Sparkle: The Big Test

False. A Blue Collar employee cannot access the Sparkle System to assess himself.

False. The statement is incorrect because a Line Manager can add a spontaneous training for Blue Collar employees into the Sparkle System. The Sparkle System is a platform that allows managers to document and track training activities for employees. Therefore, if a Line Manager conducts a spontaneous training session, they can log this information into the system to ensure it is recorded and recognized.

A user is trying to access the Sparkle Demo System. Do you find any problem in this screenshot?

The given email addresses are the options provided for the email ID to post queries in Sparkle. The correct answer is "[email protected]" as it is a valid email address for posting queries in Sparkle.

The Line Executive Role in Sparkle should have the Approvals, Create New Unit, and Role Configuration modules deactivated. Approvals module is not necessary for Line Executives as they do not typically have the authority to approve requests. Create New Unit module is not relevant for Line Executives as their role focuses on managing existing units rather than creating new ones. Role Configuration module is not required for Line Executives as they do not have the responsibility of configuring roles within the organization.

The HRM/HRE should create three subunits for the Bangalore location because the factory produces three different categories of products. Each category requires its own dedicated team and resources, so having three subunits would ensure efficient management and coordination of the production processes for each product category.

Sparkle helps its users with the performance assessment of blue-collar employees, scheduling trainings and tracking attendance of the training sessions, and provides comprehensive data on skill gaps of employees.

False. The statement is incorrect because as an HR Manager, it is not the sole responsibility of the HR Manager to conduct performance assessments of blue-collar employees. Performance assessments are typically conducted by supervisors or managers who directly oversee the work of the employees. The HR Manager may be involved in setting up the assessment process, providing guidance, or managing the overall performance management system, but they do not typically conduct the assessments themselves.

False. The statement is incorrect because trainings conducted by both internal and external facilitators can be scheduled through the Sparkle System.

Sparkle allows for the transfer of an employee between different units, appraisers, and departments. This means that an employee can be moved from one unit to another, one appraiser to another, or one department to another within the organization. However, it does not allow for the transfer between countries or circles.

The options "Trainer" and "Shift Supervisor" are not defined roles in Sparkle. The other options such as HR Manager, HR Executive, Line Manager, Line Executive, Factory Director, and Country Admin are all defined roles in Sparkle.

False. As a Line Manager, it is not compulsory to set goals for all Blue Collar employees through the Goal Setting Module in Sparkle. While goal setting is an important part of managing employees, the method or platform used may vary depending on the organization's policies and procedures.

The Training Management Module of Sparkle allows users to enter various details related to training. This includes entering facilitator details, projected cost of the training, duration of training, and feedback on the trainer. These features help in managing and organizing training programs effectively within the system.

After assigning goals to a Blue Collar Employee, the goals have to be approved by the Line Manager. This means that the Line Manager holds the authority to review and give their approval for the goals set for the Blue Collar Employee. This approval process ensures that the goals align with the overall objectives of the organization and that they are realistic and achievable. It also allows the Line Manager to provide any necessary feedback or make any necessary adjustments to the goals before they are finalized. Therefore, the statement is true.

The statement is true because the responsibility of creating a new unit in a country falls under the jurisdiction of the Country Admin. This implies that the Country Admin has the authority and duty to establish and set up a new unit within their country.

The statement suggests that Jack, a blue collar employee from Gloucester unit, can have only one primary job but can have multiple secondary jobs. This means that Jack has a main job that he primarily focuses on, but he may also have multiple additional jobs on the side.

HRM can be allotted more than one unit because it stands for Human Resource Management, which typically involves managing a team or department of employees. In contrast, LE and HRE do not have the same connotation of managing multiple units or individuals. Therefore, HRM is the only option among the given choices that can be allotted more than one unit.

The statement is false because Bob, as a Sparkle User from Gloucester factory in the UK, can only be allocated either the HRM role or the Line Manager role in Sparkle, not both.