SHRM-CP Practice Test

What characterizes the most successful talent management OED initiatives? A consideration of the strategic needs of the organization as well the individual needs of the employee Tracking of high-potential employees for leadership development Use of a learning management system to track training of employees Inclusion of both short- and long-term goals for each employee

A consideration of the strategic needs of the organization as well the individual needs of the employee The more overlap an initiative has between organizational and individual needs, the greater the opportunity for joint satisfaction.

What is meant by a fiduciary duty or obligation?

A fiduciary duty (or fiduciary obligation) implies a legal obligation of one party to act in the best interest of another. The obligated party is typically referred to as a "fiduciary" (e.g., an individual or party entrusted with the care of money or property).

What is the best definition of moral hazard? Intending to behave ethically, an organization violates employment laws or regulations. A leader demonstrates poor ethical behavior, leading to poor choices by employees. An organization decides to behave ethically, even though this means a financial loss. A person engages in risky behavior knowing that someone else will absorb any losses.

A person engages in risky behavior knowing that someone else will absorb any losses. Moral hazard exists when someone takes risks because he or she will not be affected by losses or damages that occur as a result.

An organization erroneously withheld deductions from several exempt employees' paychecks. Under the safe-harbor provision of the Fair Labor Standards Act, what must the organization do? -Reimburse employees for any improper deductions plus interest. -Create a written policy to prevent future improper pay deductions. -Make a good-faith effort to comply in the future. -Forfeit the overtime exception for the class of employees for 12 months as a penalty

A safe-harbor provision prevents an employer from losing the overtime exemption for improper pay deductions, regardless of the reason, if the employer has "a clearly communicated" policy (not necessarily in writing) and makes a good-faith effort to comply in the future. While the organization must reimburse employees for any improper deductions, there is no requirement to pay any amount beyond the improperly deducted amount.

What is a characteristic of alternative dispute resolution (ADR)? ADR processes result in disciplinary action. Using ADR requires an external third party. ADR does not preclude litigation. Use of ADR is exclusive to union environments.

ADR does not preclude litigation ADR does not prevent disputes from winding up in court or in formal arbitration, but it can result in fewer cases going to trial. It is generally used in union-free organizations. While some ADR systems do include peer review, it is not a requirement. Similarly, some systems may bring in neutral third parties from outside the organization, but that also is not an ADR requirement.

To reinforce the importance of safety, employees' annual bonuses are linked to the aggregate safety key performance indicators (KPIs). Which effect is this likely to have on the rate of accidents? Accidents will increase due to underreporting. Accidents will increase due to overreporting. Accidents will decrease due to underreporting. Accidents will decrease due to overreporting.

Accidents will increase due to underreporting Tying annual bonuses to aggregate safety KPIs incentivizes the wrong behavior. To get the bonus, certain safety measures are likely to be underreported, which will lead to an increase in risks and accidents.

Under the Americans with Disabilities Act, which statement is true? Accommodation is not required if it results in undue hardship for the organization. Rehabilitated drug users are excluded by the law. Preemployment medical examinations may be required before a job offer is extended. Employers must develop affirmative action plans for candidates with disabilities.

Accommodation is not required if it results in undue hardship for the organization. Employers are not required to make accommodations that result in undue hardship.

At what point in the hiring process does an employer first have an opportunity for employee engagement?

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.

What is the most desired outcome of an HR audit?

Action plan to address underperforming areas. The most desired outcome of an audit would be a clear sense of where performance could be improved and an action plan for implementing these improvements. A checklist of controls does not ensure that the controls are effective in their goals. The audit may not affect efficiency, although it should affect quality. Measuring oneself against peers is instructional, but doing it to gain credibility is shortsighted.

Third-party contractors are best used for what types of activities? Activities that are not strategic Activities that require HR strategy Activities that require few resources Activities that do not require conformance

Activities that are not strategic HR activities that are not strategic but are resource-intensive or that require specialized expertise are the best applications for using third-party contractors.

A large organization with federal contracts is under investigation for discriminatory hiring practices. How can HRIS help in the organization's defense?

An HRIS can assist HR departments with tracking data and documenting the organization's actions. If the organization's hiring practices are in question, then data pertinent to its affirmative action programs would be most appropriate to review. For example, the proportion of minority applicants for a position can be established and compared with the availability of qualified applicants in the general population. Similarly, the proportion of minority hires can be documented.

What fits the definition of workplace retaliation? An employer takes an adverse action against an employee. An employee takes an adverse action against a fellow employee. An angry customer takes an adverse action against a clerk. An angry employee violates a nondisclosure agreement.

An employer takes an adverse action against an employee. When an employer, employment agency, or labor organization takes an adverse action against an employee—often as a result of a conflict or complaint—that constitutes workplace retaliation.

What is the relationship between corporate social responsibility (CSR) and sustainability? Sustainability focuses on external (community) stakeholders; CSR focuses on internal (financial) stakeholders. Sustainability has completely replaced CSR in light of recent environmental imperatives. They form two halves of a whole; CSR focuses on social concerns, while sustainability focuses on environmental issues. An organization's CSR strategy will most likely include goals related to sustainability.

An organization's CSR strategy will most likely include goals related to sustainability. The definition of CSR has broadened from the traditional areas of ethics, governance, corporate philanthropy, and volunteerism to include sustainability.

What can we learn from observing how organizations manage change? -Most organizational changes involve management and have little effect on employees as a group. -Change usually results from external forces. -The way an organization responds to change is a good predictor of success. -Change usually results from internal events.

An organization's ability to deal with change is a good indicator of the organization's ability to achieve its strategic goals. Change management requires communication and coordination across and down the organization, effective planning to identify impacts and avoid pitfalls, managing relationships with all stakeholders, and ongoing monitoring.

An HR specialist prepares a business case to support an initiative. The case includes descriptions of the project's goals and benefits, method, budget, and time line. What other information would have been good to include? Endorsements from organization stakeholders Communication plan the project team will use Detailed description of the methodology that will be used Analysis of the initiative's possible risks

Analysis of the initiative's possible risks The business case should include some discussion of possible risks and approaches to managing them. Detailed descriptions and plans are not appropriate for this audience. Endorsements are not usually part of a business case, but it would certainly be a good idea to encourage supporters to communicate to management their reasons for support.

How is today's global organization best characterized? As any organization, large or small, whose every process, action, and decision is firmly rooted in a carefully conceived global strategy As any organization grossing more than one million dollars (U.S.) and doing business in more than two countries As any large multinational corporation with global subsidiaries and vast resources As any organization with operations in both developed and emerging economies

As any organization, large or small, whose every process, action, and decision is firmly rooted in a carefully conceived global strategy Because of technologies and the growing ease of doing business across borders, a global organization is no longer defined by its size or physical presence in multiple countries but by its global strategy.

Why would an HR professional use trend analysis? -To understand how the organization's policies can adapt to a certain country's cultural environment -To assess the effectiveness of organizational development efforts -To align organizational and HR strategies -To plan possible responses to changes in labor supply

As you conduct trend analysis, you seek a better understanding of how circumstances throughout the world may influence your organization. Analyzing the fit of HR-related policies to a specific country's cultural environment, creating strategic alignment, and assessing HR performance do not produce information about what will happen in the future.

During which stage of the global assignment process should criteria for the ideal expatriate candidate be developed? Assessment and selection Management and assignee decision Pre-departure preparation On assignment

Assessment and selection The criteria and standards should be defined in the assessment and selection stage. These criteria help narrow the focus for successful candidates.

What type of engagement is evident in the effort an employee puts into his or her job? Trait engagement Transactional engagement Behavioral engagement State engagement

Behavioral engagement Behavioral engagement is evident in the effort employees put into their jobs, which leads to greater value, creating higher performance than from less-engaged employees. It can occur when both trait and stage engagement are present.

What balance must be struck for effective information management? Between openness and security Between text and video Between home country and global Between competing stakeholders

Between openness and security For effective information management, a balance must be struck between openness (for innovation and collaboration) and security of information.

How can an organization determine recruiting effectiveness? By reviewing industry data By conducting a needs assessment By analyzing yield ratios By administering employee surveys

By 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.

What is the basis of civil law? Regulatory directives Court decisions Tort reforms Legislative acts

Civil law is based on legislation: written codes (laws, rules, or regulations) approved by legislative bodies. The law is applied deductively, starting from the abstract rule as stated in the nation's civil law code.

What is most critical to the effectiveness of performance management systems? Equitable reward system Clarity of performance standards Timeliness of reviews Evaluation form

Clarity of performance standards Clear communication of performance standards is the basis of an effective process. Behavior that is expected and evaluated must be communicated clearly.

What quality of mind suggests that an employee has a global mindset? Comfort with change and ambiguity Trusting the organizational structure to solve problems Valuing independence rather than interdependence Expecting conflicts to be resolved

Comfort with change and ambiguity Global minds are comfortable with change and ambiguity and can live with conflict management as opposed to resolution. They value teamwork and interdependence and trust the process to solve problems.

What is an example of indirect compensation? -Granting compensatory time off to a salaried employee for extra hours worked at a convention -Awarding store gift cards to top performers in a sales contest -Paying individual bonuses to team members for meeting critical project deadlines -Paying non-management employees at a higher rate for overtime 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 type of policy clarifies performance expectations and demonstrates organizational support of individual performance improvement? Constructive discipline Workplace retaliation Complaint policies Conflict resolution

Constructive discipline Constructive discipline gives the employee an opportunity to understand expectations and change behavior. This demonstrates organizational support of performance improvement. Conflict resolution, complaint policies, and workplace retaliation policies can support engagement but are not necessarily geared toward performance improvement.

What is the basis for international law? Rule of law Conventions and treaties

Conventions and treaties International law is based on treaties, conventions, pacts, protocols and covenants.

What are three potentially successful generic strategies according to Michael Porter? Divisional, functional, matrix Introduction, maturity, decline Cost leadership, differentiation, focus Customer intimacy, innovation, control

Cost leadership, differentiation, focus According to Michael Porter, there are three potentially successful generic strategies: cost leadership, differentiation, and focus.

Nancy Adler identifies four challenges to effective cross-cultural communication. What term describes the challenge that absolves individual responsibility by ascribing obstacles to innate cultural resistance? Cultural determinism Cultural relativism Cultural stereotyping Ethnocentrism

Cultural determinism is a perspective that basically absolves individuals of any responsibility for their actions. Global HR professionals will often hear from managers in other countries that something cannot be done because of the local culture. This may call for further discussion about the supposed obstacles.

During workforce planning, HR determines that 20 new employees will be needed to achieve organizational plans for growth in global markets. This determination is part of which area in a workforce analysis process? Supply analysis Demand analysis Gap analysis Solution analysis

Demand analysis forecasts an organization's future workforce composition and considers the number of employees and the skills required to meet organizational goals.

What does an HR audit measure? Learning and growth Accuracy and Improvements Validity and reliability Effectiveness and efficiency

Effectiveness and efficiency An HR audit measures HR effectiveness and efficiency and demonstrates the value of HR in helping an organization meet its strategic goals. The HR audit has two main functions: to help organizational decision makers understand what is happening with various HR activities and to allow HR managers to determine which programs and positions should be eliminated or enhanced.

Under the Fair Labor Standards Act, which occupation is considered nonexempt? Salaried executive Electrician Insurance adjustor Human resource manager

Electrician Blue-collar workers, such as electricians, are considered nonexempt employees regardless of how highly they are compensated. Insurance adjustors who interview witnesses, make claim recommendations, and negotiate settlements are considered exempt employees, as are human resource managers who formulate, interpret, and implement employment policies and salaried executives.

According to Goleman, what leadership attribute separates good leaders from great leaders? Adaptability to change Emotional intelligence High Intellectual capability Technical expertise

Emotional Intelligence In his study of 181 competency models, Goleman found that 67% of the abilities deemed essential for effective performance for managers were emotional (interpersonal) competencies. And, compared to intellect and technical expertise, emotional competence mattered twice as much.

Which situation violates the Employee Retirement Income Security Act standards for pension funds? Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan. Employees are allowed to transfer their accrued pension funds to another employer's plan. Employees become fully vested after a defined period of service. An employer's plan excludes employees under age 21, regardless of how long they have worked for the organization.

Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan. Employees must be allowed to participate if they are at least 21 years old and have completed 12 months of service. An organization cannot set the age for participation at more than 21 or the service requirement at more than 12 months.

The government of country A charges the employees of a business legally headquartered in that country with bribing officials in country B. What legal principle does this illustrate?

Extraterritoriality Extraterritorial laws can be applied by a country to businesses owned in that country and to their employees, even when the actions in question occur in another country. Rule of law refers to a culture of respect for legal process to all citizens. Conflict of laws refers to an event in which multiple jurisdictions are involved and there are differences in their relevant laws. Forum shopping occurs when multiple jurisdictions may be involved and a plaintiff sues in the jurisdiction that will be most favorable to the claim.

What action during the termination process might violate an employee's due process? Failure to use warnings in both summary and non-summary cases Failure to offer an opportunity for the employee to explain actions Failure to use alternative dispute resolution (ADR) Failure to seek review by peers

Failure to offer an opportunity for the employee to explain actions Employees may claim violation of due process if they are not allowed a chance to question evidence and defend themselves. Due process does not necessarily involve ADR or peer review. Warnings are not required in terminations for summary offenses. After investigation and hearing, an employee can be terminated immediately for a summary offense.

What is the correct term for the right of an individual worker to unite with other workers to promote desired employment conditions as a group? Codetermination Collective Bargaining Workforce relations Freedom of association

Freedom of Association Freedom of association is the right of workers to join (or not join) an organization of their choosing without prior authorization by their employer.

In the value chain, which business function is likely to be closer to the customer? Marketing and sales Research and development Fulfillment Operations

Fulfillment Fulfillment is the last function completed before the product reaches the customer.

What do judgmental forecasting, trend and ratio analysis projections, and turnover analysis help predict? Cost-benefit analyses HR program costs Future staffing needs Marketplace conditions

Future staffing needs Accurate forecasts account for movement into and inside the organization (new hires, promotions, and transfers) and out of the organization (resignations, layoffs, retirements, and discharges). Forecast approaches include a variety of quantitative and qualitative tools such as trend and ratio analyses, turnover analysis, judgmental forecasts, and statistical forecasts.

Points, challenges, leaderboards, rules and incentives characterize which employee engagement technology? Bring your own device" (BYOD) Workplace of the future Gamification Mobile learning

Gamification Derived from the premise that doing (and playing) enhances learning, gamification is the selective use of game design and game mechanics to drive employee engagement.

After completing a benefits needs analysis, HR begins to compare existing benefits to the needs of the organization and of the employees. What does this activity exemplify? PEST analysis Gap analysis SWOT analysis Trend analysis

Gap analysis The HR professional performs a gap analysis to identify the set of benefits that best matches the needs of the organization and its employees.

What is a primary goal during supply analysis? Get a snapshot of an organization's current pool of talent Obtain an accurate accounting of all HR Costs Obtain a list of factors that can be analyzed using environmental scanning Determine the need for layoffs and early retirements during downsizing.

Get a snapshot of an organization's current pool of talent. During supply analysis, the organization looks at whether it has the right personnel mix to achieve its short- and long-term business goals. It finds gaps in supply and looks for internal and external ways to fill them.

What features characterize globalization? Technology has become globalization's single shaping force. Developed economies play an increasingly dominant role in globalization Global markets, economies, and technologies are increasingly interconnected. Global interconnections reached a peak in the 1980s and 1990s and have since decreased.

Global markets, economies, and technologies are increasingly interconnected. The integration of markets, nation-states, and technologies is enabling individuals, corporations, and nation-states to reach around the world farther, faster, deeper, and cheaper than ever before.

What is the term for the system of rules and processes an organization puts in place to ensure adherence to laws, rules, ethical norms, and environmental and social codes of conduct? Governance Compliance Rule of law Ethics

Governance is the system of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and environmental and social codes of conduct. Good governance is the outcome of a thoughtful assessment of an enterprise's legal, ethical, and civic obligations to the communities it serves and the development of systems that support fulfillment of these obligations.

What political factors can have an impact on HR initiatives? -Education and skill profiles -Government and taxes -Labor availability and costs -Technology vulnerability

Government and taxes are political factors that can affect HR. Exchange rates and credit are economic factors, health and education are social factors, and technology and infrastructure are technological factors

What converts HR metrics into decision-support tools by providing additional context? HR measures HR objectives HR analytics HR strategy

HR analytics Analytics convert a metric into a decision-support tool by adding context. HR measures collect and tabulate data. HR objectives and strategies stem from analytics.

What is the critical policy challenge for global HR regarding organizational values and policies and its diversity and inclusion strategy? -Ensuring that each policy meets all legal requirements for each global location in which the organization operates -Ensuring that policy implementation is identical across all dimensions, functions, and locations -Ensuring that each diversity dimension, function, and location has at least one policy that focuses solely on its needs and concerns -Ensuring that each policy applies equitably and fairly across all the organization's diversity dimensions, functions, and global locations

HR must devise and implement each policy to apply equitably and fairly across all the dimensions of diversity and across all functions and all global locations. That doesn't mean that implementation is identical; policies must be flexible enough to accommodate unique local needs and situations. Policies should strive for more than legal compliance.

Which statement best describes an HR role in the litigation process? Assisting legal counsel as requested Answering the complaint Filing motions Obtaining depositions

HR often assists the employer's legal counsel. The organization's attorney handles answering the complaint, conducting depositions, and filing motions.

What is the strongest strategy for a retailer trying to manage the risk of interrupted merchandise supply? Eliminate vulnerable product lines. Implement binding contracts with suppliers. Install a new inventory level tracking system. Identify and develop multiple vendor relationships.

Identify and develop multiple vendor relationships The best strategy in this case would be to have multiple lines of supply. Eliminating product will impact sales volume. Inventory tracking systems provide timely alerts of an impending problem but do not address the sourcing issue. A contract cannot avoid all interruptions, such as those caused by accidents at the supplier or bad weather in a certain region.

What task must be accomplished before identifying and analyzing risks? -Creating risk-monitoring mechanisms -Establishing risk management objectives for programs -Evaluating the effectiveness of current risk controls -Understanding the organization's risk appetite

Identifying and analyzing risks is most effectively performed after risk managers understand the context of risk in the organization, which includes the leaders' risk appetite and broad risk management goals.

Which level of learner participation offers the best opportunity for retention? Immediate use Lecture Reading Demonstration

Immediate use Immediate use of learning provides a 90% or higher retention rate in on-the-job activities.

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

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 becomes entrenched in rules and policies and is resistant to change. According to Greiner's five phases of organizational growth, how can an organization successfully meet this challenge? Decentralized decision making Building more effective management systems Creating a steering committee to coordinate its parts Implementing processes that foster diversity and collaboration

Implementing processes that foster diversity and collaboration A growing organization often passes through a phase during which it needs to centralize control and decision making and define roles more narrowly. This can discourage innovation. Organizational development activities now focus on making functional silos more porous and pushing decision making power down from top management into the organization—for example, by creating work processes that incorporate diversity, communication, and collaboration.

A software company makes applications for small businesses and start-ups. As part of its corporate social responsibility (CSR) program, it has set up a community center where its employees are given paid time off to volunteer time and expertise to run a course designed by the company's HR function to help low-income people build their own small businesses. What term best describes this type of employee volunteer effort? -Employer-planned volunteering -Employer-sponsored volunteering -Supported employee volunteering -Private volunteering

In employer-planned volunteering, employees volunteer within a framework of projects developed by the employer that contribute to the organization's reputation or business objectives.

A university is beginning its budget planning process. Due to cutbacks in state aid, every department must cut its budget by 3%. What is this budgeting method called? Deficit budgeting Incremental budgeting Formula budgeting Zero-based budgeting

In formula budgeting, a specific cost is applied to calculate funding. This method applies an average cost to comparable expenses, and general funding is increased or decreased by a specific amount.

What current globalization force affects workplace diversity, and what is its effect? -The "demographic dichotomy" has brought new attention to generational diversity. -The "demographic dichotomy" has reduced diversity in emerging economies. - The diaspora has reduced diversity in developed economies. -The diaspora has increased attention on gender diversity.

In the growing "demographic dichotomy," developed countries are facing an aging workforce while emerging economy workforces are much younger. So globalization has brought new attention to generational, as well as cultural, diversity. The diaspora of increased global migration has made the workforce increasingly diverse in all countries.

What global trend has been marked by increases in both foreign direct investments (FDIs) and reverse innovations? Increasing power of developed economies Shift in influence from developed to emerging economies Growing importance of technology over geography Impact of a global recession

Increases in FDIs and reverse innovations are indicative of the shift from developed to emerging economies. FDI inflow into developing economies now exceeds flows to developed economies. Reverse innovations are those that start in emerging economies and spread to developed economies.

In which form of budgeting is the prior year's budget the basis for the next budget? Activity-based budgeting Formula budgeting Incremental budgeting Zero-based budgeting

Incremental budgeting Incremental or line-item budgeting uses the previous year's budget. The prior budget is simply increased by a set percentage. Additional funds are requested based on need and objectives.

A major reorganization is announced. What is most likely to happen after the initial shock? Employees will suggest adaptive strategies. A major exodus of key employees will occur. Individuals may deny the reality of the change. Employees will become resigned to the inevitability of the reorganization and try to define their own places.

Individuals may deny the reality of the change. After the initial shock has passed, it is common for individuals to deny that the change will happen or is beneficial. They focus on the past, believing that the past situation was acceptable or better and change was not needed.

What recommendation would you make to a new HR practitioner concerning investigating workplace complaints? When possible, use a team of interviewers for greater credibility and impact. Documenting testimony could create legal liability and should be avoided. Investigations should always be conducted by the employee's direct report. Investigators should be familiar with the requirements of labor contracts and local laws.

Investigators should be familiar with the requirements of labor contracts and local laws. Labor contracts can stipulate employee rights during an investigation, as can local laws. So investigators must be familiar with these obligations.

What is the primary advantage of developing a career management program? It specifies how long employees will need to wait for promotions. It limits the number of training programs an organization needs to develop. It is not tied to the succession planning or performance appraisal program. It ensures that the company will have the skilled employees it needs in the future.

It ensures that the company will have the skilled employees it needs in the future. Career management involves preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals of the organization. The organization provides development opportunities that align with its interests.

What is true of common law? It is the prevalent form of law in the world. it evolves over time through judicial decisions It applies to all global jurisdictions. It is drawn from religious sources

It evolves over time though judicial decisions Common law is based on judicial decisions rather than legislative actions. Because these legal precedents can change over time, common law can evolve gradually.

How has talent acquisition been affected by social media? It is harder to find passive candidates. It is easier to find passive candidates. It increases competition for passive candidates. It decreases trust on the part of passive candidates.

It is easier to find passive candidates. Social media make it easier to find passive candidates. In addition to finding passive candidates directly online 24/7, social media enable talent scouts access to passive candidates' networks of key connections.

What is the purpose of a works council? It represents workers in labor negotiations and, when necessary, authorize strikes. It promotes communication between management and employees on issues that affect workers' interests. It holds elections for union representation of workers. It ensures that workers are aware of promotional opportunities within the company for which they work

It promotes communication between management and employee on issues that affect workers' interest. Works councils are composed of workers and management representatives. Their purpose is to promote communication between management and employees on issues that affect workers' interests.

What type of job design strategy increases the variety of responsibilities but requires the same skill level?

Job enlargement attempts to alleviate the boredom and low morale associated with excessive job simplification. It increases the number of tasks to be performed, expanding the scope of the job and allowing for more variety, but all of the tasks require the same skill level. Job enrichment, which is sometimes confused with job enlargement, increases the depth of a job by adding increased responsibility for planning, organizing, controlling, and evaluation. It may improve morale but may not necessarily improve productivity. Job simplification and specialization generally reduce the number of tasks required of an employee.

What process determines the relative worth of each job in an organization? Job evaluation Job specification Job study Job analysis

Job evaluation 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.

What is the most important factor HR should consider before conducting an employee engagement survey?

Leaders and managers must demonstrate a commitment to responding to survey results. Surveys that are administered and not followed up on can signal a lack of respect and commitment to the employees and can erode the trust employees have in their leaders.

What HR-directed policy initiatives could best help resolve glass ceiling issues for women? Diversity awareness and conflict resolution training Team-building and communication enhancement training Flextime schedules and increased parenting leave Leadership development and mentoring program

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.

In the balanced scorecard approach, what is the purpose of leading indicators?

Leading indicators predict future performance. For example, improved customer loyalty (a customer measure) will translate into increased revenue and profits (a financial measure).

What is the impact of cognitive barriers on risk management? Managers perceive risks in an outdated manner. Teams are rewarded for being risk-averse. Leadership's example does not motivate good risk management practices. Units or functions may not communicate well with each other.

Managers perceive risks in an outdated manner. Cognitive barriers to risk management relate to managers' tendencies to rely on older perceptions of the risks they face and the most effective ways of managing them.

What is the primary focus of organizational development? Improving performance Diagnosing the environment Changing the culture Managing change

Managing change The primary focus of organizational development is managing change and disrupting the status quo to improve outcomes. In this process, HR professionals serve as change agents and manage the evaluation of OD interventions.

Which function has the most effective intelligence about and highest awareness of customers, market needs, and competitive threats?

Marketing and sales has the most effective intelligence because it is in the closest contact with customers.

What stage of the life cycle concept is characterized by stability? Introduction Growth Maturity Decline

Maturity As an industry, organization, or product matures, problems are largely resolved. In an organization, staffing and culture begin to stabilize, and the rate of change levels off. Policies, procedures, and rules are formalized and communicated to all employees. Training is emphasized, and labor cost control becomes a factor.

What is the most important considerations when forming focus groups? Members should be a representative sample of the employee population. Focus groups complement surveys by collecting quantitative data. The focus group facilitator should be well known to participants, preferably one of their managers. Focus group objectives should be kept general to encourage the group to move in its own direction.

Members should be a representative sample of the employee population Focus groups provide valuable data and elicit opinions that may be verified by surveying the larger employee population. They may also be used to elicit qualitative information that can help explain quantitative survey results. It is important to select members who are representative of the employee population at large and to appoint a moderator who is unrelated to the participants. Objectives should be specific so the organization is getting the information it needs.

What is the difference between offshoring and outsourcing? Offshoring occurs when a firm moves a division across its borders; outsourcing occurs when a company relocates a division within its borders. Offshoring does not involve a company's core competencies; outsourcing allows for movement of core competencies to a vendor. There is no difference; both allow companies to realize cost savings. Offshoring relocates processes or production to another country; outsourcing transfers portions of work to outside suppliers.

Offshoring relocates processes or production to another country; outsourcing transfers portions of work to outside suppliers. Offshoring is the practice of relocating processes or production to another country. For example, a U.S. computer company may move its help desk to India. When a company outsources, it does not necessarily mean that a process or product is outsourced abroad, although it may be. The company may outsource to a domestic or international vendor. For example, a U.S. company may outsource the customer service function to a small town in another state.

A consulting company recently changed its vacation and leave policies and wants to know how employees feel about the changes. Its 500 employees are located in 40 locations throughout the U.S. and western Europe. What survey method is likely to yield the highest response rate and best data? Telephone survey Fax survey Mail survey Online survey

Online survey Online surveys generally yield the highest response rate due to the convenient 24/7 access via the Internet or company intranet. In addition, responses to open-ended questions are often more complete if employees can type them in as opposed to writing them on a form. Given the time zone changes, phone interviews would be cumbersome; fax and mail surveys are less convenient and run the risk of being lost and not reaching all employees.

What term describes the process where training or educational activities occur at multiple levels in an organization? Learning design Positive organizational culture Climate of engagement Organizational learning

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

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

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.

An organization's state mandates a $2.00 per hour increase in the minimum wage. As the company implements the change, new hires will now be started at the same wage as workers who have been on the job for two years. What type of pay variation does this exemplify?

Pay compression, or salary compression

Goal setting is most effective when paired with which performance management tool? Job rotation Pay-for-performance system Performance feedback Role modeling

Performance feedback Goal setting is most effective when combined with feedback so progress can be monitored.

In the four-layer model of diversity, which layer includes cognitive and learning styles? Personality Internal dimensions External dimensions Organizational dimensions

Personality At the center, or personality, layer are matters unique to each individual: style and characteristics, preferences, perceptions, behavioral predispositions, cognitive and learning styles, all of which are influenced by, and in turn influence, the successive outer layers.

Which situation that leads to workplace violence can be controlled by an organization? Domestic problems Low employee self-esteem Pressure for increased productivity Unstable economy

Pressure for increased productivity Conditions causing employee frustration and anger can lead to violence. Examples include pressure for productivity, rigid management style, and layoffs.

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

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.

What type of compliance program evaluation asks questions such as "Is there less misconduct?" "How willing are employees and agents to report concerns?" or "How satisfied are stakeholders with the organization"?

Process evaluation of the compliance program monitors components and outputs. Its purpose is to monitor which program activities are actually performed and what their outputs are. It asks questions such as "What training classes exist?" "How often are they given?" or "How many attend?" Outcomes evaluation aims to determine the actual results achieved by the program. It asks questions such as "Is there less misconduct?" "How willing are employees and agents to report concerns?" or "How satisfied are stakeholders with the organization?"

A consultant reports that a company can increase revenue by following a quality-oriented strategy. What would be a good first step towards implementing this strategy? -Train work units in new quality assurance procedures -Gain management commitment to necessary investments and changes. -Implement quality assurance practices in all parts of the company that produce products or services. -Develop a rewards system that is aligned with quality results.

Quality initiatives must begin with management commitment, since they involve significant change, investment in equipment and training, and possibly temporary loss of productivity.

What does the term "business intelligence" mean? Raw internal and external data translated into meaningful information to support decision making Awareness of competitive forces in one's industry and activity by specific competitors Systematic gathering of external business data to support trend analysis Technology used to capture, store, and organize business-related data

Raw internal and external data translated into meaningful information to support decision making. The best definition is data gathered from all sources and then analyzed to identify the data's significance to decisions an organization must make. Business intelligence supports more effective decision making. It is more than technology or business-related data.

What is the greatest benefit of Internet recruiting in a global environment?

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. Finally, 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.

An employee life cycle describes all of the activities associated with an employee's tenure in the organization. What is the first phase in the employee life cycle? Development Performance management Onboarding and orientation Recruitment

Recruitment Recruitment initiates the employer-employee relationship and begins the employee's life cycle.

An organization has experienced rapid growth, outpacing its ability to respond quickly to competitive threats. Which form of restructuring will offer the best opportunity to minimize response times?

Redistribution of decision-making authority, in this case, shifting authority downward toward line managers or outward from headquarters to field, will shorten response time.

What would be considered an employer unfair labor practice? -Terminating an employee for just cause -Refusing to bargain with a legally recognized union -Filing charges against the union for coercing employees -Conducting scheduled performance appraisals during negotiations

Refusal to bargain with a legally recognized union or to provide information necessary for negotiations is an unfair labor practice.

Which function has the most responsibility for future revenue stream generation? Information technology Operations Marketing and sales Research and development

Research and development Since research and development is responsible for new product design and development, it's the function most responsible for future revenue stream generation.

What is likely to be of the most concern to the chief information officer or IT director? Security ERP sponsorship HRIS features and capabilities Intranet technologies

Security Understanding the perspectives, challenges, and objectives of internal stakeholders is essential to HR's role as a strategic business partner. The security of the organization's information assets is a major concern for executive management, especially the chief information officer. Anything that impacts security will be closely scrutinized.

Negotiations for an executive at a company have stalled with a prospective new international partner. How can the organization's global HR expert contribute to a better negotiation outcome for this executive? Coach the executive on hard negotiating tactics committed to winning. Share the cultural perspective of the other side in the negotiation. Offer to take the place of the executive at the negotiating table. Negotiate with finance on behalf of the executive to secure additional funding.

Share the cultural perspective of the other side in the negotiation. By sharing the cultural perspective, HR will help the executive understand the values of the other side as well as what they hope to achieve through negotiation. Differences can be used to craft agreements that allow both sides to "win."

In an assessment center, a candidate is asked to handle a hypothetical situation dealing with typical job-related challenges. This is an example of what type of selection tool? Simulation Test Work Sample Skill Review

Simulation A simulation or situational case study is tailored to reflect typical problems that might be encountered. Trained assessors can evaluate how well the candidate performs.

An organization has some managers who have too many employees reporting to them, hindering efficiency and resulting in conflicting goals. Which type of organizational effectiveness and development strategy will address this problem? Process Technological Structural Interpersonal

Structural Structural intervention strategies look at how the organization is helped or hindered by its organizational structure. Interpersonal strategies deal with work relationships between employees, and technological (process) strategies focus on activities such as work process flow and coordination among departments.

An organization seeks ways of increasing initiative at all levels. What type of intervention could help to address this engagement issue?

Structural interventions look at how the structure of the organization is helping or hindering it. In this case, an intervention may design new decision-making policies that grant employees greater freedom to test ideas.

Most of the supervisory and management staff in a start-up company have limited interviewer training and experience. What interview technique will best mitigate this inexperience? Nondirective interview Unstructured interview Structured interview Behavioral interview

Structured interview In the structured interview, the interviewer asks every applicant the same questions. (Follow-up probes may be different, however.) This encourages a consistent evaluation of candidates.

What is the difference between succession planning and replacement planning? Succession planning focuses on the short term; replacement planning focuses on the long term. Succession planning applies to senior management; replacement planning applies to middle management. Succession planning is based on a pool of talented candidates for several assignments; replacement planning designates a preferred candidate for a position. Succession planning is based on observation of job performance over time; replacement planning is based on multiple evaluations by different managers on different assignments.

Succession planning is based on a pool of talented candidates for several assignments; replacement planning designates a preferred candidate for a position. Succession planning develops a pool of talented candidates who complete several assignments in preparation for a vacancy that may occur. Replacement planning indicates a preferred replacement candidate

What is the purpose of training program objectives? Alert participants to the most difficult content. Satisfy the key stakeholders about the value of training. Determine who is qualified to attend the training. Support measurement of learning.

Support measurement of learning. Objectives not only guide the development of the course; they also provide a way to measure learning when training is completed.

An objective in broadbanding is to -decrease the involvement of line managers in salary and promotion decisions. -restrict employee movement between jobs. -enhance the value of ranges in making pay decisions. -support the de-layering efforts of an organization.

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.

What is the purpose of "sensing meetings" in the organizational effectiveness and development process? Cultural assessment Team building Strategic alignment Sustaining change

Sustaining change. "Sensing" meetings are opportunities to check in on group reactions to an initiative after it has been implemented. They can provide early indications that additional steps may be required.

In an effort to enrich jobs, management wants employees working at one of three assembly stations to complete the entire assembly job and put their names on the finished product. About half of the employees are resisting the change. What is the best course of action? Talk with those opposed to the change to determine their concerns. Set up a pilot program only for those who are in favor of the change. Train everyone and make the change as soon as possible. Institute positive reinforcement policies for those who welcome the change.

Talk with those opposed to the change to determine their concerns. If all employees were eager for the change, the change could be implemented with as much speed as practical. However, significant changes usually require management planning and communication. Taking the time to talk with the employees resisting the change may help identify new issues or misunderstandings and can turn resistance into acceptance.

What does OSHA's General Duty Clause mandate? That employers must provide work environments free of recognized hazards to safety That employees report unsafe working conditions to OSHA That employers develop standards if none exist for their industries That employees need not report for duty if their safety is at risk

That employers must provide work environments free of recognized hazards to safety The General Duty Clause of the Occupational Safety and Health Act requires that employers provide a work environment free of recognized hazards that could cause employee death or serious physical harm to employees, even if there are no standards governing the work area or industry.

What type of learning is characterized by rapid and easy access and opportunities for continuous learning? learning E-learning The "push" model of training The "pull" model of learning

The "pull" model of learning The "pull" model of learning and development is a continuous process, with training "pulled" seamlessly through computers or mobile devices anywhere, anytime. "Pull" training is usually linked to acquiring skills, abilities, knowledge, and competencies needed to better perform one's job. "Pull" models may use e-learning and blended delivery methods.

An organization is developing a corporate social responsibility (CSR) strategy. At which two stages of the CSR strategic process is it likely to find the GRI G4 Guidelines most useful?

The G4 Guidelines are useful in at least two steps in the strategic process. At the initial assessment stage, the G4 Aspects provide a template for determining the organization's current conditions and needs. At the later measurement and evaluation stage, the G4 Guidelines provide the metrics needed for meaningful progress evaluation.

The retention threshold for new hires indicates that 35% of the employees tend to quit during the first 90 days. What HR practice could improve the organization's onboarding program and reduce voluntary turnover? -Conduct in-depth exit interviews to determine the cause. -Provide the opportunity for job sharing after 60 days. -Offer bonuses to new hires if they exceed 90 days. -Ensure that basic activities are implemented prior to the first day of the job.

The HR professional should evaluate the organization's onboarding strategies using a variety of metrics. In this situation, in-depth exit interviews to determine the cause(s) of voluntary turnover could determine any areas of dissatisfaction with the onboarding process and/or other negative organizational issues the new hire may have encountered.

What is hyperconnectivity? -Increasing digital interconnection of people and things, any time and any place -Increasing economic interconnection between emerging and developed economies -Increasing speed of broadband connections -Increasing interconnection of all PESTLE forces: political, economic, social, technological, legal, and environmental

The World Economic Forum defines hyperconnectivity as the "increasing digital interconnection of people, and things, any time and any place." It is the purely digital/virtual aspect of globalization's "accelerating interconnectedness."

What is the relationship between an organization's code of conduct and its compliance program? The code of conduct deals with ethical issues; the compliance program deals with legal issues. The code of conduct defines organizational standards for compliance and ethical issues; the compliance program ensures that everyone can understand and adhere to that code. The compliance program identifies infractions of corporate rules; the code of conduct determines appropriate punishments. The code of conduct is intended for management; the compliance program is intended for employees.

The code of conduct defines organizational standards for compliance and ethical issues; the compliance program ensures that everyone can understand and adhere to that code. Key to good governance are developing organizational standards for behavior, communicating principles and standards throughout the organization, and training managers and employees in how to apply these standards to common work-related situations. The foundation for this is the code of conduct, which forms the basis of the organization's specific policies and procedures regarding compliance and ethical issues. The compliance program, in turn, proactively ensures that all members of the organization understand and adhere to that code and are able to apply it to new situations and issues as they arise.

What is the most effective method to achieve an employee-friendly, nonunionized workplace? -Using a flat organizational structure with a broad span of control -Using frequent promotions -Creating two-way feedback mechanisms -Maintaining an open-door policy

The most effective of the methods listed is creating feedback mechanisms that promote two-way communication. An open-door policy may be one part of a workplace communication program, but it is one-way and will work only if management responds to employee feedback. Fair promotions are more important than frequent promotions. Organizational structure is not as important as the quality of management and supervision.

Which of the following is considered a key aspect of the assessment and selection step in the global assignment process? -Analysis of the costs and benefits of the assignment -Preparation of the assignment plan -Involvement of the right people -Taxation considerations

The only option that falls under the assessment and selection step is involving the right people. The other options refer to the steps of management and assignee decision and pre-departure preparation.

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

The opportunities and threats pertain to the external environment. An opportunity might be the possibility of opening up a new market, while a threat could be encountering a new competitor.

How should an organization's diversity and inclusion strategic initiative affect supply chain management and relations? The organization should review its complete roster of vendors and suppliers, replacing any not owned by minorities or women. The organization should accept only those vendors willing to fully adopt all provisions of the organization's own diversity and inclusion policy. The organization can build diversity requirements into searches for vendors and suppliers and seek out minority-owned vendors. It shouldn't. A diversity and inclusion strategy is purely an internal organizational realignment.

The organization can build diversity requirements into searches for vendors and suppliers and seek out minority-owned vendors. An integral part of any organization's diversity program is to ensure that it promotes diversity outside of the company in addition to its internal efforts. Changes can include building diversity requirements into searches for vendors and suppliers and seeking out minority-owned vendors. The diversity and inclusion program should also ensure that the practices of all the organization's suppliers are consistent with (though not necessarily identical to) the organization's own diversity policies.

Which motivational theory emphasizes the importance of autonomy, competency, and relatedness? Theory Z Behavioral reinforcement Self-determination Motivation-hygiene theory

The self-determination theory is based on a belief in intrinsic motivation—that people are motivated when they have the ability to direct their actions (autonomy), when they can increase their mastery or competence, and when an action serves a larger purpose.

What are the three spheres of sustainability? -Local, regional, global -Earth, air, water -Community, corporate, ecological -Environmental, social, economic

The term "sustainability" originally referred to an ecological or environmental goal. Now that focus has expanded to also consider an organization's social and economic impact (sometimes referred to as the 3Ps: people, planet, profits).

Under Title VII, what is the term for a hiring practice that has an adverse impact on a class of people but is defensible as job-related? Reverse discrimination Reasonable cause Preferential quota system Work-related requirement

There are some exceptions to Title VII. According to the work-related requirements exception, an employer may be able to defend a practice that has a disparate impact on a class of people if it is job-related and required by business necessity.

What is a benefit associated with informal organizations? These elements restrict employees from responding to unusual situations. These elements can be difficult to change. These elements make it easier to try new approaches and practices. These elements promote uniformity for practices and processes.

These elements make it easier to try new approaches and practices. The informal is hard to define, because it does not have clear structural boundaries. Informal elements include shared values, informal networks, communities, and pride. Because informal elements are generally not written and are not rigidly defined, they are easier to use. This informality makes it easier to try new approaches and practices.

What is a major disadvantage of time-based pay systems? They require performance appraisal systems. They favor quantity of work over quality. They can raise pay levels over time even if performance is mediocre. They are subject to equal pay litigation.

They can raise pay levels over time even if performance is mediocre. 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.

What is an advantage of having job descriptions in a global environment? They reduce cross-border transfers because in-country candidates are easier to find. They eliminate the need for career paths. They reduce payroll costs because all salaries are set. They expedite forecasting of current and projected staffing.

They expedite forecasting of current and projected staffing Global management of information about numbers of various jobs and current and projected openings is based on consistent job descriptions.

What is the key benefit of defining an organization's values? Defining values avoids ethical complications. They demonstrate what employees must do to succeed in the company. They guide employee behavior and decision making. This helps guarantee compliance with employment laws.

They guide employee behavior and decision making An organization's values state what is important to the organization and how employees should conduct themselves

How can defined talent pools influence compensation decisions? They set a fixed limit for executive recruiting investments. They set the cap for administrative compensation. They help ensure that key talent is motivated and rewarded. They divert compensation from lower-level positions

They help ensure that key talent is motivated and rewarded. Defined talent pools may aid in clarifying or guiding compensation decisions to ensure that key talent is motivated and rewarded. Talent pools do not specify limits for recruiting or compensation or divert compensation from lower-level positions

What is the best reason to use social media channels for corporate communication?

They provide instantaneous feedback to leaders about employee responses. (Although social media make communication more complex and challenging, they also make it easier to assess reaction to the communication.)

An organization received 150 applicants from an advertisement, 50 of whom were minority applicants. It interviewed 36 qualified applicants, 12 of whom were minority applicants. What is the yield ratio of qualified applicants to total applicants? 0.08 0.24 0.32 0.33

This yield ratio is determined by dividing the number of qualified applicants by the number of total applicants (36 / 150 = 24%).

Recently, top management agreed on major organizational changes without including HR in change planning. Now, HR has been tasked with developing a plan for communicating the changes to the employees. Which is the most effective way to communicate the changes? Through multiple channels (e-mail, meetings, training) Through one company-wide presentation Through internal social media Through department heads

Through multiple channels (e-mail, meetings, training) Change-related information should be communicated to employees through multiple channels and from multiple sources (executive management, HR, departments).

What is the most important reason to complete a risk assessment? To develop management tactics for strategic and operational risks To address compliance risks associated with applicable laws and regulations To lower financial risks due to workers' compensation claims To create transparency through ownership of the risk management strategy

To develop management tactics for strategic and operational risks The primary outcome of a risk assessment is to give organizations the information they need to develop an efficient and effective program that manages strategic and operational risk across the organization. The choices related to workers' compensation and compliance focus on reactive HR roles in managing negative risks. Roles in the management strategy can be assigned only after it is decided which risks will be managed and how they will be managed.

What are the three key reasons for approaching diversity and inclusion as a comprehensive, organization-wide strategic initiative? To make it a priority, to allow for its complexity, and to address organizational resistance to change To make it cost-effective, to promote global HR's strategic capabilities, and to incorporate the widest possible range of solutions To avoid short-term solutions, to increase the initiative's budget, and to capitalize on global HR's tactical strengths To simplify global expansion, to address the wide range of local compliance issues, and to overcome interdepartmental conflicts

To make it a priority, to allow for its complexity, and to address organizational resistance to change Diversity and inclusion efforts require an organization-wide, comprehensive strategic initiative. Otherwise, they will always have a lower priority than more immediate concerns. Diversity and inclusion involves major organizational change, and change is hard.

What organization is most likely to fail in its strategic planning and management? To preserve competitiveness, strategic plans are shared among top management only. The strategic planning team invites input from all divisions and from managers and employees alike. Business unit and functional strategies are developed after the organization strategy is defined. An organization invests considerable time in researching internal and external factors before setting strategy.

To preserve competitiveness, strategic plans are shared among top management only. 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.

What is the best reason to review other organizations' annual corporate social responsibility (CSR) or sustainability reports when first devising a sustainability strategy? To "borrow" CSR tactics and practices that have succeeded for other organizations To ensure that the CSR approach being devised doesn't too closely resemble those of key competitors To gain competitive tactical advantage To see how general principles and guidelines can be adapted to an organization's unique strategic focus

To see how general principles and guidelines can be adapted to an organization's unique strategic focus The best starting point for developing and implementing a CSR strategy is gaining a clear perspective of work already done internationally on defining CSR issues and responses. it is equally valuable to review the annual CSR or sustainability reports of other organizations. These show how others have customized general principles and reporting guidelines to focus on their own particular industry's areas of interest and their own strategic goals.

Why are costs easier to justify using corporate shared value (CSV) rather than traditionally defined corporate social responsibility (CSR)? Traditional CSR efforts cost almost twice as much to implement as CSV. Traditional CSR efforts are more complex to understand and measure. Traditional CSR efforts focus on reputation rather than outcomes. Traditional CSR efforts primarily appeal to the older demographic.

Traditional CSR efforts focus on reputation rather than outcomes Traditional CSR efforts focus on reputation rather than core business outcomes. CSV efforts are easier to justify because they are integral to a company's profitability and competitive position.

What type of engagement describes the inherent personality-based elements that predispose an individual to being engaged? State engagement Trait engagement Transactional engagement Behavioral engagement

Trait engagement Trait engagement describes the inherent personality-based elements that predispose an individual to being engaged: a natural curiosity, a desire to be involved, an interest in problem solving. These traits may figure into recruiting and hiring efforts.

In what type of undesirable engagement do employees appear engaged, for example, by working longer hours and even responding as such in engagement surveys, but do not actually feel or think in an engaged way? State engagement Trait engagement Transactional engagement Behavioral engagement

Transactional engagement can be seen as undesirable because it is associated with negative well-being outcomes. By contrast, employees not only behaving in an engaged way but also thinking and feeling engaged is associated with positive well-being outcomes.

How did the Patient Protection and Affordable Care Act (PPACA) amend the Consolidated Omnibus Budget Reconciliation Act (COBRA)?

Under PPACA, employers are required to notify COBRA participants, in addition to their general employee populations, that adult children may be eligible for health plan coverage up to age 26. This provision requires an employer to make available dependent coverage for children who have not attained age 26, effective for plan years beginning on or after September 23, 2010 (January 1, 2011, for calendar year plans).

Which legal protection source assists employers in complying with federal regulations against discrimination? Title VII, Civil Rights Act Congressional Accountability Act Uniform Guidelines on Employee Selection Procedures Executive Order 11246

Uniform Guidelines on Employee Selection Procedures The Uniform Guidelines cover all aspects of the selection process, including recruiting, testing, interviewing, and performance appraisals. Their purpose is to assist employers in complying with federal regulations against discrimination. The other choices set forth the law but do not assist employers in complying with it.

Whose representation is most critical to a diversity council's success? Each functional area and each locale in the organization must be represented. Each of the organization's employee resource groups (ERGs) must be represented. Upper management must be directly involved. Both internal and external stakeholders must be directly involved.

Upper management must be directly involved. There is no single council structure. Some organizations prefer a council with representation from all employee levels and functions; others opt for an executive council consisting entirely of upper management personnel. The relationship with ERGs or other advisory groups may vary as well. Direct involvement of upper management, however, is critical.

What is the most accurate characterization of business value?

What constitutes value may be different in different organizations. Because value is tied to an organization's mission, the definition of value will vary. It may not be solely financial and may depend on internal assessment rather than external judges. The need to create the desired value must be communicated to and understood by the entire organization.

What belief best defines cultural relativism? There are universal norms; they simply appear to be different on a cultural level. There should be no dominant culture in a multinational enterprise. All the cultures of a region must be reflected in the code of ethics for multinational enterprises. What is ethical is determined by local culture, laws, and practices.

What is ethical is determined by local culture, laws, and practices. Cultural relativism holds that ethical systems do exist but that norms are influenced by local culture, laws, and practices.

When is a narrow span of control the best option? When subordinates are experienced When tasks are complex When there is a shortage of managers. When a team effort is not required.

When tasks are complex Span of control" refers to the number of individuals who report to a supervisor. Narrower spans of control are typically used when tasks are complex, subordinates are poorly trained or inexperienced, or a team effort is required.

HR has been asked to target and identify how to improve employee performance. This will necessitate examining current organizational competencies against those needed in the future and reconciling the differences. What process would help HR to make these determinations? Talent Management Benchmarking Workforce analysis Succession planning

Workforce analysis Workforce analysis would allow HR to mine employee data, evaluate the internal environment, and help to identify the steps necessary to improve employee performance.

Should a firm require that its suppliers follow a specific code of conduct? Yes, this is a good way to make sure that suppliers are behaving ethically. Yes, as long as this is not a contractual requirement. No, but it can encourage suppliers to develop their own codes. No, this would be an example of cultural imperialism.

Yes, this is a good way to make sure that suppliers are behaving ethically A good way to make sure that suppliers operate in an ethical manner is to require in contracts that suppliers comply with a specific code of conduct.

A company has experienced computer system problems from Internet viruses introduced by employees opening nonwork-related files. The system administrator wants HR to develop and implement a policy restricting employee use of the Internet. Would this Internet policy be a good idea? Yes; as a policy, it would become automatically enforceable under a union contract. Yes; it can help an employer to monitor employees' Internet use. No; it would violate an employee's right to privacy. No; it is not a deterrent to employee misconduct.

Yes; it can help an employer to monitor employees' Internet use Certainly a written policy could set limits for employees' personal use of the Internet and reduce the influx of computer viruses. Other benefits are possible, too. It may never eliminate employee misconduct. But it could help the employer avoid incidents that may lead to embarrassment for the company and/or potential legal problems. Further, having a formal policy in place and communicating it to employees reduces the employer's exposure to invasion-of-privacy claims.

What is a key reason why many diversity initiatives fail to achieve intended workplace changes?

You cannot just outlaw bias with classic command-and-control mandates of management training, hiring tests, ties to performance ratings, and remedial grievance procedures. An organization must truly embrace diversity and integrate varied life styles, beliefs, and needs into its business culture.

A manager begins with no allocated budget and must justify allocations based on how the function will contribute to the organization's strategic goals. What budgeting method is being used? Incremental budgeting Zero-based budgeting Capital budgeting Formula-based budgeting

Zero-based budgeting Zero-based budgeting requires all managers to start at zero. A department must justify its entire budget and show how its funding will help the organization to meet its goals. In zero-based budgeting, all operations are given a priority rating, each unit or goal is ranked, and funds are given in order of the ranking.

What is an example of direct compensation? Disability insurance Deferred pay Use of a company car Cash achievement award

cash achievement award Direct compensation deals with pay systems and includes cash achievement awards. Indirect compensation deals with benefits programs and includes items like a company car, disability insurance, and deferred pay.

Which is a specific and measurable aspect of strategy that serves as the basis for implementation decisions? Objectives Mission Statement Strategic goals Value Statement

objectives Objectives tie to strategic goals, which, in turn, relate to the mission statement. Objectives are the most specific and measurable of the strategic statements.