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CHARTERED INSTITUTE OF
PERSONNEL MANAGEMENT OF NIGERIA
PROFESSIONAL EXAMINATIONS

FEBRUARY 2019
CIPM/PE2/002: ADVANCED EMPLOYMENT RELATIONS (Regular)

Instruction to Candidates: Answer all Question in section A, Question 2 and any

other three Questions of your choice in section B.

Time Allowed: 3 hours

SECTION A
COMPULSORY
Choose the correct answer from the list of options provided:

1. …refers to the relationship that exist in both unionised and non-unionised organisations
and workplaces.

(A) Labour relations

(B) Employment relations
(C) Workplace relations
(D) Collective relations

2. The proper functioning of industrial relations and collective bargaining depends on the
existence of a…provided by the State.

(A) Trade regulation

(B) Legal framework
(C) Regulatory framework
(D) All of the above

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3. The creation of Labour Inspectorate in Nigeria was in the year:

(A) 1930
(B) 1940
(C) 1945
(D) 1947

4. The Collective bargaining theory that is seen as a process by which rules governing the
relations between management and trade unions are made is…
(A) Industrial governance theory
(B) Managerial theory
(C) Industrial management theory
(D) Marketing theory

5. …Policy of 1975 emphasised the need to give a new sense of direction and a new image
to the Trade Union Movement in Nigeria.

(A) National Reconciliation

(B) National Labour
(C) National Trade Union
(D) National Economic

6. …theory is characterized by a belief that work organizations are unified bodies that share
the same goals.

(A) Social action

(B) Conflict
(C) Unitary
(D) Marxist

7. The specific group of employees and employers covered by a particular agreement or a

set of agreements is referred to as:

(A) Negotiation unit

(B) Bargaining level
(C) Bargaining unit
(D) bargaining scope

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8. The…remains the only Trade Union Organisation that represents all the trade union
tendencies in Africa.

(A) All Africa Trade Union Organization

(B) Organization of African Trade Union Unity
(C) African National Congress
(D) All Africa Federation of Labour

9. The International Labour Organisation (ILO) was founded in…as part of the Treaty of
Versailles.
(A) 1918
(B) 1919
(C) 1920
(D) 1921

10. …is an entity that promotes the collective interests of employers in their businesses
across sectors irrespective of the size of the enterprise.
(A) Nigeria Employers’ Consultative Association
(B) Manufacturers’ Association of Nigeria
(C) Employers’ Organisation
(D) None of the above

11. The Geneva based…came into being in 1920 as the vehicle for businesses to present a
common front on global issues on labour and social policy.
(A) International Labour Organisation
(B) International Labour Office
(C) International Organisation of Employers
(D) International Labour centre

12. …dispute arises when there is a disagreement between two unions over unionisation of
membership
(A) Intra-union
(B) Inter-union
(C) Jurisdictional
(D) Industrial

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13. The…theory views industrial relations from the individual’s viewpoint and motivation.

(A) Unitary
(B) Conflict
(C) Social action
(D) Marxist

14. …merely express moral and fraternal support aimed at bringing pressure on the employer
involved in the trade dispute to accede to the demand(s) of its workers.

(A) National strikes

(B) Sympathy strikes
(C) Morality strikes
(D) Warning strikes

15. The process of agreeing to terms and conditions of employment through representatives of
employers and employees is known as:
(A) Industrial democracy
(B) Tripartite committee meeting
(C) Collective bargaining
(D) Mediation

16. The right to Freedom of Association is contained in ILO Convention:

(A) No. 87
(B) No. 90
(C) No. 98
(D) No. 100

17. …conflict is the stage where one party openly attacks the other party and thwarts each
other’s goals.

(A) Felt
(B) Perceived
(C) Latent
(D) Manifest

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18. …exists when an employer and employee agree on the terms and conditions of
employment.
(A) Job offer
(B) Contract of employment
(C) Employment
(D) All of the above

19. Matters over which management exercises full control in decision-making in the
workplace area called:
(A) Critical issues
(B) Selected issues
(C) Managerial issues
(D) Material issues

20. The activity by which organizations evaluate the contributions of employees in order to
distribute fairly the rewards is known as:
(A) Wage determination
(B) Wage negotiation
(C) Wage setting
(D) Job evaluation

[Total = 20 marks]

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SECTION B
Answer question 2 and any other three complete questions of your choice from this section.

QUESTION 2
Case Study-Compulsory [35 marks]
Instruction: Read the following case and answer the questions that follow.
James was a lecturer in one of the public universities in Nigeria and was granted a three-year
study leave in the United Kingdom (UK) with effect from October 2010 to September 2013.
Before the expiration of the study leave, James wrote to his Employer and requested for
extension of his leave period by three months. At the end of the approved leave period and
based on his request for extension, James stayed back in the UK for three months to round off
his programme.

On resumption of duty in January 2014, James was served a dismissal letter in line with the
policy of the institution for abandonment of duties. He wrote to management and explained
that he applied for leave extension and assumed that his request was approved as he did not
receive any response. On investigation, it was discovered that the letter by which
management rejected James’ request for study leave extension was never dispatched as it was
found locked up in one of the drawers in the mail room.

Based on the outcome of the investigation, James wrote and appealed that his position be
reinstated, management remained adamant as they insisted that the dismissal was justified
and in line with the provisions of the staff handbook.

You are required:

1. To identify the key employment relations issues in the case.

2. In your opinion, is dismissal of James by management right? Justify your opinion.
3. Is there any remedy for James under this circumstance?
[35 marks]

QUESTION 3

Globalisation has brought to the fore certain problems and issues that were previously not the
traditional responsibilities of Management.

Identify and discuss five of these emerging issues in employment relations.

[15 marks]

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QUESTION 4

The Trade Disputes Act of 1976 sets out the different machineries for settlement of disputes
arising from the workplace. What are they?
[15 marks]

QUESTION 5

Current realities in the workplace favours Employee Relations practice over industrial
Relations. To what extent is this perception true?
[15 marks]

QUESTION 6

The socio-economic and political contexts under which industrial relations operate have
different implications.

You are required to critique the Nigerian industrial relations system under the military
regime. [15 marks]

QUESTION 7
Despite the lofty measures put in place by successive Nigerian governments to strengthen
industrial relations practices in Nigeria, there are still some observable shortcomings.

Discuss some of these shortcomings that should be addressed to promote healthy industrial
relations practices in Nigeria. [15 marks]

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