People Questions

In 2015, Company X's turnover rate was 74%. The HR director would like to know if a new CSR program has impacted the retention rates for 2016 and 2018. Which formula should the HR director use? (Employed employees for the entire measurement period/Number of employees at the start of the period) x 100 (Employed employees for the entire measurement period/Number of employees at the start of the period) x 12 months (Number of separations/Average number of employees during that same time period) x 100 (Employed employees for the entire measurement period of the prior year/Number of employees at the start of the period) x 50%

(Employed employees for the entire measurement period/Number of employees at the start of the period) x 100 The retention rate is calculated as(Employed employees for the entire measurement period/Number of employees at the start of the period) x 100. It tracks the retention of those working on day one of the measurement period. The other equations include other factors not needed for the review period.

What is the correct formula to calculate the monthly voluntary turnover rate? (Number of voluntary separations during the month/Number of employees at the beginning of the month) x 100 (Number of separations during the month/Average number of employees during the month) x 100 (Total number of separations during the year/Average number of employees during the year) x 100 (Number of voluntary separations during the month/Average number of employees during the month) x 100

(Number of voluntary separations during the month/Average number of employees during the month) x 100 The monthly voluntary turnover rate is calculated as (Number of voluntary separations during the month/Average number of employees during the month) x 100. The other answer choices will not yield accurate results.

Although the founder of an organization is very competent, she has alienated nearly everyone in the organization. Colleagues have tried to share their concerns; however, she does not believe there to be an issue. Rather she believes she merely has a direct approach. Which assessment tool is best suited to display how her directness is impacting others? Assessment center simulations Emotional intelligence tools Situation judgment tests 360-degree assessments

360-degree assessments 360-degree assessments gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development. If there is consensus among the findings, the founder may be forced to face facts. Situation judgment tests, assessment centers, and emotional intelligence tools won't be helpful in convincing the CEO that she needs to change.

A competency-based pay approach works best in an environment that fosters which of the following? Linking measures of quality or goals to individual performance Comparing inputs and outcomes by employees to those of their peers Focusing predominantly on seniority and longevity versus performance Acquiring knowledge and skill that enhances employee performance and satisfaction

Acquiring knowledge and skill that enhances employee performance and satisfaction Competency-based pay fosters acquisition of knowledge and skills.

How must HR strategy account for political factors? Use innovative technology applications to increase cost savings Adjust labor levels based on availability and costs Contract legal services to understand employment laws in different locations Adjust organizational policies to comply with environmental regulations in different locations

Adjust organizational policies to comply with environmental regulations in different locations Environmental regulations are an example of regulations that vary from location to location and may change as the political environment shifts. Labor availability and costs refers to an economic force, innovative technology refers to a technological force, and employment laws refer to a legal force.

A knowledge-based organization is highly decentralized, with many small offices and many employees who are highly task-oriented working remotely. Which would be the best way to measure employee attitudes in this organization? Designing a 30-item mail-in survey Administering a brief online survey Encouraging an open-door policy Implementing mandatory focus groups

Administering a brief online survey An online assessment that could be completed and returned quickly, conveniently, and from a distance would be best. In a knowledge-based organization, the employees are probably technologically proficient and would prefer a brief online survey. An open-door policy does not ensure a representative sample of attitudes. Focus groups will be impractical, given the organization's structure.

Which best describes how adult learners differ from younger learners? Adults are motivated through external incentives since self-satisfaction is most important. Adults assess their own progress and do not need feedback from the instructor. Adults demonstrate greater openness to new ideas than student learners do. Adults refer to past experiences and want opportunities to share them.

Adults refer to past experiences and want opportunities to share them. Adult learners are experience-based and have a wide variety of experiences to share. However, as a result, they may have formed habits and assumptions that make them less open to new ideas. While self-satisfaction is important, so are external rewards. Adult learners want to know how they are progressing and want feedback.

A compensation and benefits specialist conducted a salary data survey last year but did not have time to benchmark the results to the organization's pay structure. What action should the specialist take at this point in time? Completely redo the survey from the beginning. Age the data to make it current. Weight the data compared to other survey data. Level the data to determine relevance.

Age the data to make it current. When data is aged, older wage survey data is changed to reflect the movement of salaries in the market since the survey was conducted. If the data is aged, it is still usable.

Which is a primary reason that causes organizations to not excel at performance management? Interpretation of the performance appraisal varies based on the manager. Implementation of the process does not happen consistently. There are varying degrees of expectations of the performance process. Alignment of systems, strategies, and philosophies has not happened.

Alignment of systems, strategies, and philosophies has not happened. While all of these options can explain the failure of a performance management system, a primary reason for failure is the lack of alignment of organizational systems, strategies, and philosophies. This is the foundation of effective performance management, and this process affects all others.

Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale? Constructively discharge the least productive employees. Allow employees to volunteer to be separated. Suggest that terminated employees might be called back. Encourage voluntary separations and treat them as terminations.

Allow employees to volunteer to be separated. A reduction in force in which employees in selected task areas are allowed to volunteer for layoff has the potential to benefit both the organization and the employees. For the organization, a voluntary RIF creates opportunities for restructuring and assists in meeting the organization's fiscal responsibilities. For employees, it may facilitate a transition to retirement. Also, in some countries, an early "at will" separation can provide the employee with access to federal or local financial assistance for the pursuit of other career opportunities.

Which is a best practice for developing an employee value proposition (EVP)? An EVP must provide an accurate picture of employment, including less-desirable attributes. The EVP should be restricted to tangible value such as remuneration and benefits. Each employee needs to develop their own EVP so they get a sense of buy-in. It's a marketing tool, so an EVP should play up organizational strengths and omit weaknesses.

An EVP must provide an accurate picture of employment, including less-desirable attributes. An EVP must provide an accurate picture of employment for employees and candidates. Any inconsistencies in the work environment can erode the credibility of a branding strategy. For example, if there are few opportunities for creativity because the organization is in a mature industry, the EVP should not imply that such opportunities are common.

Which organization is least likely to succeed in its strategic planning and management? An organization that develops business and functional strategies after the organizational strategy is defined to ensure alignment An organization that shares strategic plans with top management only to preserve its competitive edge An organization that invites input from all divisions, managers, and employees to ensure buy-in An organization that researches internal and external factors before setting a strategy

An organization that shares strategic plans with top management only to preserve its competitive edge The only poor strategic planning practice here is to communicate strategic plans within just a small leadership group. The organization will benefit from having all employees understand how their work relates to and supports the strategy.

During a workforce planning session, HR identifies that within 5 years, 25% of the workforce will be nearing retirement age. The organization wants to ensure that there is steady recruitment of a new generation. Which activity during the benefits needs assessment is most relevant to the recruitment strategy? Analyze the workforce demographics. Analyze the utilization data on all benefit plans. Review the strategy of the organization's competitor. Review the organization's management structure.

Analyze the utilization data on all benefit plans. Analyzing the utilization data on all benefit plans could result in changes to the benefit mix based on the demographics and possible elimination of underutilized or high-cost plans for the aging workforce. Reviewing the competitor's strategy or the organization's management culture is not part of the benefit needs assessment activity. It is assumed that the workforce demographics have already been analyzed to identify the population nearing retirement age.

Which method best determines recruiting effectiveness? Administering employee surveys Analyzing yield ratios Reviewing industry data Conducting a needs assessment

Analyzing yield ratios Organizations need to evaluate recruitment strategies against objective criteria. Yield ratios produce factual data that can be used to determine which source, method, or recruiter produces the greatest yield.

An HR manager is recruiting to fill several customer service representative positions in a high-volume call center. Which interview method should the HR manager use to understand the candidates' customer service experience and predict their future performance? Group interview Behavioral interview Stress interview Panel interview

Behavioral interview The premise of behavioral interviews is that past behavior is the best predictor of future performance. Stress interviews, group interviews, and panel interviews don't focus on past or predictive behaviors.

How should a chief HR officer explain to her senior leadership colleagues the value of measuring employee attitudes through an annual survey? By providing in-depth information about employee attitudes By explaining how the survey may be counterproductive By demonstrating how the survey can reveal unreported problems By convincing leadership of how the survey solves organizational problems

By demonstrating how the survey can reveal unreported problems Asking for evaluations of a variety of issues and often allowing anonymity, surveys can identify issues employees are hesitant or don't think to raise with supervisors or management.

How does a broadbanding approach support an egalitarian organization? By decreasing the involvement of line managers By reducing the value of pay ranges By encouraging de-layering efforts By restricting employee movement

By encouraging de-layering efforts Surveys indicate that broadbanding reduces the number of job grades within an organization. This approach can be used to support de-layering efforts, which reduce the number of reporting levels within an organization.

How does an Internet recruiting approach provide the greatest benefit to a global organization? By increasing the volume of applicants for positions under tight time frames By increasing the percentage of qualified people who submit applications By reducing the time required to screen applications By providing a representative sample of potential candidates

By increasing the volume of applicants for positions under tight time frames Recruiting through the Internet will generally yield a much higher volume of applicants in less time than other methods. However, even with electronic screening, the time required to individually review the large number of applications may be considerable. Using the Internet may provide a biased sample of potential applicants, particularly in a global situation, because many people do not have access to the Internet. For those who do have access, the process is relatively easy, encouraging people to submit applications even if they do not quite fit the job specifications.

How does using a job evaluation to determine the relative worth of each job assist in an organization being successful? By identifying the minimal acceptable qualifications that a candidate must possess to successfully perform certain work tasks By determining the various components of a position and the context and circumstances under which the work is done By serving as the basis for developing equitable salary structures, effective employee selection, and ongoing development By recording the responsibilities, physical and emotional skills and accountabilities, and ability requirements of a specific job

By serving as the basis for developing equitable salary structures, effective employee selection, and ongoing development Job evaluation determines the relative worth of each job by establishing a hierarchy of jobs within an organization. It is intertwined with a concern for internal pay equity.

How do career planning and career management differ? Career planning is short-term, while career management is long-term. Career planning is only for entry-level employees, while career management is for executive-level employees. Career planning identifies personal abilities, while career management focuses on organizational staffing needs. Career planning focus on the individual, while career management focuses on the job.

Career planning identifies personal abilities, while career management focuses on organizational staffing needs. Career planning identifies personal abilities and interests and focuses on the individual. Career management focuses on organizational staffing needs and focuses on the entire organization. The length of time or the type of position one has with the company is not relevant to either career planning or career management.

Which is the best example of direct compensation? Disability insurance Use of a company car Deferred pay Cash achievement award

Cash achievement award Direct compensation is cash compensation. It includes wages, commissions, and cash achievement awards. Indirect compensation includes benefit programs and items like a company car, disability insurance, and noncash rewards.

Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS? Category rating Comparative Management by objectives Narrative

Category rating Category rating methods, the least complex means of appraising performance, require managers to simply mark an employee's level of performance on a designated scale or checklist. The BARS method was designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior. Examples are then measured against a scale of performance levels.

The 70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. Which type of experience does the 70 in the model represent? Coursework and training Challenging assignments On-the-job training Developmental relationships

Challenging assignments

Which factor has the greatest impact on maintaining peak performance? Cultural obstacles Challenging assignments Training opportunities Risk management

Challenging assignments Research has shown that high-potential employees perform at their peak in new assignments within two years and performance declines if they are not given new and more-challenging assignments.

What is the key to ensuring that projects have the highest chance of being effective? Determining the critical path for the project Limiting the project participants to a reasonable number Linking all project deliverables to the project's objectives Clearly relating the project purpose to the organization's strategy

Clearly relating the project purpose to the organization's strategy To be effective, a project's objectives must be strategically aligned. It is possible for a project to meet its objectives but not have strategic merit. The project's purpose should be clearly related to the organization's strategy.

HR is in the process of recruiting a senior-level position for a global organization. Which benefit might distinguish the organization from the competition? Termination payments Social security Club membership Unemployment insurance

Club membership Perquisites are special incidental payments, benefits, or privileges given to individuals over and above their regular rewards. Often awarded to senior-level positions, "perks" may extend to furnished housing, luxury transportation, and membership in exclusive clubs. Social security and unemployment will vary by country but not by organizations within the same country. Termination payments will vary by country and may not be at the sole discretion of the employer where unions are in place.

When conducting a benefits needs assessment, what is the next step HR should take after analyzing the design and utilization data for all benefit plans? Review the organizational strategy to align with the current benefits offered. Compare organizational needs, employee needs, and current benefit offerings. Review the organization's total rewards philosophy, compensation approach, and related objectives. Analyze the current and projected demographics of the organization's workforce.

Compare organizational needs, employee needs, and current benefit offerings. A gap analysis compares organizational needs, employee needs, and the existing set of benefits to identify the benefits that best match the needs of the organization and its employees.

Which task is vital when assessing strategic objectives? Comparing the outcome of strategic initiatives to outlined metrics Ensuring that there is control of drift in each business unit's strategy Communicating the intent and purpose of the strategic initiatives Obtaining stakeholder feedback to determine strategy success

Comparing the outcome of strategic initiatives to outlined metrics During the evaluation phase of strategic planning, strategic objectives are assessed to determine if the results are in line with the metrics that were defined at the start of strategic planning. Control of drift is one of the critical success factors that organizations successful at strategy have mastered. Soliciting stakeholder feedback is a necessary task when communicating strategy. Depending upon the initiative, it may not be a requirement for evaluating strategy. During the implementation stage, translating intent to specific plans and communicating the value or purpose of initiatives are critical. Assessing or evaluating strategic objectives is the next phase of the process, in which outcomes are compared to defined metrics.

Which type of information might be discovered during the external portion of an environmental scan? Turnover cost Profit margins Competitive threats Unethical practices

Competitive threats

When developing a pay structure, which data set should the HR practitioner use during the development process? Average of low-paying and high-paying positions Information gathered from surveys, local markets, and like institutions Overall points or values used during job evaluation Compiled job analysis, job documentation, and job evaluation

Compiled job analysis, job documentation, and job evaluation Once the job analysis, job documentation, and job evaluation are completed and other relevant information is collected, an organization uses all the data to develop its pay structure. Information gathered from surveys, local markets, and like institutions may assist with information gathering for benchmarking the position but only a part of the overall data collection for creating a pay structure. An organization should look at all positions, not just low- or high-paying positions. Job evaluation is only one aspect of developing a pay structure.

A manager approves a training course on the condition that it includes some way of ensuring that the training reinforces critical learning objectives. Which strategy should an HR manager employ to best meet the manager's needs? Researching similar programs in other companies Revising content to meet the manager's demands Conducting a pilot program for a limited group Surveying all participants before and after each class

Conducting a pilot program for a limited group A pilot allows for a test run of the program with selected members of the target audience in a controlled environment. Participants and other key stakeholders have the opportunity to evaluate the program's effectiveness and identify specific changes that will strengthen the program. After the pilot, the program is revised and released for mass delivery.

New leadership is in place at a large retailer, resulting in a business unit undergoing a detailed review of its support of the organizational strategy. It has been identified that the benefit offerings are not reflective of the organization's total rewards philosophy and that many benefits overlap, creating inefficiencies. Which action should be taken first by HR take to remedy the situation? Instituting cost-containment strategies to reduce organizational costs Polling employees, asking which benefits do not have value Creating a cost analysis and dropping the most expensive benefit Conducting a utilization review of all benefits

Conducting a utilization review of all benefits A utilization review is an audit of benefits use and charges to identify which benefits are used and to make certain that costs are appropriate.

An organization recognizes the benefit of long-tenured employees-they provide valuable experience that is key to its success. What practice can HR use to help ensure that employees remain with the organization for a longer period of time? Improving benefit plans Conducting realistic job previews Performing annual salary reviews Streamlining HR processes

Conducting realistic job previews By conducting realistic job previews, the organization can help ensure that new hires are well prepared for the job duties and understand the organizational culture before they enter it. This can help keep employees engaged over time and may result in retaining them for a longer period of time. Performing salary reviews and improving benefit plans can help ensure that the total compensation for the position is competitive in the market, but that will not address other issues that may cause employees to exit the organization prematurely. Streamlining HR processes may not have any impact on the employee retention rate.

Strategic management refers to the actions that leaders take to move their organization toward strategic goals and create value for stakeholders. Which benefit of strategic management is likely? Decreased use of resources Focus on core competencies Consistent decision making Systems thinking

Consistent decision making When managers are mindful of the organization's strategic goals, management decisions throughout the organization will be more consistent, with each manager assessing his or her alternatives against the same set of goals and objectives. Systems thinking and a focus on core competencies are critical in strategic planning-in determining what the organization will work toward and how its parts will work together. Strategic management encourages less waste, but this does not mean the organization will use fewer resources.

Which three generic strategies for success are identified in Michael Porter's model? Introduction, maturity, decline Cost leadership, differentiation, focus Divisional, functional, matrix Customer intimacy, innovation, control

Cost leadership, differentiation, focus

A project manager must form a cross-departmental team to implement a new program. Which steps should be taken first to ensure that the project is completed on time and in scope? Define tasks, communicate expectations, assign tasks, and monitor progress. Select team members, review qualifications, gain corporate support, and evaluate performance to date. Gain stakeholder support, secure project funding, develop use case analysis, and communicate results. Measure performance, communicate roadblocks, reset project schedule, and request additional support.

Define tasks, communicate expectations, assign tasks, and monitor progress. Defining tasks, communicating expectations, assigning tasks, and monitoring progress are the first steps in the project management process. The other answer choices are incorrect because the steps listed within them occur either before the task force is assembled or after the initial launch of the project.

What guidance from HR is useful to an organization that has decided to pursue a greenfield operation? Demographic characteristics of the new location Data regarding the skill sets that exist in the new operation Recommendations for organizational alliances to pursue Best practices for implementing a greenfield operation

Demographic characteristics of the new location The demographics in the location is useful information when an organization has decided to build from the ground up. A new staff will be required, and tapping into the local market will be necessary. Data about current skill sets is not applicable in a greenfield operation, as this strategy requires building from the ground up. There is no existing workforce. While recommendations about talent management concerns are helpful with any growth strategy an organization may decide to use, the selection of companies to pursue for an alliance is not within the purview of HR. In addition, a greenfield operation does not involve alliances or partnerships with other organizations. Best practices regarding how to implement a greenfield operation are not the responsibility of the HR department.

Which managerial competency would best support the relationship between the well-being and engagement of employees? Treating all employees the same with respect to work to minimize the perception of favoritism among staff Offering feedback in a manner that focuses on an employee's work performance and does not intrude on the employee's life outside of work Managing with a task orientation style to reinforce organization and structure Demonstrating interest in employees as individuals and contributors

Demonstrating interest in employees as individuals and contributors A nurturing style of management, demonstrated by getting to know employees' individual needs and abilities, has been shown to reinforce the relationship between well-being and engagement.

According to the "pull" model, which approach should be used to develop an outside sales force's knowledge, skills, and abilities in relationship management in order to increase sales revenue in the shortest amount of time? Conduct a mandatory on-site workshop to review how to close deals and earn commissions. Design a series of webcasts that review the latest techniques in relationship building. Implement a performance review system that measures employees' individual performance against a benchmark goal. Require the sales team to attend a sales training conference and deliver a report on what they learned.

Design a series of webcasts that review the latest techniques in relationship building. Webcasts are easily accessible and are part of a continuous process of learning and development. Attending a sales conference and measuring to see whether it increased sales revenue would be a lengthy process. Performance review systems have nothing to do with training, and mandatory on-site workshops are not cost-effective.

Which best identifies the difference between training and developmental activities? Developmental activities provide immediate skills; training activities have a long-term focus. Developmental activities have a long-term focus; training activities mitigate current skill gaps. Developmental activities mainly occur off site; training activities occur on site and on the job. Developmental activities manage the change process; training activities provide basic skills.

Developmental activities have a long-term focus; training activities mitigate current skill gaps. Developmental activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.

How should an HR director advise a supervisor to engage a typically high-performing employee whose performance has declined the past two quarters? Explore transferring the employee to another department with a new manager to determine if job fit is an issue. Authorize the supervisor to implement a spot bonus if the employee attains the next quarter's performance target. Discuss with the employee his overall goals and objectives as they relate to the particular role the employee occupies. Implement a written warning to convey to the employee how serious his performance decline has become.

Discuss with the employee his overall goals and objectives as they relate to the particular role the employee occupies. When an employee's performance has declined, the manager should work to identify what may be driving that decline. Feedback about current performance can be used to help identify developmental needs and long-term career goals.

Which type of career development mobility provides meaningful career paths for professional and technical workers whose preferences may be outside traditional management roles? Dual career ladders Promotions Job enrichment Job rotations and relocations

Dual career ladders

What must be updated in order to guarantee that a job description is a true illustration of the work being performed at any given point in time? Job specifications Knowledge, skills, and abilities Department approvals Duties and responsibilities

Duties and responsibilities Only the duties and responsibilities guarantee that the job description is a true illustration of the work being performed. The other answer choices may also need to be updated, but they do not guarantee that the job description accurately describes the work being performed.

A hiring manager is concerned with the number of resumes received compared to the number of qualified candidates selected for interviews. What area should the hiring manager discuss with the recruiter? Effectiveness of recruiting, selection, and orientation methods Effectiveness of recruiting methods Benefits of a change in workplace conditions Increasing efficiencies in recruitment and hiring process

Effectiveness of recruiting methods The applicant yield ratio is the percentage of applicants who proceed to the next step of the selection process. It demonstrates the effectiveness of recruiting methods. Cost per hire is total costs of hiring divided by number hired. It demonstrates increased efficiencies in the recruitment and hiring process. The success ratio is the proportion of selected applicants who are later judged to be successful on the job. It indicates the effectiveness of the recruiting, selection, and orientation methods. The absence rate is the ratio of lost days to number of employees. It can reflect the benefits of a change in workplace conditions.

Which is an example of an internal factor considered in an environmental scan? Competitors Labor market Currency fluctuations Employee skills

Employee skills

What positive outcome will result from coaching high-potential employees? Employees will be less engaged in their current jobs. Employees will change jobs less frequently. Employees will contribute more effectively to the organization. Employees are more likely to leave the organization.

Employees will contribute more effectively to the organization. Coaching high-potential employees allows them to contribute more frequently and more effectively to the organization. It also reduces turnover and creates employees with skills the organization needs now and in the future.

Which managerial behavior would most effectively increase employee engagement? Limiting one-on-one meetings to avoid being perceived as micro-managing Ensuring that employees are safe and not allowing them to take on tasks they could fail in Not asking questions about an employee's well-being after a personal family emergency Encouraging employees to have a proposed solution when they come for assistance with a problem

Encouraging employees to have a proposed solution when they come for assistance with a problem Autonomy and control over the job reinforces employees' ability to manage and solve problems. Encouraging employees to work through a problem prior to approaching the manager reinforces that they are capable and can solve the problem.

Which is the best first step when conducting a preemployment background check? Determining which types of investigation should be conducted Ensuring that there is a signed release from the candidate Interviewing the candidate's former employers to corroborate facts Contacting the candidate's current or previous supervisor

Ensuring that there is a signed release from the candidate While contacting the applicant's current or previous supervisor or former employers may be worthwhile, it should not be done unless the employer has a signed release from the candidate indicating that the employer may seek confidential information.

Which is a critical consideration to address before proceeding with an online survey? Publicizing the survey in employee newsletters Ensuring the confidentiality of participants' responses Verifying that employees have computer access Ensuring that employees can take the survey only once

Ensuring the confidentiality of participants' responses The most critical issue is the confidentiality of the opinions and information participants provide. Without confidentiality, participants may be reluctant to provide constructive feedback. Questions of system security, access, and survey design are important but secondary.

Which best describes the relationship between strategic planning process and environmental scanning? Environmental scanning is done as part of the strategic planning process The environmental scan is completed instead of strategic planning The environmental scan is optional if the organization does strategic planning The environmental scan is performed by one function, and another function completes strategic planning

Environmental scanning is done as part of the strategic planning process An organization will conduct a SWOT analysis as part of its strategic planning process. In order to accurately assess the company's threats and opportunities, the company must have an understanding of factors outside of the organization. The environmental scan focuses on external factors and, when done in conjunction with strategic planning, provides useful information upon which the company can base its decisions.

A talented prospective employee who was impressed by the company website is surprised by disorganization and delays at the initial interview. Which is the likely impact to the employee value proposition? Enhancing transparency Developing transparency Increasing credibility Eroding credibility

Eroding credibility Inconsistencies between the images presented online and the realities in-house will erode brand credibility.

The director of a company's main office reported a colleague from the company's overseas office to HR for dressing inappropriately during the company's annual conference. The colleague, who was hosting the international delegation at the conference, had dressed in her country's traditional attire. What trait did the director display? Bullying Culture shock Cultural determinism Ethnocentrism

Ethnocentrism Ethnocentrism is the belief that one's own culture and practices are more correct than other cultures' expressions. It can lead to unconscious biases. Culture shock is when you are uncomfortable in an environment or climate that is unfamiliar to you. Cultural determinism occurs when someone uses culture as an excuse for not acting. Bullying is not the best answer because the director did not display unwanted, aggressive behavior toward the colleague directly.

What form of equity is an HR function assuring when it conducts annual surveys of compensation practices in its labor markets? Cultural Internal External Strategic

External External equity refers to employees' perceptions that they are being fairly compensated in terms of what employers in the same labor market would offer. Internal equity relates to perceptions of fair compensation in terms of the work for the employer. Strategic and cultural alignment are objectives for compensation systems. A strategic analysis could point to a lack of alignment in compensation by department and/or position. A cultural analysis of a compensation system would examine the alignment of the system with the culture's values.

Which is a potential advantage of using Internet recruiting? Minimizing liability to governmental discrimination regulations Immediate response expected of the employer Dispensation from any claim of negligent hiring Fast and effective distribution of listings

Fast and effective distribution of listings Internet recruiting can definitely provide an effective means to entice job applicants and also allow for filtering mechanisms. But the same legal and ethical considerations that apply to the more traditional recruiting methods also apply to the Internet.

Which activity is critical to ensure that strategy is implemented effectively? A project manager is assigned to develop a formal communication plan. The timeline of the strategic objectives is communicated broadly. The executive sponsor conducts a web conference to show leadership support. Feedback on strategic initiatives is obtained on a regular basis from all parts of the organization.

Feedback on strategic initiatives is obtained on a regular basis from all parts of the organization. Effective strategic implementation requires two-way communication: communication of the strategic objectives and plans to the organization and feedback from the organization to those plans. The communication plan for strategic initiatives should include ongoing opportunities for feedback. This enhances understanding and improvement of the strategy.

Which is the most important factor an HR leader should use when planning pay increases? Financial implication HR systems Employee support HR workload

Financial implication HR should consider the potential financial implications of recommendations and actions. Financial analyses and HR decisions are always intertwined. While HR systems, employee support, and HR workload are all viable factors, they are not the most important and are not part of the decision making. They are factors to consider for implementing and communicating the increases.

To better meet the growing need for new parents to balance work with family, which program should HR include as part of the organization's employee benefits? Flexible work schedules Employee assistance program Unlimited unpaid leave Automatic increased vacation time

Flexible work schedules Flexible work schedules help employees balance work roles with family roles. Increasing vacation time selectively will create problems with engagement and compliance. Unlimited paid leave is not equitable to the organization. Employee assistance programs can provide advice possibly but not relief for the basic problem here, the competition of work and life demands.

What stage of the strategic planning process is a SWOT analysis performed? Formulation Implementation Development Revision

Formulation The strengths, weaknesses, opportunities, and threats (SWOT) analysis is done during the strategy formulation stage to test the advisability of different potential strategies.

Which is an example of a demographic factor examined during an environmental scan? Occupational shifts Turnover trends Generational differences Technology skills

Generational differences When examining demographic factors during an environmental scan, organizations should examine age, gender, generational differences, geographic shifts in population, ethnicity, unskilled labor, and the nontraditional labor force. The other items should be considered while examining other factors during the scan.

Which of the following actions is most likely to reduce job burnout? Providing employees with more sick days Offering stress reduction classes Raising wages Giving employees control over their work

Giving employees control over their work Burnout occurs when work is no longer meaningful to a person. Giving employees more say about how the work is done reduces burnout and makes employees more committed and engaged in their work.

How are perquisites generally characterized? Payments for the achievement of a specific goal or objective Goods or services provided on an individualized basis Tangible payments provided to a broad group of employees Remuneration approach that is used to attract and retain workers

Goods or services provided on an individualized basis Perquisites are compensation provided on an individual basis in the form of goods or services. Included in this category are company automobiles, club memberships, and the like.

Which is the best example of indirect compensation? Paying non-management employees at a higher rate for overtime hours worked Paying individual bonuses to team members for meeting critical project deadlines Granting compensatory time off to a salaried employee for extra hours worked Awarding store gift cards to top performers in a sales contest

Granting compensatory time off to a salaried employee for extra hours worked Compensatory time off is considered indirect compensation. Cash recognition and achievement awards (gift cards), overtime pay, and cash bonuses are all considered direct compensation.

What term refers to a company building a new global location from the ground up? Brownfield operation Internal expansion Greenfield operation Turnkey operation

Greenfield operation

A new employee is experiencing performance problems. What should HR do as a first step in determining the root cause of the employee's performance challenges? Place a written warning in the employee's personnel file. Guide the supervisor to discuss the performance issues with the employee. Recommend that the employee be placed on probation. Support the supervisor's request to terminate the employee.

Guide the supervisor to discuss the performance issues with the employee. The first thing the supervisor should do is have an honest discussion with the employee. Performance discussions should be held when needed, not just as part of a yearly performance appraisal. The employee must understand what is expected and why present performance is not adequate.

HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill? Hardship testing Action learning Situation judgment tests Risk management

Hardship testing Hardship testing involves stretch assignments that support the development of leaders. Experiencing failures, difficulties, and periods with little or no support help the individual develop competence and resilience.

Which is an example of a job specification for a line supervisor? Has a bachelor's degree Able to allocate resources creatively Meets diverse business requirements Has five years of experience

Has five years of experience A job specification should list what is necessary for satisfactory performance, not the characteristics of an ideal candidate. A bachelor's degree is probably more than is needed, and the traits of creative ability and versatility are typically indicative of critical success factors associated with job competencies.

During which stage of strategic planning do managers develop action plans and assign projects? Manipulation Formulation Evaluation Implementation

Implementation During the strategy implementation phase of strategic planning, the plan is put into action. Managers develop action plans and allocate resources toward achieving organizational objectives.

An organization conducts a pay survey and finds that some of its key employees are underpaid. They want to raise the pay for these employees but are concerned about adding to their salary burden. Which of the following is their BEST option? Market-based increases Incentive pay Step-rate adjustments linked to performance Cost-of-living adjustments

Incentive pay By definition, incentive pay is paying for performance beyond normal expectations. Employees receive the incentive pay only if specific goals are met. As long as incentive pay and base pay are not commingled, employees should perceive it as a reward (and not an entitlement) and the employer will benefit from a greater return on investment for performance beyond normal expectations.

What is often a desired outcome of programs that provide workplace exercise opportunities, healthier cafeteria options, mental health support, and so on? Diversity in the wellness dimension Higher voluntary turnover rates Increase in engagement metrics on surveys Ability to reduce sick day benefit to fewer days

Increase in engagement metrics on surveys Research has found that engaged employees tend to be healthier. Organizations are therefore paying much more attention to the physical and mental health and well-being of their employees.

Which metric related to benefits provides feedback on the quality and value of the benefit and helps evaluate the competitiveness of the total compensation strategy? Health-care expense per employee Insurance participation rate Benefits costs as a percentage of total payroll costs Annual increase/decrease in health benefits costs

Insurance participation rate The insurance participation rate can provide feedback on the quality and value of the insurance benefit that an organization offers. If few employees are taking advantage of the benefit, it may not be perceived as valuable by the employees. If the benefit is perceived as non-valuable by employees, this may indicate that the total compensation strategy is not as competitive as the organization intends or believes it to be.

HR is in the process of creating clearly defined, consistent job descriptions for a global environment. Which common challenge should HR anticipate? Requiring sign-offs may violate cultural norms. Language barriers may reduce effectiveness. There may be disagreement relating to nonessential job functions. Interpretations of job functions may vary.

Interpretations of job functions may vary. The same words used to describe a job may have different meanings across the globe. Or entirely different words may be used to describe tasks, activities, or entitlements.

Which is an organizational benefit of using differential pay? It can incent employees to perform less desirable work or work in undesirable locations. It can improve key measures when comparing individual and group collaboration and performance. It can identify employees who are not suited for certain types of work activities. It can reduce employees' taxable income while increasing benefit options for all.

It can incent employees to perform less desirable work or work in undesirable locations. By using differential pay, organizations are able to incent employees to perform less desirable work (shift work, hazardous area, being on-call or standby, frequent or regular travel) or in less desirable locations or locations that have a higher cost of living. The differential pay is provided separate from the employee's base pay to allow for organizational flexibility, resulting in the ability to better control fixed labor costs.

How does communicating the guiding principles behind employee pay support an effective compensation philosophy? It eliminates local conditions in pay considerations. It guarantees how much employees are paid. It removes leadership from pay decisions. It creates a framework for transparency.

It creates a framework for transparency. A compensation philosophy creates a framework for consistency and transparency. Communicating the guiding principles behind employee pay plays a key role in being transparent. A compensation philosophy will guide how an organization pays employees, but it will not guarantee how much an employee will be paid. Compensation philosophies are typically created in collaboration with leadership. Compensation philosophies take local conditions into consideration as part of the review for competitiveness.

In global staffing, why is it important to use a common approach for analyzing and describing jobs? It guarantees that legal requirements are satisfied. It ensures that all locations in a global organization use the same set of job requirements. It facilitates communication and decision making about jobs. It alleviates the challenge of trying to observe incumbents across locations.

It facilitates communication and decision making about jobs. Defining jobs consistently and clearly, in a common language, is important in a global environment because it establishes a common understanding of the jobs that need to be filled and the skills and experience necessary for those jobs. It also facilitates communication and decision making about jobs across different cultures.

What is true of a lead-lag market competition pay strategy? It leads the market on base pay and bonuses but lags the market on other benefits. It leads the market during the first half of the calendar year and lags the market during the second half. It leads the market during the first half of the fiscal year and lags the market during the second half. It leads the market on base pay but lags the market on bonus eligibility.

It leads the market during the first half of the fiscal year and lags the market during the second half.

What characterizes a learning organization? It takes responsibility for the learning of its employees. It manages change and adapts to its environment. It encourages each department to function independently. It advocates internal rather than external networking.

It manages change and adapts to its environment. Learning organizations encourage constant networking both internally and externally. Change is embraced and managed, and learning experiences alter the organization's behavior. In such an organization, employees are responsible for their own learning.

A supervisor wants to improve job satisfaction and motivate employees by giving them more independence in their work and the opportunity to self-review and evaluate. Which is the best tactic to use for this? Job standardization Job enlargement Job enrichment Job evaluation

Job enrichment Job enrichment increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation. This is also known as vertical integration. Examples of actions that increase job depth include giving employees more authority, increasing employees' accountability, and sharing feedback directly with employees.

Factory workers from the assembly department are assigned to the shipping department every other week. Which type of career development program are these workers participating in? Mentoring Job rotation Replacement planning Job enrichment

Job rotation Job rotation is the movement between different jobs that require similar skill sets. These programs eliminate boredom on the part of employees as they participate in different jobs that build a wider range of skills and experiences.

A recruiter recently posted an opening for a mid-level manager. After reviewing the candidate applicant pool, it is determined that the candidates do not have the desired experience. What should the recruiter focus on in order to attract candidates who have the desired experience? Job analysis Job description Job specifications Job design

Job specifications The recruiter should reevaluate the job specifications to ensure that the posting has accurate minimum requirements for years of experience, education, certifications, etc. The job description is used to inform the candidate of the detailed information of the job posting. Job analysis is a process to identify and determine in detail the particular job duties and requirements of the job. The organizational structure is determined by the job design process and would not list the qualifications directly related to the job posting.

What job evaluation method assesses the responsibilities and requirements of each job and its relationship to other jobs in the organization? Market-based Survey-based Quantitative Job-content-based

Job-content-based The relative worth of different jobs is based on the assessment of their content, and they can then be compared to other jobs within the organization.

What type of learners acquire knowledge most effectively through a hands-on approach? Auditory learners Visual learners Synthesis learners Kinesthetic learners

Kinesthetic learners

Which organizational initiative should HR recommend to resolve glass ceiling issues for women? Leadership development and mentoring programs Diversity awareness and conflict resolution training Flextime schedules and increased parenting leave Team-building and communication enhancement training

Leadership development and mentoring programs Organization-wide diversity training can help make the organization more open to women's upward mobility, and flextime policies can help some women do their best at work. However, the most direct way to help women move up the organizational ladder is through mentoring with upper-level executives and programs to hone their leadership skills.

Which tool enables organizations to capture information about attendance, exam results, and evaluation survey responses? Rapid development tools Learning management systems Knowledge management systems Courseware authoring tools

Learning management systems Learning management systems (LMSs) are software applications that enable organizations to manage learning functions. They serve as a repository of administrative information regarding employees' participation in development programs. For example, many LMSs capture information about attendance, exam results, and participants' survey responses.

Which is the most low-risk strategy for global market expansion? Acquisition Internal expansion Licensing Merger

Licensing Licensing does not take a large initial investment or major organizational commitment. It is, therefore, a relatively low-risk way to expand globally.

Which component of a total rewards system should an organization consider as an indirect benefit to employees? Yearly bonus Commissions Competitive salary Life insurance

Life insurance Life insurance is considered an indirect benefit. Salaries, commissions, and bonuses are part of an employee's compensation and are considered direct benefits.

How can management best establish a culture that values career development in an individual development plan (IDP)? Have supervisors coach employees on career concerns. Ask HR to implement career paths for employees. Assign employees responsibility for their own IDPs. Link career development to business objectives.

Link career development to business objectives. Although all of the options may help to establish a career development culture, actions taken by senior management that link career development to organizational goals will have the greatest impact.

As part of new hire orientation, each new employee is assigned to a more experienced employee as an onboarding "buddy." What should be the primary role of the buddy? Sharing skills, knowledge, and expertise with the new employee Training the new employee, communicating performance standards, and providing evaluations Developing the new employee's strengths, offering encouragement, and being a trusted advisor Making the new employee feel welcome, answering questions, and helping navigate the organization's culture

Making the new employee feel welcome, answering questions, and helping navigate the organization's culture A buddy's role is to make the new employee feel welcome, answer questions, and help in navigating the organization's culture. Supervisors train the new employee, communicate performance standards, and provide evaluations. Mentors develop the new employee's strengths, offer encouragement, and are a trusted advisor, and the trainers' roles include sharing skills, knowledge, and expertise with the new employee.

A hospital director wants to identify the best candidate for head nurse among currently employed nurses. Which type of assessment would be most effective in evaluating candidates? Self-assessment Manager assessment Peer assessment Patient assessment

Manager assessment Manager assessments would best identify future potential. The other three answer choices may provide helpful information but would not fully evaluate a nurse's current performance against the future job.

Which is the best method for an HR compensation manager to use to evaluate the jobs and salary ranges of the organization's key positions compared to those of its competitors? Job classification process to group like positions together Job ranking approach to establish a hierarchy of positions Market-based evaluation to establish the worth of positions Point-factor scheme that appraises each position

Market-based evaluation to establish the worth of positions A market-based job evaluation assesses the relative worth and pay structure of different jobs based on their market value or the going rate in the marketplace.

After an acquisition, the HR director at the acquiring company is tasked with aligning the total rewards systems of both organizations. Which should the HR director review first? Current benefit providers Organizational culture Mission and strategy Company payroll costs

Mission and strategy The mission and strategy must be reviewed first because, in order to be successful, the total rewards system must be an extension of the strategic business plan and mission. Company payroll costs, organizational culture, and current benefit providers should be reviewed after the organization's mission and strategy, not before.

Within a month at a new job, an employee feels disconnected from peers and unsure of job expectations. In what part of the employee experience does there seem to be a breakdown? Recruiting Onboarding Orientation Evaluation

Onboarding Onboarding includes the first months at a job and ensures that new employees understand the job, what is expected, and who they will be working with. Orientation is a part of onboarding, but it lasts for only a few days. Recruiting occurs before an employee joins the organization, and evaluation occurs later.

Which term describes the strategic process for integrating a new employee into a company and its culture? Onboarding Candidate sourcing Appraisal Employee engagement

Onboarding Onboarding is an ongoing process of building engagement from the first contact with the goal of helping new hires adjust and become productive, contributing members of the organization. Candidate sourcing is searching for potential hires to fill a role. Employee engagement is the level of an employee's commitment and connection to an organization over time. Employee appraisals evaluate and provide feedback on performance.

Which part of a SWOT analysis reflects the external environment? Opportunities and threats Weaknesses and opportunities Strengths and weaknesses Strengths and threats

Opportunities and threats

Which best describes the process where training or educational activities occur at multiple levels? Climate of engagement Learning design Positive organizational culture Organizational learning

Organizational learning Organizational learning occurs at individual, group, and organizational levels. A learning organization learns to react and adapt to its environment.

Which process initially helps an employee become familiar with a new job, department, and coworkers? Orientation Onboarding Integration Relocation

Orientation Orientation generally lasts one to two days and helps the employee develop a realistic image of the organization and/or the job. Onboarding encompasses orientation as well as the first months of an employee's tenure in a position.

In addition to salary, health benefits, and welfare benefits, which item should be included in an individualized total compensation statement? Paid time off Flexible work schedule Alternative work locations Employee discount programs

Paid time off Paid time off should be included in the compensation statement; a dollar figure for it can be calculated based on salary. There is no consistent or tangible way to calculate the value of a flexible work schedule or an alternative work location. Employee discount programs (gym, movie theaters, streaming services, etc.) are based on the volume of participants; therefore, determining an accurate dollar value would be difficult.

Which assessment approach would provide the deepest insight into the potential of a manager for a position of global leadership at corporate headquarters? Standardized testing of cross-cultural readiness administered by a consultant independent of the organization Interviewing conducted by senior managers from the manager's home country familiar with their work Interviewing conducted by senior executives from the headquarters of the global corporation Panel interviewing conducted by senior managers from various locations, including host-country managers

Panel interviewing conducted by senior managers from various locations, including host-country managers Each assessment approach could provide useful data, but the perspective of managers from multiple countries probably will provide the deepest insights, because global leadership requires the ability to interact with and understand the issues of people living in different countries and cultures.

A government-mandated seminar on safety was recently converted to an e-learning course and is available on the organization's intranet. The course consists of self-study units with accompanying quizzes and e-mail access to a subject matter expert. Which best describes the primary benefit of this approach? The organization can track the training that each employee completes. Employees have easy access to someone who can answer questions. Internal or external trainers can be eliminated, reducing costs. Participants can complete the training when it is convenient for them.

Participants can complete the training when it is convenient for them. The most important benefit of e-learning is that participants can work through the course at their convenience, making it more likely that they will actually complete the training. While it is nice to have access to a subject matter expert and track training results (especially for mandated courses), it is most important that the training is actually completed.

An exit interview assessment finds that the primary reason employees leave is for better total rewards offered at other organizations. Which is the best action HR should take to gather information on competitive total rewards packages to potentially offer its employees? Survey employees to identify what total rewards the company should offer to them. Conduct a focus group session for management input on the effectiveness of total rewards. Send an internally developed survey to local competitors asking what total rewards they offer. Participate in an external remuneration survey to assess the competitiveness of the organization's current offerings.

Participate in an external remuneration survey to assess the competitiveness of the organization's current offerings. Using an external remuneration survey to collect information draws on extensive databases of incumbents and industry benchmarks. These benchmarks can be used to assess competitiveness.

An organization's restructuring caused numerous positions to be eliminated. The HR team met with senior leaders and devised a plan where all impacted employees interview for existing openings. An e-mail communication went out to department managers, and everyone agreed with the plan. How would this organization's culture be defined? Market-oriented Participative Authoritarian Organic

Participative In participative organizational cultures, the organization's members embrace collaborative problem solving and decision making. Organic cultures have fewer job boundaries, decision-making levels, and rules; this does not describe this organization, which appears to have a decision-making structure and processes. A market-oriented culture might pay less attention to the people aspects of the change and more attention to operational and financial results. In an authoritarian culture, only the top leaders are involved in decision making.

An organization is looking for ways to reduce costs and increase performance in its automotive parts manufacturing division and is considering staff reduction as an option. Which key performance indicators should be compared to determine the impact of staff reduction? Division head count vs. total company head count Employee production rate vs. employee turnover rate Product cost vs. revenue generation Past production vs. projected future production

Past production vs. projected future production Comparing past production to future production measures performance based on different time periods. Comparisons of the employee production rate vs. the employee turnover rate and of the product cost vs. revenue generation do not measure or place a value on performance. Division head count vs. total company head count does not value performance or address cost.

An organization has been forced to hire new employees at higher pay rates than usual due to a tight labor supply. Employees who have been with the organization for one to three years are earning the same or only slightly more than the new hires they have to train. What is the organization experiencing? Pay compression Competency-based differential Premium pay Red-circle rates

Pay compression Pay compression, or salary compression, occurs when there is only a small difference in pay between employees regardless of their experience, skills, or seniority. Pay differentials may be narrowed over time in an organizational hierarchy.

Which is a disadvantage of a time-based pay system? Pay levels may be raised over time regardless of performance. The organization could be subject to significant equal pay litigation. Quantity of work may be favored over quality of work. An enhanced performance management and appraisal system will be required.

Pay levels may be raised over time regardless of performance. A major disadvantage of a time-based pay system is that it does not reflect performance differences, except for unsatisfactory performance, and it can raise average pay levels over time even if performance is below average.

An hourly employee is at the maximum level of a pay range. There are no job openings in the next pay range. Which is the best approach to reward the employee for exceptional performance without adjusting the base wage rate? Incentive pay Performance bonus Gainsharing Premium pay

Performance bonus The performance bonus approach is an advantage to the organization because other wages and benefits linked to the base rate, such as overtime, shift premium, sick pay, and life insurance, are not impacted.

Which tools are used in building an employment brand? Industry data Organizational structure Needs analysis Principles of marketing

Principles of marketing Job candidates need to be approached in much the same way as prospective customers: carefully identified and targeted, attracted to the company and what it has to offer, and sold on the job.

An executive team in the middle of refining an organization's strategic plan is in the implementation phase. Which activity should occur during this phase? Provide clear communication of objectives to teams and coordinating their efforts Organize ideas and useful perspectives to inform planning Analyze information to determine current position, opportunities, and constraints Determine the strategy's effectiveness and identifying the need for change or improvement

Provide clear communication of objectives to teams and coordinating their efforts Providing clear communication and coordinating the teams' efforts describes the movement and management of tactics, and it occurs in the implementation phase of strategic planning. Organizing ideas and useful perspectives to inform planning, while possibly helpful, is not a strategic planning and management task. Analyzing information to determine current position, opportunities, and constraints occurs during the formulation phase, and determining the strategy's effectiveness occurs during evaluation.

An international organization is seeking to implement a wellness program to improve the health and well-being of its employees. Which is the best way to encourage employee participation? Provide discounts on gym memberships at gyms located near applicable organizational locations. Create individual employee "wellness scores" and share them within the company to foster competition among employees. Mandate that all employees must participate in the program, regardless of their personal wellness goals. Make eligibility for company-sponsored health insurance dependent on participation in the wellness program.

Provide discounts on gym memberships at gyms located near applicable organizational locations. Providing incentives such as discounts to gym memberships is a good way to encourage participation in a wellness program. Depending on the location, the organization may not sponsor health insurance, or it may be illegal to place eligibility qualifiers on a health insurance benefit. Mandating that all employees participate in the program will likely receive widespread pushback and low levels of engagement with the program, resulting in limited improvements in employee health and well-being. Publishing employees' health scores is unethical and possibly illegal, depending on the content of the scores and the location of the organization. It is unlikely to encourage employees to participate in the program.

Which is an advantage of using the point-factor method in job evaluation? Provides documentation and an audit trail Relies on some degree of judgment by evaluators Reduces administration, thus is less time-consuming Easier for employees to understand

Provides documentation and an audit trail The correct answer is the most distinguishable feature of the point-factor method; it is the most systematic and analytical method and it includes documentation of the process. Other job evaluation methods do not have this.

An HR manager wants to make the organization's learning opportunities more accessible and convenient for employees. What type of framework would meet these goals? Push model Asynchronous learning Synchronous learning Pull model

Pull model The pull model for learning allows employees to access learning materials when and where they need it—for example, while traveling or through mobile devices. The push model provides learning on a schedule, as seen in classroom training and "one-off" training events, such as training on compliance requirements. Synchronous and asynchronous learning refers to delivery approaches, whether learners interact in real time (synchronous) or at different times (asynchronous). Push and pull models could use both approaches.

An HR manager recommends that, as a way to closely monitor engagement, briefer, more frequent surveys are given to specific segments of the workforce. This describes what type of survey? Performance Pulse Opinion Specific

Pulse Pulse surveys can be conducted between annual surveys and usually focus on specific issues or specific populations of employees.

Which type of survey should an HR professional use to collect information on base pay, incentive plans, and benefits? Marketplace Remuneration Global Competitiveness

Remuneration Remuneration surveys, the global terminology for compensation and benefit surveys, are used to collect information on prevailing market compensation and benefit practices. This type of survey allows an organization to check its remuneration structures against global and local trends.

An advertising firm has experienced significant turnover among its creative writers. During exit interviews, the writers have expressed dissatisfaction with rigid starting times, a lack of recognition for their work, and poor communication between managers and employees. Which actions should HR recommend managers implement to improve employee engagement? Including employees and their families in social gatherings Defining tasks and responsibilities and hold employees accountable Requesting and valuing employee input on important organizational issues Meeting with employees to discuss projects and plans for completion

Requesting and valuing employee input on important organizational issues Participation is a process in which power or influence is shared between management and employees who are both engaged in the decision-making process. Employee input on important organizational issues is both asked for and valued. Depending on the organization or industry, a participative culture may also include giving the employees the discretion to act on their decisions.

Which factor differentiates successful training programs from unsuccessful programs? Post-surveys showing positive responses Results showing transfer of learning Establishing ROI that is easily evaluated Building in-house technology applications

Results showing transfer of learning The best training programs ensure that knowledge and skills learned in the classroom will be used in the work environment. Regardless of the type of training program, transfer of learning should occur.

An organization seeks to evaluate the overall business impact of its employee retention strategies. What engagement metric would provide this insight? Employee absence rate Monthly voluntary turnover rate Revenue per employee Yield ratio

Revenue per employee Revenue per employee evaluates the costs of a lost employee due to voluntary or involuntary turnover. Employee absence rate and monthly voluntary turnover rate measure employee absences and voluntary turnover respectively, but not the resulting business effect. Yield ratio focuses on employee engagement initiatives.

What first step should HR take when assessing a recent trend that shows an increase in telecommuting in the industry? Develop a business case to support the option to telecommute and create a pilot program. Identify a potential executive sponsor to work with on the research and implementation. Determine the percentage of organizations that currently offer a telecommuting option. Review current functions to determine which are conducive to a flexible work arrangement.

Review current functions to determine which are conducive to a flexible work arrangement. Identifying which functions, if any, are conducive to a telecommuting option is the first step. If there are limited or no roles for which the option may be feasible, there may be no need to pursue this further. Understanding the percentage of organizations that offer a telecommuting option may be helpful once it is determined that there are functions that may be conducive to a flexible work arrangement. Competitors in the market that offer this option would be useful as the idea is further assessed. The development of a business case to support the option would be jumping too far ahead of the process, as feasibility in the organization has not yet been assessed. The identification of an executive sponsor would be premature as it would first need to be determined if the option is feasible in the organization.

A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take? Review base pay programs to move employees more quickly through the pay ranges. Review current promotional practices to encourage faster advancement for qualified employees. Review recruiting practices emphasizing expectations around growth and development. Review exit interview data to see if it reflects limited promotional opportunities leading to employees leaving the organization.

Review exit interview data to see if it reflects limited promotional opportunities leading to employees leaving the organization. The first step for the HR manager is to see if data supports this assumption. Exit interview data can help in this regard, as individuals are more apt to be honest about reasons for leaving an organization as they leave.

What is the first step in the selection process to minimize the possibility of a bad hire? Screening all candidates Advertising in social media Posting the job internally Reviewing exit interview forms

Screening all candidates It is important to optimize the effectiveness of the employment process. This can begin with a screening process to ensure that only the most qualified applicants are interviewed and further assessed. Advertising is a step in the recruiting process to generate the applicant pool. Posting the job internally also is meant to generate applicants Reviewing exit interview forms may help discover organizational issues but has little relevance to the first step in the selection process.

What can an organization do to help it succeed in its pursuit of external pay equity? Increase base pay across the board instead of awarding performance bonuses. Change to a lead-lag market competition pay strategy. Offer a one-time lump-sum bonus to underpaid employees. Share salary ranges in internal and external job postings.

Share salary ranges in internal and external job postings. Sharing salary ranges in internal and external job postings can increase pay transparency, which helps in pursuit of pay equity (both internal and external). A one-time lump-sump bonus doesn't solve the issue long-term, and, if base-pay levels are still uneven, increasing base pay instead of using performance bonuses may not help solve pay inequities. Using a lead-lag market competition strategy may address pay inequity during the first half of the fiscal year when the organization is leading the market on compensation but could still result in inequities in the second half of the year when it lags the market.

Which recruitment method would best support an organization's attempts to attract Generation Y applicants? Trade and professional organizations Media advertising Social media Outplacement firms

Social media Born in the mid-1980s and later, Generation Y has grown up with technology and has a high use and familiarity with electronic communications, media, and digital technologies. Other demographic groups also use social media, so the organization would reach them, too. However, social media would be well-suited to communicate with Generation Y candidates.

Which is a likely outcome of a series of well-run knowledge cafés? Some people form unexpected new relationships with coworkers. Predetermined outcomes are realized related to chosen organizational knowledge areas. A map is created that indicates how knowledge moves through the organization. Explicit and tacit knowledge will be merged for the chosen organizational knowledge areas.

Some people form unexpected new relationships with coworkers. A knowledge café is a process that introduces individuals from across the organization to each other so that they can share knowledge and experience about a topic that is of interest to them. This tool may not result in specific, predetermined outcomes, but it generally results in networking opportunities.

Which is the difference between a strategic alliance and a joint venture? Strategic alliances create new economic entities; joint ventures create new individual entities. Strategic alliances do not involve equity; joint ventures require that both partners contribute equity. Strategic alliances are informal agreements; joint ventures are contractual agreements. Strategic alliances take longer to create; joint ventures generally happen quickly.

Strategic alliances do not involve equity; joint ventures require that both partners contribute equity. A strategic alliance is a formal agreement between two or more companies to collaborate and contribute resources but not equity. Strategic alliances create synergy based on the partners' strengths and technical capabilities. A joint venture is an agreement between two or more parties to create a new economic entity. Both partners contribute equity and share in revenues, expenses, and control.

A new CEO is selected to lead an organization that has grown over time but has not reviewed its staffing structure or responded to industry changes and trends. What may be hindering the organizational strategy? Organizational transition Strategic drift Organizational alignment Strategic stagnation

Strategic drift Strategic drift occurs when an organization fails to recognize and respond to changes in its environment (such as a stagnant organizational culture) that necessitate strategic change.

Which term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels? Leadership training Task migration Job expansion Delegation

Task migration Task migration occurs when traditionally higher-level leadership responsibilities are transferred to leaders at lower levels. This is partly a function of the trend toward flatter organizations, but it is also due to the greater frequency and complexities of challenges. What was typically handled by senior leaders in the past has been handed down to junior leaders so the former can focus on even more complex issues.

Which is the most advantageous outcome of employers treating employees with care and respect during termination of employment? The employees will focus on their recruiting experience and base their response on that experience. The employees may return to the organization, and they will require little training. The employees will not say anything negative about the organization. The employees will be less inclined to file an unemployment claim.

The employees may return to the organization, and they will require little training. The degree to which employees are treated well at termination may affect their decision to return to the employer. "Boomerang" employees-former employees who are rehired-often require shorter or more limited training time, and so they can be more productive more quickly.

Which indicates that an organization is using strategic planning and management? A cross-functional team is assembled across the organization to resolve issues that are in conflict with the strategy The mission, vision, and values have been defined and communicated consistently The core competencies of the organization are reflected in each department The organization's structure, resources, and policies are aligned to meet the agreed-upon goals

The organization's structure, resources, and policies are aligned to meet the agreed-upon goals Strategic planning and management are distinguished by the way assets, structure, and policies are focused and integrated to achieve goals. The mere existence and communication of the mission and the vision does not mean that an organization is using strategic planning and management. The organization's core competencies may be distributed across multiple functions; they will probably not be the same in each function. A cross-functional team pointed toward problem resolution does not distinguish an organization as having a strategic plan that is well managed.

Which is a primary reason that organizations may not excel at performance management? The organizational systems, strategies, and philosophies are not aligned. The process is not implemented consistently. The concept of performance appraisal is interpreted in many ways. There are multiple expectations of the process.

The organizational systems, strategies, and philosophies are not aligned. While all of these options can explain the failure of a performance management system, a primary reason for failure is the lack of alignment of organizational systems, strategies, and philosophies. This is the foundation of effective performance management, and this process affects all others.

Why is it important to involve stakeholders at various points in a project? They contribute budget and deserve to be included in communications. They can sabotage the project team's efforts via pivots in expected outcome. They are important in winning and keeping management support for the project. They can increase acceptance of the project's eventual outcome.

They can increase acceptance of the project's eventual outcome The best answer is that stakeholder involvement can improve and increase acceptance of the project's outcome. Stakeholders do not always contribute to budget or have access to management. They can be users rather than influencers or funders.

What is the advantage of nonqualified deferred compensation plans? They protect the plans' funds from creditors in the event of the failure of the business. They provide incentives for key executives to stay with the organization. They allow all company employees to contribute more than the limits prescribed by qualified plans. They provide more-favorable tax advantages to employers than qualified plans.

They provide incentives for key executives to stay with the organization. Nonqualified deferred compensation plans allow organizations to provide additional benefits to a select group of key executives, which motivates them to stay with the organization.

How should an HR leader evaluate an organization's return on labor expenses? By adding salaries, overtime, benefits, and bonuses and then dividing by total costs By the number of high performers compared to low performers in the organization Through a well-crafted pay-for-performance program that measures performance compared to goals By reviewing the overall employee output compared to the overall sales revenue

Through a well-crafted pay-for-performance program that measures performance compared to goals A well-crafted and executed pay-for-performance program allows an organization to evaluate the return on labor expenses.

Which identifies the primary purpose of employer branding? To position the company's products and services To lower turnover and retain key employees To establish the organization as an employer of choice To decrease the number of nonqualified candidates

To establish the organization as an employer of choice Although there are many benefits associated with employer branding, the primary purpose is to communicate why the organization is an employer of choice.

What is the primary purpose of the analysis step of the ADDIE process? To set goals and objectives for the training program To customize learning methods for local audiences To create learning activities and identify cultural differences To identify gaps between actual and desired performance

To identify gaps between actual and desired performance The analysis phase of the process focuses on identifying the organization's developmental needs. Data is collected to identify gaps between actual and desired performance.

What does an employee suggestion mechanism need in order for it to be effective in increasing employee engagement? A method of submitting all suggestions anonymously A cash reward for suggestions that save the organization money A system to tie number and quality of suggestions to performance reviews Transparency in how suggestions are reviewed and implemented

Transparency in how suggestions are reviewed and implemented Just as employees need to devote time to make suggestions, organizations need to discuss what suggestions are being considered and offered as well as which are not being discussed and why. Transparency in when a suggestion is being implemented and its general time line are also important. Failure to actively consider suggestions can could result in employee disengagement.

A company has achieved excellent results through perceptive market timing and aggressive marketing but still has problems with back orders. Slow shipments and errors are largely due to interdepartmental communication gaps. How would this finding be classified in a SWOT analysis? Opportunity Threat Weakness Strength

Weakness In the SWOT technique, a weakness is an element internal to an organization that is holding the organization back from meeting its strategic goals. Communication issues between departments can weaken productivity and inhibit performance toward organizational goals.

When creating a benefits program, which key legal factor does the HR benefits leader need to keep in mind? Public, national, and bank holidays What government-regulated programs are provided How much paid time off the organization offers Types of involuntary termination severance packages

What government-regulated programs are provided The benefits leader needs to understand what is normally provided to employees, what government-regulated programs are provided, and what employees expect.

An organization finds that, without consciously meaning to, it is rewarding behaviors that violate its values. As it returns to the beginning of the total rewards strategy process, what factor should the organization be sure to include in its assessment of its total rewards needs? Executive commitment to the required investment for the strategy Competitive forces that may be driving the behaviors Effectiveness of the current code of conduct What leaders are willing to tolerate in high performers

What leaders are willing to tolerate in high performers In this case, HR needs to ask leadership what behavior they are willing to accept from individuals who are contributing to the organization's strategic success. This will affect the total rewards system's design and implementation. This is not an issue of willingness to invest money but of commitment to the priority of stated values. Competitive factors may be influencing employees' behaviors, but rewarding that behavior through compensation systems goes back to the basic question of whether leaders are willing to sacrifice revenue for the organization's values. The code of conduct defines desired behaviors but may be ineffective in changing behavior if the rewards system is not aligned with the code.

A differential piece-rate pay system works best in which type of environment? When a link between the attainment of goals or achievement and the level of desired pay is needed When the focus is on what employees can become as opposed to the skills they already have When the current employee skill set needs to be recognized while encouraging individuals to increase skills and knowledge When managers need flexibility to determine who should be paid what rate when employees are hired

When a link between the attainment of goals or achievement and the level of desired pay is needed With differential piece-rate systems, the employee receives one piece rate up to the standard and then a higher rate once the standard has been exceeded. This type of system provides employees with a pay basis but then links the attainment of certain productivity goals or achievements directly to their pay. For example, a salesperson may receive a certain base pay but will earn more if he or she meets a sales quota. Another example is a manufacturing employee who earns a premium over her base rate of pay by exceeding the daily productivity goal.

During an interview, when is it appropriate to ask a candidate about prior project outcomes that were unsuccessful? When assessing the candidate's ability to learn from previous experiences When the candidate is interviewing for a management position When the candidate does not list accomplishments When the interview with the candidate is unstructured in format

When assessing the candidate's ability to learn from previous experiences Always ask about performance failures to determine how the candidate analyzes, learns, and adapts to new information.

During the hiring process, at which point does an employer have the opportunity to initially engage the individual? During the interview When exploring the company's careers page When completing the orientation process During the early stages of onboarding

When exploring the company's careers page According to the "Employee Experience Survey," up to 82% of job prospects rely on company websites as a primary means for learning about a company. However, almost 40% of those prospects feel that the information isn't valuable. The company's careers page and all public-facing job listings should be current, informative, and meaningful.

Under which circumstances would it be important for an HR manager to age data? When recognizing the need for a globally consistent and efficient job evaluation system When trying to understand the organization's current pay competitiveness and where it needs to be When determining a solution for market rates having outpaced organizational pay structures When comparing the organization's internal job descriptions in order to position them in appropriate job families

When trying to understand the organization's current pay competitiveness and where it needs to be In order to make data sources consistent with one another, aging of data is needed. Aging data from surveys and comparing it to where the organization is allows an understanding of how close you are to your compensation philosophy (lag, match, or lead) for the organization's salary structure.