assist with establishment of work rules.


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EVENT SITUATION

You are to assume the role of a human resources assistant at LandmarkInsurance, a mid-size insurance

company. Your human resources manager (judge) has asked you to analyze and make appropriate

recommendations regarding a current human resources policy.

LandmarkInsuranceis a regional insurance company that sells auto, home, health and life insurance to

individuals in seven states. The company has many agents who sell the services throughout the region in

addition to eighty-ve ofce and administrative employees who staff the corporate headquarters.

Last Tuesday at the corporate headquarters, an administrative employee telephoned his department

manager to report that he would not be coming in to work that day because he was not feeling well and

was taking one of his paid sick days. Later that day, you happened to be talking with one of the co-workers

from the absent employees department who told you that he stayed home to care for an elderly sick parent

who lives with him.

Landmarkssick day policy is as follows:

Sick days are provided for the illness of the employee, their spouse or children. Employees will

be eligible for paid sick days after six months of employment. Full-time employees receive ten sick

days per year and will be eligible for ve additional sick days in every succeeding calendar year.

Sick days may be accumulated from year to year to a maximum of thirty days.

When the employee returned to work the next day, the human resources department informed him that he

would not be paid for the sick day he requested because he violated sick day policy. The employee was

very upset and replied that other employees have been granted paid sick days even though they or their

spouse or children were never actually sick.

The human resources manager (judge) is very concerned about this incident and has asked to meet with

you to obtain your analysis and recommendations regarding current sick day policy. Specically:

Describe the impact that this incident could have on the employees and the business.

Analyze the appropriateness of the current sick day policy from the standpoint of the employees and

the business.

Prepare recommendation(s) to prevent an incident such as the one described from happening in the

future.

You will present your analysis and recommendations to the human resources manager (judge) in a role-play to take place in the managers (judges) ofce. The manager (judge) will begin the role-play by

greeting you and asking to hear your ideas. After you have presented your analysis and recommendations

and have answered the managers (judges) questions, the manager (judge) will conclude the role-play by

thanking you for your work.


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JUDGES INSTRUCTIONS



other judges:

1. Procedures


3. Event Situation




every participant.





You are to assume the role of human resources manager at LandmarkInsurance, a mid-size insurancecompany. You have asked your human resources assistant (participant) to analyze and make appropriate

recommendations regarding a current human resources policy.

LandmarkInsuranceis a regional insurance company that sells auto, home, health and life insurance to

individuals in seven states. The company has many agents who sell the services throughout the region in

addition to eighty-ve ofce and administrative employees who staff the corporate headquarters.

Last Tuesday, at the corporate headquarters, an administrative employee telephoned his department

manager to report that he would not be coming in to work that day because he was not feeling well and

was taking one of his paid sick days. Later that day, the human resources assistant (participant) happened

to be talking with one of the co-workers from the absent employees department who indicated that theemployee stayed home to care for an elderly sick parent who lives with him.

Landmarkssick day policy is as follows:


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Sick days are provided for the illness of the employee, their spouse or children. Employees will

be eligible for paid sick days after six months of employment. Full-time employees receive ten sick

days per year and will be eligible for ve additional sick days in every succeeding calendar year.

Sick days may be accumulated from year to year to a maximum of thirty days.

When the employee returned to work the next day, the human resources department informed him that hewould not be paid for the sick day he requested because he violated sick day policy. The employee was

very upset and replied that other employees have been granted paid sick days even though they or their

spouse or children were never actually sick.

You are very concerned about this incident and have asked to meet with your assistant (participant) to

obtain his/her analysis and recommendations regarding current sick day policy. Specically:

the impact that this incident could have on the employees and the business.

the appropriateness of the current sick day policy from the standpoint of the employees and the business.

recommendation(s) to prevent an incident such as the one described from happening in the future.

The human resources assistant (participant) will present his/her analysis to you in a role-play to take place

in your ofce. You will begin the role-play by greeting the assistant (participant) and asking to hear about

his/her ideas.


1. How should Landmarkcommunicate any proposed changes in sick day policy to our

employees?

2. What would you say to an employee who said Im going to use up all my sick days everyyear whether Im sick or not because I deserve it?

3. Explain how businesses benet because they provide a benet package to their employees?

Once your assistant (participant) has presented and has answered your questions, you will conclude the

role-play by thanking the assistant (participant) for the work.



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indicator.












indicator.








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1. Discuss factors that impact human resources management?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to discuss factors

that impact human resources

management were inadequate

or weak.

Adequately discussed factors


management.

Effectively discussed factors


management.

Very effectively discussed factors


management.

2. Analyze employer expectations in the business environment?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to analyze employer

expectations in the business

environment were inadequate

or weak.

Adequately analyzed employer


environment.

Effectively analyzed employer


environment.

Very effectively analyzed

employer expectations in the

business environment.

3. Show empathy for others?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to show empathy for

others were inadequate or weak.

Adequately showed empathy for

others.

Effectively showed empathy for

others.

Very effectively showed empathy

for others.

4. Explain the nature of benet plans?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to explain the nature

of benet plans were weak or

incorrect.

Adequately explained the nature

of benet plans.

Effectively explained the nature

of benet plans.

Very effectively explained the

nature of benet plans.

5. Assist with establishment of work rules?Little/No Value Below Expectations Meets Expectations Exceeds Expectations

0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to assist with

establishment of work rules


Adequately assisted with

establishment of work rules.

Effectively assisted with


Very effectively assisted with




0, 1, 2 3, 4, 5 6, 7, 8 9, 10

Demonstrated few skills;

could not answer the judgesquestions.

Demonstrated limited ability to

link some skills; answered thejudges questions adequately.

Demonstrated the specied

skills; answered the judgesquestions effectively.

Demonstrated skills condently

and professionally; answered thejudges questions very effectively

and thoroughly.



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CAREER CLUSTER


CAREER PATHWAY


INSTRUCTIONAL AREA

Professional Development



PROCEDURES







one judge).




1. Analyze employer expectations in the business environment.

2. Explain the rights of workers.

3. Demonstrate problem-solving skills.

4. Comply with compensation and benet laws.

5. Describe the nature of managerial control.


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EVENT SITUATION

You are to assume the role of human resources assistant at premIeredentaL, a chain of clinics providing

a complete range of dental services.The human resources manager (judge) has asked you to evaluate an

employees qualication to receive a company benet.

premIeredentaLwas started in 1980 by three dentists whose mission was to provide quality, affordable

dental care to all people. Today, with the same mission in effect, premIeredentaLhas a staff of 625

dentists, assistants, technicians and administrative employees spread over seventy locations. Seventy

percent are full-time employees who receive the benet package that includes health insurance, vacation,

sick days, a 401K plan and an employee assistance program.

Full-time employment at premIeredentaLis dened as working a minimum of thirty-six hours per week.

Every three months, the human resources department performs a company-wide hour scan to monitor

the number of hours being worked by employees. The latest scan, completed last week, revealed that a

dental technician consistently failed to meet the full-time minimum hours per week standard. The dental

technician worked 28 to 36 hours per week during an eight-week period, with only one week totaling36 hours. The employee has already used all sick days prior to this scan and no vacation time was taken

during the period.

Essentially, the dental technician has been enrolled in a health care plan for which she has not been qualied

for an eight week period. The human resources manager (judge) is aware of the dental technicians weekly

hour violation and has requested a meeting with you to obtain your analysis and recommendations on how

it should be handled. Specically:

The impact this situation has on the employee and the business.

Who is responsible for this human resource problem: the business, the department manager, or theemployee?

At what point should a full-time employee lose full-time status?

Should the dental technician be allowed to continue in the company health care plan or not? Provide

rationale for your decision.

You will present your analysis and recommendations to the human resources manager in a role-play to take

place in the managers (judges) ofce. The human resources manager (judge) will begin the role-play by

greeting you and asking to hear your ideas. After you have presented your analysis and recommendations

and have answered the managers (judges) questions, the manager (judge) will conclude the role-play by

thanking you for your work.


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JUDGES INSTRUCTIONS



other judges:

1. Procedures


3. Event Situation




every participant.





You are to assume the role of human resources manager at premIeredentaL, a chain of clinics providing acomplete range of dental services. You have asked your human resources assistant (participant) to evaluate

an employees qualication to receive a company benet.

premIeredentaLwas started in 1980 by three dentists whose mission was to provide quality, affordable

dental care to all people. Today, with the same mission in effect, premIeredentaLhas a staff of 625

dentists, assistants, technicians and administrative employees spread over seventy locations. Seventy

percent are full-time employees who receive the benet package that includes health insurance, vacation,

sick days, a 401K plan and an employee assistance program.

Full-time employment at premIeredentaLis dened as working a minimum of thirty-six hours per week.

Every three months, the human resources department performs a company-wide hour scan to monitorthe number of hours being worked by employees. The latest scan, completed last week, revealed that a

dental technician consistently failed to meet the full-time minimum hours per week standard. The dental

technician worked 28 to 36 hours per week during an eight-week period, with only one week totaling

36 hours. The employee has already used all sick days prior to this scan and no vacation time was taken

during the period.

Essentially, the dental technician has been enrolled in a health care plan for which she has not been


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qualied for an eight week period. You are aware of the dental technicians weekly hour violation and

have requested a meeting with the human resources assistant (participant) to obtain his/her analysis and

recommendations on how it should be handled. Specically:

The impact this situation has on the employee and the business.

Who is responsible for this human resource problem: the business, the department manager, or theemployee?

At what point should a full-time employee lose full-time status?

Should the dental technician be allowed to continue in the company health care plan or not?

The human resources assistant (participant) will present his/her analysis and recommendations to you in

a role-play to take place in your ofce. You will begin the role-play by greeting the assistant (participant)

and asking to hear about his/her ideas.


1. Will the actions we take to resolve this issue set a precedent for the company?

2. Not all workers use all the vacation time theyve earned. Do you believe that a company

should require an employee to use all their vacation time every year? Why or why not?

Once the human resources assistant (participant) has presented the analysis and recommendations and

has answered your questions, you will conclude the role-play by thanking the assistant (participant) for

the work.


Note:

The federal Fair Labor Standards Act does not dene full-time or part-time employment. This is a matter

generally to be determined by the employer. (U.S. Department of Labor)Legality issues regarding benets

are an internal issue based on contracts and established company policies.


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indicator.












indicator.








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1. Analyze employer expectations in the business environment?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to analyze employer


environment were inadequate

or weak.

Adequately analyzed employer


environment.

Effectively analyzed employer


environment.

Very effectively analyzed

employer expectations in the

business environment.

2. Explain the rights of workers?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to explain the rights

of workers were inadequate or

incorrect.

Adequately explained the rights

of workers.

Effectively explained the rights

of workers.


rights of workers.

3. Demonstrate problem-solving skills?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to demonstrate

problem-solving skills were

inadequate or weak.

Adequately demonstrated

problem-solving skills.

Effectively demonstrated


Very effectively demonstrated


4. Comply with compensation and benet laws?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to comply withcompensation and benet laws

were inadequate or unclear.

Adequately complied withcompensation and benet laws.

Effectively complied withcompensation and benet laws.

Very effectively complied withcompensation and benet laws.

5. Describe the nature of managerial control?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to describe the nature

of managerial control were

inadequate or weak.

Adequately described the nature

of managerial control.

Effectively described the nature

of managerial control.

Very effectively described the

nature of managerial control.



0, 1, 2 3, 4, 5 6, 7, 8 9, 10Demonstrated few skills;

could not answer the judges

questions.

Demonstrated limited ability to

link some skills; answered the


Demonstrated the specied

skills; answered the judges


Demonstrated skills condently

and professionally; answered the


and thoroughly.



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CAREER CLUSTER


CAREER PATHWAY


INSTRUCTIONAL AREA

Operations



PROCEDURES







one judge).




1. Develop project plan.

2. Explain the nature of employee tness/wellness programs.

3. Identify resources needed for project.

4. Enlist others in working toward a shared vision.

5. Motivate team members.


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EVENT SITUATION

You are to assume the role of human resources manager at schneIder InteractIve, a company that

operates an online search engine. The founder and president (judge) has asked you to initiate a small scale,

company-wide wellness program.

schneIderInteractIvecreated, developed and operates an Internet search engine. Under the brand name

WhatzUp, the company executes approximately ve million searches per day. Following a modest start

twelve years ago with only seven employees, schneIderInteractIvehas grown to 230 administrative and

technical employees today.

During a recent meeting with a representative from schneIdershealth insurance carrier, the president(judge) was informed that 58 percent of schneIder employees are overweight or obese. Overweightemployees have an increased risk for at least 15 chronic diseases including diabetes, heart disease,

respiratory illness and cancer. Because of the additional health risks faced by schneIderemployees, the

companys health insurance costs will continue to increase at a rate above the national average.

The president (judge) would like to slow the rate of ever-increasing health insurance costs being paid

by schneIderInteractIve. One of the ways to effectively reduce health care costs is to implement a

wellness program which focuses on the promotion or maintenance of good employee health. According

to the insurance company representative, a successful participant in a wellness program reduces annual

employer health care costs by an average of $1,011. (incentaHealth, Denver, CO; 2010)

The president (judge) would like to be able to control and eventually reduce the health care costs being

paid by schneIderInteractIve.It is believed that the most effective way to control those costs is to

begin a wellness program. The president (judge) would like to introduce a company-wide wellness

program on a small scale so that employees will not be scared off. To begin the process, the president(judge) has requested a meeting with you. Your meeting with the president (judge) must cover the

following:

The introduction of a small scale wellness program that can be expanded at some time in the future.

Include details as to how the initial wellness program will work and what resources are needed.

Besides lower health insurance costs, what are other benets schneIderInteractIvewill realize

because of the wellness program?

Identify an incentive to offer employees to encourage their participation in the program.

You will present the program to the president (judge) in a role-play to take place in the presidents (judges)

ofce. The president (judge) will begin the role-play by greeting you and asking to hear your ideas. Afteryou have presented the program and have answered the presidents (judges) questions, the president

(judge) will conclude the role-play by thanking you for your work.


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JUDGES INSTRUCTIONS



other judges:

1. Procedures


3. Event Situation




every participant.





You are to assume the role of president of schneIderInteractIve, a company that operates an online searchengine. You have asked your human resources manager (participant) to initiate a small scale, company-

wide wellness program.

schneIderInteractIvecreated, developed and operates an Internet search engine. Under the brand name

WhatzUp, the company executes approximately ve million searches per day. Following a modest start

twelve years ago with only seven employees, schneIderInteractIvehas grown to 230 administrative and

technical employees today.

During a recent meeting with a representative from schneIders health insurance carrier, you wereinformed that 58 percent of schneIderemployees are overweight or obese. Overweight employees havean increased risk for at least 15 chronic diseases including diabetes, heart disease, respiratory illnessand cancer. Because of the additional health risks faced by schneIderemployees, the companys health

insurance costs will continue to increase at a rate above the national average.

You would like to slow the rate of ever-increasing health insurance costs being paid by schneIder

InteractIve. According to the insurance company representative, a successful participant in a wellness

program reduces annual employer health care costs by an average of $1,011. (incentaHealth, Denver,

CO; 2010)


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You would like to be able to control and eventually reduce the health care costs being paid by schneIder

InteractIve.You would like to introduce a company-wide wellness program on a small scale so that

employees will not be scared off. To begin the process, you have requested a meeting with your

human resources manager (participant). The human resources manager (participant) must cover the

following during the meeting:

The introduction of a small scale wellness program that can be expanded at some time in the future.

Detail how the initial wellness program will work and what resources are needed.

Besides lower health insurance costs, what are other benets schneIderInteractIvewill realize

because of the wellness program?

Identify an incentive to offer employees to encourage their participation in the program.

The human resources manager (participant) will present his/her ideas to you in a role-play to take place in

your ofce. You will begin the role-play by greeting the human resources manager (participant) and asking

to hear about his/her ideas.


1. Should we phase the wellness program in slowly? Or should we implement all components at

the same time?

2. At what point would a business ever discontinue a wellness program?

Once the human resources manager (participant) has presented his/her ideas and has answered your

questions, you will conclude the role-play by thanking the manager (participant) for the work.



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indicator.












indicator.








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1. Develop project plan?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to develop project plan


Adequately developed project

plan.

Effectively developed project

plan.

Very effectively developed project

plan.

2. Explain the nature of employee tness/wellness programs?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to explain the nature

of employee tness/wellness

programs were inadequate or

weak.

Adequately explained the nature


programs.

Effectively explained the nature


programs.


nature of employee tness/

wellness programs.

3. Identify resources needed for project?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to identify resources

needed for project were

inadequate or weak.

Adequately identied resources

needed for project.

Effectively identied resources

needed for project.

Very effectively identied

resources needed for project.

4. Enlist others in working toward a shared vision?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to enlist others in

working toward a shared visionwere inadequate or unclear.

Adequately enlisted others in

working toward a shared vision.

Effectively enlisted others in


Very effectively enlisted others in


5. Motivate team members?


0, 1, 2, 3, 4, 5 6, 7, 8, 9, 10, 11 12, 13, 14, 15 16, 17, 18

Attempts to motivate team

members were inadequate or

weak.

Adequately motivated team

members.

Effectively motivated team

members.

Very effectively motivated team

members.



0, 1, 2 3, 4, 5 6, 7, 8 9, 10

Demonstrated few skills;could not answer the judges

questions.

Demonstrated limited ability tolink some skills; answered the


Demonstrated the speciedskills; answered the judges


Demonstrated skills condentlyand professionally; answered the


and thoroughly.



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NOTES


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NOTES


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NOTES


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NOTES


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HUMAN RESOURCES

MANAGEMENT

2012 Sample Role Plays

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Human Resource Management

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