QUESTIONS I GOT WRONG ON 12/24 (EASY PRACTICE TES

What is workforce management?

Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g., workforce planning, succession planning) and to close critical gaps in competencies.

You work for a major power utility on the East Coast. The blue-collar workers are union-represented, and the most recent collective bargaining agreement (CBA) was approved three months ago for a three-year duration. Since it is a union setting, shifts that cover 24/7 are bid upon and awarded according to seniority. The least popular shifts are weekends and nights, and they are consistently filled by the employees with the least seniority. A new hire from a week ago, James, approaches you and asks for a private meeting. Once behind closed doors, James tells you that he can no longer handle the night shift and that the lack of sleep he's experiencing is aggravating a medical condition that normally stays under control when he gets adequate sleep. He needs to work a day shift. Currently it takes six years of seniority to completely avoid the night shifts, except in a power emergency, when everyone is called upon to work until power is restored. You are now convinced James' claim of a medical condition is bona fide. To be in compliance with the law, you transfer James to a day shift. Before you go home for the day, another employee who starts his shift at 4 p.m., Greg, informs you he is filing a grievance. You know Greg has 4.5 years seniority and was second in line to transfer to the day shift. How do you respond to this news? A. Ask Greg, "Which provision of the CBA do you believe has been violated?" B. Ask James if he's willing to meet with you and the union representative. C. Ask Greg what it would take to make him change his mind about filing his grievance. D. Offer to bring in the company ombudsperson to reach a resolution.

A. Ask Greg, "Which provision of the CBA do you believe has been violated?" Rationale: A is the best response. Saying one is going to file a grievance is a common ploy among represented employees. However, not everything that upsets employees is grievable, only those actions that are in conflict with CBA provisions. If a specific provision cannot be identified, perhaps there is no valid grievance. If one can be identified, it gives management the opportunity to review the applicable portion of the contract. B is not the best answer. If there is a meeting with James and his union rep, it would be incomplete without his supervisor there as well. C is an unethical inquiry. D might be appropriate later but not yet. It is not a proportional response. Other solutions ought to be exhausted first.

According to the University of North Carolina at Chapel Hill, knowledge management involves actions that capture, develop, share, and effectively use organizational knowledge. Which is not part of organizational knowledge? A. In-house job postings B. On-the-job discussions C. Corporate libraries D. Mentoring programs

A. In-house job postings A is correct. In-house job postings are not part of the actions in organizational knowledge. B, C, and D are incorrect. B is incorrect because on-the job discussions are considered to be part of organizational knowledge along with formal apprenticeship, discussion forums, corporate libraries, professional training, and mentoring programs. C is incorrect because corporate libraries are considered to be part of organizational knowledge along with formal apprenticeship, discussion forums, on-the job discussions, professional training, and mentoring programs. D is incorrect because mentoring programs are considered to be part of organizational knowledge along with formal apprenticeship, discussion forums, on-the-job discussions, and professional training.

Human resource budget responsibilities for an organization could include all of the following except which one? A. Pay-for-performance increases B. Third-party 401(k) administration C. Payroll taxes D. Employee benefits

A. Pay-for-performance increases Rationale: A is correct. Although the HR manager will have responsibility for its own staff's performance increases, the pay-for-performance increases for all other employees in most all sizes of organizations is generally the responsibility of each line manager and department. B, C, and D are incorrect. B is incorrect because third-party vendors used in the administration of employee benefits normally falls within the scope of HR responsibilities for budgeting. C is incorrect because within standard budget responsibilities, HR would be expected to input information for payroll taxes for budgeting purposes. D is incorrect because HR is generally responsible for providing budget information on employee benefits for the budgeting process.

What three categories of risk are discussed by Kaplan and Mikes? A. Preventable risks, strategic risks, and external risks B. Internal risks, external risks, and employee risks C. Financial risks, employee risks, and insurance risks D. Employee risks, product risks, and executive risks

A. Preventable risks, strategic risks, and external risks Rationale: A is correct. In their Harvard Business Review article, Kaplan and Mikes suggested that risks in these three categories can be managed. B, C, and D are incorrect. B is incorrect because employee risks and internal risks can be accounted for in the preventable risks and strategic risks categories. C is incorrect because all three risks can be reclassified into one of the correct answers. D is incorrect because all three categories can be reclassified in either preventable risks, strategic risks, or external risks.

You have been actively partnering with your operations department in the talent search for their new Midwest general manager. You've conducted a robust search and are now down to the final three candidates. You've sent each your internal form asking for written permission to conduct your background check. Marian returned the form the same day and used the autosignature feature built into your document. Pat downloaded the form, signed it, scanned it, and e-mailed it back to you after your follow-up request. You caught Laura answering her cell when you called for the third and final time, and she gave you a verbal okay to go forward even though she'd not responded to the four e-mails you had sent with "Urgent Response Needed" in the subject line. Your background reports have arrived. All looks good except one red flag for Pat. Pat put on both his résumé and the job application a BA in Business from the University of Chicago. The University of Chicago agrees Pat attended there but only for a short time and did not graduate. The most recent job description deleted the requirement of a BA or equivalent. Given the current job description, what is your recommendation to the hiring committee? A. Report two of the three final candidates have no issues revealed in their background checks. You recommend Pat be disqualified for lying. B. Report all three final candidates have no issues revealed in their background checks. Since no BA is required, that background information is irrelevant. C. Report all three final candidates have no issues revealed in their background checks. Having read Pat's information, you are confident he fulfills the "or equivalent" desirable qualification. D. Provide all three detailed reports to the hiring manager with no recommendation so you do not bias the process.

A. Report two of the three final candidates have no issues revealed in their background checks. You recommend Pat be disqualified for lying. Rationale: A is your best answer to maintain a workforce with integrity. Since Pat made the same false claim on both his résumé and his job application, his action was purposeful. B and C are incorrect. It is relevant that you caught an applicant reporting false information. Even if the candidate might qualify via "or equivalent" does not excuse the falsehood. D is incorrect. You should not burden the hiring committee with learning for themselves a relevant fact you already discovered. It is your duty to explicitly disclose what you know.

Strategic metrics can include what? A. Value received for HR programs compared to forecast value B. Reasons why people accept job offers C. Levels of satisfaction with the boss D. Number of new hires made within the target date on each requisition

A. Value received for HR programs compared to forecast value Rationale: A is correct because strategic metrics are things like goals or targets met within a period of time (month, quarter, year); value received for HR programs compared to forecast value; and achievement rates for revenue or expense targets/goals. B, C, and D are incorrect. B is incorrect because reasons why people accept job offers is an example of tactical metrics, not strategic metrics. C is incorrect because levels of satisfaction with the boss is an example of tactical metrics, not strategic metrics. D is incorrect because the number of new hires made within the target date on each requisition offer is an example of tactical metrics, not strategic metrics.

A healthcare consulting company has almost quadrupled in size in the last 5 years, from 68 employees to 220 employees. The chief HR officer decides to implement an HRIS system to provide key leaders with better data for use in making strategic decisions. What HR functions can an HRIS effectively handle? A. Benefits administration B. An HRIS that supports most HR functions with data C. Payroll processing and employee self-service D. An HRIS that handles administrative HR functions only

B. An HRIS that supports most HR functions with data Rationale: B is correct. An HRIS can handle data collection and reporting for all HR functional areas. It is left to the HR professional to interpret the raw data for management to aid in decision-making. A, C, and D are incorrect. A is incorrect because it is limited to benefits content. C is incorrect because payroll is usually handled by a separate payroll system, but self-service is often part of the HRIS. D is incorrect because it is a limited application.

When workers are juggling additional work responsibilities, working longer hours, and performing jobs that are above or below their pay grade, this is known as what in organizational effectiveness and development? A. Broken business processes B. Declining workforce engagement C. Diminished capacity, capability, and agility D. Misaligned organizational structure

B. Declining workforce engagement Rationale: B is correct. Declining workforce engagement, which leads to burnout, is when organizations are requiring the workforce to do more with less, damaging employee morale. A, C, and D are incorrect. A is incorrect because broken business processes is not overworking workers. C is incorrect because diminished capacity, capability, and agility are not overworking workers. D is incorrect because misaligned organizational structure is not overworking workers.

In human resource terms, what does risk management mean? A. Having a strong security staff to protect the company and its assets B. Having employee health insurance, discrimination prevention, workplace safety, and asset security C. Having protection against Internet viruses and ransomware D. Putting a priority on protecting the organization to prevent financial

B. Having employee health insurance, discrimination prevention, workplace safety, and asset security B is correct. Human resources can contribute to company risk management by focusing on employee-related risks and prevention. A, C, and D are incorrect. A is incorrect because security is usually a group outside of the human resource group. C is incorrect because IT is usually a group outside of the human resource group. D is incorrect because financial issues are usually handled by an accounting or finance group outside of human resources.

You work for a major power utility on the East Coast. The blue-collar workers are union-represented, and the most recent collective bargaining agreement (CBA) was approved three months ago for a three-year duration. Since it is a union setting, shifts that cover 24/7 are bid upon and awarded according to seniority. The least popular shifts are weekends and nights, and they are consistently filled by the employees with the least seniority. A new hire from a week ago, James, approaches you and asks for a private meeting. Once behind closed doors, James tells you that he can no longer handle the night shift and that the lack of sleep he's experiencing is aggravating a medical condition that normally stays under control when he gets adequate sleep. He needs to work a day shift. Currently it takes six years of seniority to completely avoid the night shifts, except in a power emergency, when everyone is called upon to work until power is restored. You are now convinced James' claim of a medical condition is bona fide. To be in compliance with the law, you transfer James to a day shift. Before you go home for the day, another employee who starts his shift at 4 p.m., Greg, informs you he is filing a grievance. You know Greg has 4.5 years seniority and was second in line to transfer to the day shift. What action could you take to minimize a future grievance like Greg's? A. Increase communications with candidates, making it clear that they will start on the evening and weekend shifts. B. Increase communications with candidates, making it clear that they will start on the evening and weekend shifts and then asking each whether they will accept work on these shifts with or without reasonable accommodation. C. Have your vice president explain the shift selection process to all employees. D. Have your vice president explain the shift selection process to your union representative and have the union rep explain it to all the union employees.

B. Increase communications with candidates, making it clear that they will start on the evening and weekend shifts and then asking each whether they will accept work on these shifts with or without reasonable accommodation. Rationale: B is the best answer. You are making it clear what hours the shifts will be, and you are being consistent in asking whether the candidates can work them with or without reasonable accommodation. A is good but not as complete as B. C and D miss the mark as there is nothing in the scenario to believe workers do not understand the shift assignment process.

You are happy with the assignment your new CHRO gave you to conduct an FLSA internal audit. You are to look at the status of all the people doing work at your 350-person firm to determine whether they are exempt, nonexempt, or independent contractors. You review the IRS's 11 Main questions to familiarize yourself with the best practice for determining a worker versus an independent contractor. You also visit the DOL web site to review the most current definitions of exempt and nonexempt. You determine that five workers who ought to be employees have been misclassified as independent contractors. You prepare a compelling report to that effect for your CHRO. Your CHRO agrees but points out you didn't make a recommendation on the optimal path forward. In response, what do you do? A. Prepare a recommendation saying the five independent contractors ought to be switched to employee status. B. Prepare a recommendation explaining the benefits of changing the classifications to employee status. You also include a written policy on compliance. C. Prepare a recommendation explaining and adding in the detail of the process you followed. D. Prepare a summary of the work you have done so far and solicit input from the relevant stakeholders within the firm.

B. Prepare a recommendation explaining the benefits of changing the classifications to employee status. You also include a written policy on compliance. Rationale: B is the best answer. You are recommending the appropriate action and creating a guideline for future compliance. A is not as good as B because it addresses the immediate concern but doesn't take it a step further, so you are merely repeating what was already found to be incomplete. C is not the right level of information for the CHRO. You already had her convinced, so adding this detail is a waste of time for both of you. D is passing the buck when you are the subject-matter expert in this instance.

The international code of ethics known as the Caux principles has seven principles. Which is not one of the seven principles? A. Respect rules and conventions B. Respect different religions and cultures C. Respect the environment D. Respect rules and conventions

B. Respect different religions and cultures B is correct. Although a wonderful value, respecting different religions and cultures is not specifically one of the seven Caux principles. A, C, and D are incorrect. They are all one of the seven Caux principles.

Which of the following is the best description of software that is managed remotely where the organization is charged only for the number of users and the bandwidth they use? A. Cloud computing B. SaaS C. ASP D. SLA

B. SaaS Rationale: B is correct. Software as a service (SaaS) is sometimes referred to as "software on demand" and is a system where the software is delivered over the Internet to customers on a pay-per-use basis. A, C, and D are incorrect. A is incorrect because SaaS is only one type of cloud computing. All the other applications would disqualify this answer. C is incorrect because an application service provider is like SaaS but is best considered a precursor to the SaaS we know today. ASP is computer-based, not cloud-based. Customization is more complex and costly. D is incorrect because service level agreements (SLAs) are service contracts that detail the delivery of an IT solution.

Andragogy is the study of how adults learn, and it is based on five assumptions about learning in adults versus children. What are the five concepts? A. Emotional intelligence, motivation to learn, self-awareness, readiness to learn, ability to learn B. Self-concept, experience, readiness to learn, orientation to learning, motivation to learn C. Self-awareness, experience, willingness to learn, motivation to learn, previous experience D. Self-concept, emotional intelligence, orientation to learning, motivation to learn, experience

B. Self-concept, experience, readiness to learn, orientation to learning, motivation to learn Rationale: B is correct. The five concepts of andragogy are as follows: • Self-concept, which is the concept of the self toward self-directed and self-sufficiency • Experience, which is in memory and can be accessed in learning situations • Readiness to learn, which is a state of learning • Orientation to learning, shifting from subject-focused to problem-focused learning • Motivation to learn, coming from an internal source within rather than external A, C, and D are incorrect. They are all incorrect because the five concepts of andragogy are self-concept, experience, readiness to learn, orientation to learning, and motivation to learn.

What are the three types of professional HR engagement? A. Training engagement, presentation engagement, behavioral engagement B. Trait engagement, state engagement, behavioral engagement C. Educational achievement, behavioral accomplishment, placement rate achievement D. Payroll accuracy, non-discrimination results, behavioral accomplishment

B. Trait engagement, state engagement, behavioral engagement Rationale: B is correct. These are the three types of professional HR engagement. A, C, and D are incorrect. A is incorrect because training and presentations are not types of professional HR engagement. C is incorrect because educational achievement and placement rates are not types of professional HR engagement. D is incorrect because payroll accuracy and non-discrimination results are not types of professional HR engagement.

You have been actively partnering with your operations department in the talent search for their new Midwest general manager. You've conducted a robust search and are now down to the final three candidates. You've sent each your internal form asking for written permission to conduct your background check. Marian returned the form the same day and used the autosignature feature built into your document. Pat downloaded the form, signed it, scanned it, and e-mailed it back to you after your follow-up request. You caught Laura answering her cell when you called for the third and final time, and she gave you a verbal okay to go forward even though she'd not responded to the four e-mails you had sent with "Urgent Response Needed" in the subject line. What is your next step? A. With permission from all three, go ahead and order your third-party background reports. B. With written permission from only two, go ahead and order your third-party background reports on Marian and Pat only. C. Wait to order your third-party background reports until Laura completes her required paperwork. D. With permission from all three, go ahead and order your third-party background reports and drop an e-mail to your legal counsel so they are in the loop.

B. With written permission from only two, go ahead and order your third-party background reports on Marian and Pat only. Rationale: B is the best choice. You need to take action to complete your general manager search. Your legal counsel should have told you to require the signed release that legal created, so without that from Laura, your logical choice is to move forward where you may. A and D are not the correct action when you don't have a signed release giving you permission. C is a choice of inaction and could delay your hiring process indefinitely.

You work for a major power utility on the East Coast. The blue-collar workers are union-represented, and the most recent collective bargaining agreement (CBA) was approved three months ago for a three-year duration. Since it is a union setting, shifts that cover 24/7 are bid upon and awarded according to seniority. The least popular shifts are weekends and nights, and they are consistently filled by the employees with the least seniority. A new hire from a week ago, James, approaches you and asks for a private meeting. Once behind closed doors, James tells you that he can no longer handle the night shift and that the lack of sleep he's experiencing is aggravating a medical condition that normally stays under control when he gets adequate sleep. He needs to work a day shift. Currently it takes six years of seniority to completely avoid the night shifts, except in a power emergency, when everyone is called upon to work until power is restored. What is your first action? A. Ask James how much sleep he really needs. B. Ask James if he's willing to meet with you and the union representative. C. Ask James for medical documentation of his condition. You give him the form and a copy of his job description to share with his healthcare provider. D. Ask James for medical documentation of his condition. You give him the form to share with his healthcare provider.

C. Ask James for medical documentation of his condition. You give him the form and a copy of his job description to share with his healthcare provider. Rationale: C is the best answer. You need additional facts to know whether you are dealing with an ADA/ADAAA situation or an employee with a story to get out of an unpopular shift assignment. Including the job description for the healthcare provider will aid in him or her understanding the essential functions that James needs to perform. A is incorrect as that is not really any of your business and will not advance you to the appropriate decision. B may be appropriate at some point, but it is not the best first action. D is second best, but not as good as adding in the job description

Which of the following best describes an environmental scan that would occur during strategic planning? A. Reviewing policies and procedures to ensure they are in compliance B. Analyzing conditions to ensure overall employee health and welfare C. Collecting and analyzing data that will help the organization project employee growth and development. D. Consulting with the EPA to determine appropriate green standards for the organization

C. Collecting and analyzing data that will help the organization project employee growth and development. Rationale: C is correct. An environmental scan is the gathering of information in the strategic planning process for the review of historical data to prepare for expected or planned growth in the organization that will involve workforce planning and development. A, B, and D are incorrect. A is incorrect because an environmental scan does not involve current policies and procedures. B is incorrect because an environmental scan is not about the health and welfare of employees. D is incorrect because environmental planning has nothing to do with environmental standards, federal or otherwise.

You are the benefits manager for your 4,000-person pharmaceuticals organization. Last year at open enrollment you rolled out four medical plan options: one 80/20 indemnity plan with three HMOs, plus two dental plans, and a single vision plan. The next open enrollment is just under six months away, and from experience you understand it is not too early to be planning for it. Another one of the steps you want to take now is what? A. Ask individuals in the elevator how they like their health benefits. B. Conduct an employee survey and add on benefit questions. C. Conduct an employee survey specifically sharing the reason you are asking questions about their benefits. D. Ask your friends at lunch what they would like different in their healthcare offerings.

C. Conduct an employee survey specifically sharing the reason you are asking questions about their benefits. Rationale: C is best. Gathering broad employee feedback is essential for a good benefits assessment. Transparency in your communications on this delicate topic is essential; otherwise, you run the risk that employees are going to assume you are asking to know which benefits to scale back, which is not your intention. A and D get you input, but it's input that is too narrow. B does not adequately explain the reason you are seeking the input.

You have recently joined a nonprofit that has grown tremendously over the last three years because of great success in having their grant proposals accepted. The organization provides mental health services to the poor, so it needs a receptionist to greet clients when they arrive and notify the clinicians that their next patient has arrived. The office manager supervises the two receptionists among her other duties. Darlene and you meet about Rochelle, the receptionist now on staff for five months. Darlene reports that Rochelle acted absolutely shocked that her position could be in jeopardy over "just being late a few times." Now 31 days after the PIP began, Darlene shares that Rochelle made it to work on time each day. Your advice to Darlene now is what? A. Go ahead and fire Rochelle, as she started poorly and it is easier to fire people during the first six months. B. Congratulate Rochelle and tell her she now gets a fresh start. C. Congratulate Rochelle and remind her this is the standard she is expected to maintain. Be explicit about the ramifications the next time she is late in the next seven months. D. Congratulate Rochelle and tell her this is the standard she is expected to maintain. Don't go into more detail to give yourself maximum flexibility.

C. Congratulate Rochelle and remind her this is the standard she is expected to maintain. Be explicit about the ramifications the next time she is late in the next seven months. Rationale: C is the best answer as it is the most complete, explicit, and transparent communication to build this relationship. A is expedient but not fair since she did what was asked of her. B is naïve, and with such a poor start, four months of poor behavior ought not be overlooked on the basis of one month's performance. D is good but fails to share ramifications of what will happen if Rochelle slips back into her old pattern.

Stephen is a software programmer who has worked for your Atlanta organization for the last three years. He is white, 32, and married to Ayesha who is 29 and black, but they have no kids yet. When he was hired, his references were excellent, and his first 6-month review and subsequent two annual reviews also indicate Stephen is an outstanding employee. As such, he's been working on all three of the most critical and high-profile cross-functional project teams in addition to his regularly assigned duties. When you conducted your stay interview with him at the 100-day mark with the company, he was delighted with the firm. When you ran into him in the elevator returning from lunch, you asked how things were going, fully expecting him to still report high engagement. Instead, he shook his head, looked down at his shoes, and asked when you would have time for a private meeting. He didn't want to "get into it" on the elevator, knowing someone might join you. Behind closed doors late that afternoon Stephen reports things have really changed in his working relationship with his boss, Lebron. According to Stephen, he's still performing at the same high level, both in quantity and in quality, yet his boss has pulled him off all three projects. That morning, Stephen was shocked when he got his annual review and was rated needs improvement but didn't get any real specifics when he asked Lebron what was the problem. Stephen says he just doesn't know what to do. When he called Ayesha at lunch to share his terrible news, she sounded shocked. She said Lebron was so nice when they met for the first time three months ago. What is your first response to what you have heard? A. Continue to listen with empathy, but there really isn't any more you can do. B. Continue to listen with empathy, and ask if Stephen would like you to conduct an investigation. C. Continue to listen with empathy, and tell Stephen you will conduct an investigation. D. Continue to listen with empathy, and suggest Stephen redouble his efforts at his job.

C. Continue to listen with empathy, and tell Stephen you will conduct an investigation. Rationale: C is the best answer. Stephen's sharing is a reporting to you whether he uses that word or not. This may be a situation of discrimination by association. As such, it is your fiducial responsibility to make sure an investigation takes place. A and D are incorrect as they are inadequate and too small a response. B is incorrect as it is not the employee's choice whether an investigation takes place or not.

Which of the following is not a step in the strategic planning process? A. Environmental scanning B. Formulating strategy C. Creating a strategic business plan D. Implementing strategy

C. Creating a strategic business plan Rationale: C is correct. While a business plan is useful for organizations in their early phases of existence, the creation of a strategic business plan is not a step in the planning process and not one HR would handle. A, B, and D are incorrect. A is incorrect because environmental scanning is a step in the strategic planning process. B is incorrect because formulating strategy is a step in the strategic planning process. D is incorrect because implementing strategy is a step in the strategic planning process.

One of the competitive advantages of a small marketing company is its highly capable IT department. The company has been able to leverage the IT competencies to secure additional client business and has a dozen projects on the horizon. HR in collaboration with IT has determined that it is time to implement an HRIS. At this stage of development, the organization's needs are relatively standard. Which of the following would be the best choice in this situation? A. Outsource the project B. Build an HRIS in-house C. Customize an off-the-shelf solution D. Build portions of the system and outsource the rest of the work

C. Customize an off-the-shelf solution Rationale: C is the right answer. It would be cost effective and efficient to customize an off-the-shelf solution in this case. While the company does have the expertise in-house, the IT staff is of more value focusing on the many new accounts the company has acquired because of their skill. Also, since the needs for the HRIS are relatively standard, an off-the-shelf solution will meet the company's needs, and the areas that need a bit of customization can be handled by the company's IT staff. A, B, and D are incorrect. A is incorrect because outsourcing the entire development project would take quite a long time and be very expensive. B is incorrect because, like the first answer, using the IT staff to build an HRIS from scratch would take a long time, cost a lot of money (payroll), and divert the IT staff from its primary responsibility to customer projects. D is incorrect because, like the first answer, using the IT staff to build portions of an HRIS from scratch would take a long time, cost a lot of money (payroll), and divert the IT staff from its primary responsibility to customer projects.

The process of analyzing and identifying the need for the availability of human resources so that the organization can meet its objectives is known as A. Strategic planning B. P.E.S.T. analysis C. Human resource planning D. Organization planning

C. Human resource planning C is correct. Human resource planning involves all facets of people management issues. Forecasting the need for more or fewer people, budget considerations, and recruiting sources comes into play. A, B, and D are incorrect. A is incorrect because it is too broad an answer. B is incorrect because PEST analysis can be done for any type of issue, not just human resources. D is incorrect because organization planning is too broad an answer for the question.

You have just learned that you are now the project manager for the transition when your headquarters moves from the location it has been in for 25 years to a new location with much cheaper rent. The move is 6 months away and involves 60 employees, both exempt and nonexempt, and the new location is only 15 minutes away from the current site via the public subway. The basic floor plan has already been created but is not set in stone. You have been given a copy of the floor plan and told, "Make sure nothing has been forgotten. We want this done smoothly." There will be one cubicle configuration, but you get to choose between the side chair or the extra two-drawer cabinet. The furnishings vendor is giving you the choice on what color chair to offer. What color chair should you choose? A. Black chairs because they will go with the color scheme best. B. Navy blue chairs because they will go okay with the color scheme and navy is your favorite color. C. Let each employee choose so that they have some personal say in the process. D. Add "chair color" as a bullet point to your C-suite presentation so they can decide.

C. Let each employee choose so that they have some personal say in the process. Rationale: C is the best answer. We accept change more readily when we have a say in the planning of it, even if it is a small say, versus feeling the change is imposed upon us. The more you can involve the internal stakeholders, the better odds of a positive outcome. A and B are not the best answers because in the larger picture, the color doesn't really matter that much. D is incorrect because you ought not waste the time of C-suite members with decisions that can readily be made by people lower on the organizational chart.

You have recently transferred to an HR position within your organization supporting a union-represented group of blue-collar workers for the first time. A first-line supervisor, Beverly, has asked for your help. You hope it won't feel like the blind leading the blind, as you both began in these roles on the same day. You make sure that Beverly has had her basic supervisory-skills training class and a copy of the contract. You tell Beverly you are always available for advice and counsel but to check the contract and the employee handbook first before calling. You arrange to meet with Beverly again in two weeks. Beverly is now in charge of a group with quality ratings equal to a D- and has ten blue-collar direct reports. Tom works the second shift, noon to 8 p.m., and has a reputation as a troublemaker. Tom freely files grievances. The week before you and Beverly arrived, the prior supervisor's desk was broken into, and all performance notes on the employees were taken. The thickest file was on Tom. Beverly asks you what should be done about the now-missing documentation. What do you suggest? A. Track down the now former employee and ask her to rewrite it all. B. Track down the now former employee and ask her for an extended phone call to tell you what she'd recorded on each employee. C. Let it go and start new documentation. D. Ask each employee what had been documented about them.

C. Let it go and start new documentation. Rationale: C is the best answer. It is unfortunate that the documentation is gone, but now it is time to start anew. A and B are not realistic to expect a former employee to be found and willing to give you their time, now that they are off the payroll. Even if she agreed, the accuracy and completeness of recollection would be in doubt for ten different direct reports. D is not realistic as folks will most likely only remember the good; it's best not to put them in a position that could challenge their integrity to such a degree.

Which is not a primary activity in Michael Porter's value chain model? A. Inbound materials logistics B. Production operations C. Procurement D. Sales marketing service

C. Procurement Rationale: C is correct. Procurement is part of Porter's secondary (supporting) activity. A, B, and D are incorrect. A is incorrect because inbound materials logistics is a primary activity in Porter's value chain model. B is incorrect because production operations is a primary activity in Porter's value chain model. D is incorrect because sales marketing service is a primary activity in Porter's value chain model.

The ____________ prohibits American companies from making bribery payments to foreign officials for the purpose of obtaining or keeping business. A. The Bad Influencing Prohibition Act of 1992 B. The Foreign Influence Prevention Act of 1995 C. The Foreign Corrupt Practices Act of 1997 D. The Bribery Prevention Act of 1997

C. The Foreign Corrupt Practices Act of 1997 Rationale: C is correct. Corruption is prohibited by this law. A, B, and D are incorrect. They are all fictitious.

Expatriates can be loyal to which of the following? A. The distant country and the home employer B. Banks at home and banks in the distant organization C. The parent employment firm and the local employment firm D. Laws at home and tax forgiveness in the distant organization

C. The parent employment firm and the local employment firm Rationale: C is correct. Having a sense of loyalty to both employer organizations is quite common. A, B, and D are incorrect. A is incorrect because it attempts to match a country to an employer, which is apples to oranges. B is incorrect because loyalty to banks is not a key factor. D is incorrect because laws at home and tax forgiveness is another apples to oranges comparison.

You are the HR manager for an autobody parts manufacturer employing 500 employees. Raul, a production supervisor, comes to you asking your help to fire Crystal. Crystal has taken a photograph of the production break room's electrical outlet and posted it online at lunch. It already has ten likes, half from fellow employees. The socket has two plug-ins, and with an adapter now has six appliances plugged into it and is only 5 inches from the sink that has a tendency to splash water all around. Crystal's caption says, "Hey world, what do you think of this? My management apparently doesn't care about our safety since I told my boss about it like four times and he can see it every time he comes and refills his coffee cup." You are having your opening conference with the OHSA inspector, who is telling you the reason she is there. She wants to go inspect the break room. Who gets to accompany her? A. Only you B. You and Raul C. None of you; the OSHA inspector gets to go alone D. You and the employee who notified OSHA of the problem

D is the best answer. Employees who contact OSHA about a safety problem have a legal right to be present during the inspection if desired. Rationale: A, B, and C are not correct as each excludes the employee who reported the problem.

You are happy with the assignment your new CHRO gave you to conduct an FLSA internal audit. You are to look at the status of all the people doing work at your 350-person firm to determine whether they are exempt, nonexempt, or independent contractors. You review the IRS's 11 Main questions to familiarize yourself with the best practice for determining a worker versus an independent contractor. You also visit the DOL web site to review the most current definitions of exempt and nonexempt. You determine that five workers who ought to be employees have been misclassified as independent contractors. You prepare a compelling report to that effect for your CHRO. What action must you take in addition to changing the classification status? A. Communicate to the applicable stakeholders that classification mistakes have been made and outline the steps taken to rectify the problems. B. Schedule individual meetings with the affected workers to determine the best course of action. C. Be forward thinking and focus on developing procedures so future hires are classified properly. D. Develop policies to regularly audit all position classifications including independent contractor status as well as exempt and nonexempt status.

D. Develop policies to regularly audit all position classifications including independent contractor status as well as exempt and nonexempt status. Rationale: D is the best answer. It demonstrates a good-faith effort to assure the compliance of all workers. A is not the best answer. Although it is transparent communication, it is not looking ahead, so you may be out of compliance all over again. B is not demonstrating enough leadership nor does it result in compliance. C is looking ahead, but by looking at only new hires, you may miss compliance issues within your current employees when responsibilities change.

Exempt and nonexempt are terms that apply to _______________. A. Company policy regarding overtime B. The overtime pay rate to be used C. Payroll delivery dates D. Federal and state overtime requirements

D. Federal and state overtime requirements D is correct. Jobs are either exempt or nonexempt from overtime requirements in the FLSA and state labor laws. A, B, and C are incorrect. A is incorrect because the provisions are actually in the federal law, regardless of company policy. B is incorrect because it has nothing to do with the pay rate. C is incorrect because it has nothing to do with payroll dates.

You work as the HR manager at a small import and export company. Even though there are only 100 employees, you have operations in six countries, mostly in Asia and the United States. While you offer a flexible spending account (FSA) benefit in the United States, you don't in the other five countries because of differences in tax laws. Your intranet has a dedicated folder for benefit communications, and a copy of every notice regarding benefits goes into that folder. Bob, your vice president, approaches you saying that with just a month left to file claims for the FSA, Bob needs help doing so. Even though Bob received two e-mails with step-by-step information on how to submit his FSA claim, he comes to you the Wednesday after the deadline asking for your help. Your response to him is what? A. I'll take care of that submission and reimbursement for you, boss. B. Would you like me to take you to the web site and walk you through the submission process? C. I'm sorry, but I can't help you because I'm too busy with the other assignments you've delegated to me. D. I'm sorry, but I can't help you because the FSA rules are not company policy but instead are set by the IRS. If I were to break those rules for you, I would disqualify the company plan and create a taxable event for every FSA participant within the company.

D. I'm sorry, but I can't help you because the FSA rules are not company policy but instead are set by the IRS. If I were to break those rules for you, I would disqualify the company plan and create a taxable event for every FSA participant within the company. Rationale: D is the best answer. While the reality is executives sometimes insist on special treatment, bending IRS regulations violates your fiduciary responsibilities. A and B are not right to offer, since the deadline for submissions has passed. C is borderline insubordination and doesn't sufficiently explain the valid reason you may not comply with your VP's request for help.

An HR business case should include which of the following as part of its 10 elements? A. List of executives supporting the proposal and environmental impacts B. List of newspapers supporting the case and international examples C. List of case law citations and employee enjoyment targets D. List of alternatives and an action plan for the chosen alternative

D. List of alternatives and an action plan for the chosen alternative Rationale: D is correct because a list of alternative options to implementing the proposed solution, along with a plan that includes the proposed specific action steps, is part of the 10 elements of an HR business case. A, B, and C are incorrect because the 10 elements of an HR business case include the following: Problem statement Background Project objectives Current process Requirements Alternatives Compare alternatives Additional considerations Action plan Executive summary

What are the three levels of strategy? A. Foundational level, industry level, competitive advantage level B. Foundational level, mid-level, high level C. Organizational level, industry level, global level D. Organizational level, business unit level, operational level

D. Organizational level, business unit level, operational level Rationale: D is correct. The three levels of strategy are organizational level, which is a general vision of what the organization plans to grow into; the business unit level, which focuses on the "how" and "where" the organization will create value for its shareholders; and the operational level, which focuses on the activities and actions the organization will take to progress toward its vision. A, B, and C are incorrect. These are not three levels of strategy.

Total compensation packages, including direct and indirect compensation, are often designed to help ______________ employees. A. Reward B. Honor C. Motivate D. Retain

D. Retain Rationale: D is correct. Keeping employees from leaving is the key. A, B, and C are incorrect. A is incorrect because rewarding employees is only part of the purpose. B is incorrect because recognizing or honoring employees is only part of the answer. C is incorrect because motivation is only part of the answer.

You have been actively partnering with your operations department in the talent search for their new Midwest general manager. You've conducted a robust search and are now down to the final three candidates. You've sent each your internal form asking for written permission to conduct your background check. Marian returned the form the same day and used the autosignature feature built into your document. Pat downloaded the form, signed it, scanned it, and e-mailed it back to you after your follow-up request. You caught Laura answering her cell when you called for the third and final time, and she gave you a verbal okay to go forward even though she'd not responded to the four e-mails you had sent with "Urgent Response Needed" in the subject line. When you share the situation with your supervisor, you are told the hiring committee is anxious to move forward by the end of the week, and they want to consider three final candidates. Reading between the lines, you next do what? A. Send Laura yet another e-mail with the required form attached saying she's still in the running if she gets it to you in the next 48 hours. B. Send Laura yet another e-mail with the required form attached saying she's still in the running if she gets it to you in the next 48 hours. Also leave her a voice mail bringing the e-mail to her attention. C. Send Laura yet another e-mail telling her she's no longer a candidate since she didn't comply with the rules of your process. That noncompliance told you she would not be a cultural fit. D. Send your fourth-place candidate, Gene, an e-mail with the required form attached saying he's a candidate still in the running if he gets the signed form back to you in the next 48 hours.

D. Send your fourth-place candidate, Gene, an e-mail with the required form attached saying he's a candidate still in the running if he gets the signed form back to you in the next 48 hours. Rationale: D is your best option, which is to move the fourth-place candidate up to the third position since your third-place candidate is demonstrating poor judgment with her noncompliance to your process. A and B are not the best answers as you are going too far bending over backward for a candidate who ought to be doing whatever it takes to secure the position. C is not your best choice to do now as it is not the priority of getting a third viable candidate in front of the hiring committee within your tight timeframe.

You have just come from a meeting with your VP of human resources and the VP of sales. They jointly have asked you to review the design of the sales program that was introduced last year to learn what is and is not working. They report that under the current sales plan, results are not what they would have expected. Their top performers are doing just okay, and the sales reps who were average at best in the past are now excelling. They want your help in understanding what great things they did to motivate the average performers and suggestions on what to do to get the top folks back to the top. What is an additional recommendation to make? A. You solved the anomaly. There are no more recommendations to make. B. Suggest what changes ought to happen to next year's sales compensation plan. C. Suggest what ought to happen to the sales reps who were submitting and canceling orders. D. Suggest what changes ought to happen to next year's sales compensation plan and make a recommendation on what ought to happen to the sales reps who were submitting and canceling orders.

D. Suggest what changes ought to happen to next year's sales compensation plan and make a recommendation on what ought to happen to the sales reps who were submitting and canceling orders. Rationale: D is the best answer as it addresses the two outstanding issues at hand. A is incorrect as there are recommendations still needed. B and C are incorrect as each identifies one of the two recommendations needed.

The director of Good Samaritan Medical Center has asked her HR training manager, Rebecca, for a team-building exercise that will benefit the administrative staff. The administrative staff members work closely together daily to keep the doctors, nurses, and technicians on time and task but often run into conflicts within their group indicating a clash of personalities. The director would like a team-building exercise that will improve the relationships among the administrative staff members. Which of the following is the best for Rebecca to recommend? A. A team obstacle ropes course B. Role-playing situations that involve their normal routines C. A team scavenger hunt D. Taking an assessment like the Myers-Briggs type indicator and presenting the findings

D. Taking an assessment like the Myers-Briggs type indicator and presenting the findings Rationale: D is correct. Many training facilitators will rely on the Myers-Briggs type indicator assessment, which helps individuals understand their personalities and how they relate with other personalities to better appreciate how to interact with each other. A, B, and C are incorrect. A is incorrect because there is a lack of long-term value in team-building activities such as obstacle courses. B is incorrect because while role-playing situations might be beneficial in other training needs, they will not necessarily be useful for team-building needs. C is incorrect because there is a lack of long-term value in team-building activities such as scavenger hunts.

You work at a nonprofit with an annual budget of $1.1 million dollars and 15 employees. Your facility has a small break room with a kitchenette including a coffee maker, refrigerator, and microwave, plus two small tables and chairs. Even though it is down the hall, you heard some loud voices coming from the break room. You got up from your desk in time to see two people, one you recognize, come out of the break room and head in the other direction. Instead of returning to your desk, you decide now is a good time to get some coffee. When you enter the break room, you instantly notice Novak on the floor. He is rolling side to side, clutching his abdomen, and blood is coming out of his nose. Novak's immediate needs have been met, but before you are done with the break room incident, you need to do what? A. Your investigation has been documented, you have reached a decision as to what happened beyond a reasonable doubt based upon the evidence, and disciplinary action has been taken. B. Your investigation has been documented, and you have reached a decision as to what happened based upon the preponderance of the evidence. C. Your investigation has been documented, and you have reached a decision as to what happened beyond a reasonable doubt based upon the evidence. D. Your investigation has been documented, you have reached a decision as to what happened based upon the preponderance of the evidence, and proportional disciplinary action has been taken.

D. Your investigation has been documented, you have reached a decision as to what happened based upon the preponderance of the evidence, and proportional disciplinary action has been taken. Rationale: D is the best answer because it is the most complete. Decisions are required at the end of an investigation; no ties are allowed. This means you must decide based upon the preponderance of the evidence, which might be as close as 51 percent on one side and 49 percent on the other side. Disciplinary action is best when it is a proportional response. A and C are incorrect because the standard for investigations is not beyond a reasonable doubt. B is incorrect because it is silent with regard to any consequences for the perpetrators in the break room.