SHRM- Practice Exam
When measuring organizational performance, which approach should HR take to identify strategic aspects while avoiding being overwhelmed by data?
Reevaluating current measures and then determining what changes may be needed based on internal and external factors Since new or evolving strategies may require new types or levels of performance, targets for measurement should be reviewed regularly and revised as needed. This is the primary purpose of adding the E (evaluated) and R (revised) components to the SMART acronym, thus making it SMARTER. Additionally, only strategically significant aspects of performance should be measured to avoid being overwhelmed with data. Measures should be mindful of both past and future performance, and data should be shared to stimulate performance improvement.
A leader of a function tries to influence her staff's satisfaction and productivity by being friendly and asking questions about their non-work lives. What type of power is she using?
Referent Referent power derives from the strength of a leader's personality, which can create feelings of admiration and loyalty in others. Legitimate power derives from official position or title. Reward power exists when the leader has the ability to motivate with rewards, and coercive power exists when the leader has the power to punish. Expert power derives from the leader's superior knowledge, skills, or experience in an area.
Which is the most immediate strategy the HR leadership should implement to improve morale in the organization?
Regularly communicate information about the recruiting status across the organization to employees. C is correct. Change initiatives are better managed when they are inclusive. Communicating-even over-communicating-about the status of the staffing strategy across the organization to employees will do this. A is incorrect, because the open-door policy limits communication to only those that seek information. B is incorrect, because focus groups provide a communication channel with only part of the workforce. D is incorrect, because morale issues have already been identified and further analysis does not implement improvements.
Which approach should the senior manager take to address the issues of greater consistency and equity in adhering to compensation policies and procedures?
Review the current policy to determine whether it is clear enough in conveying organizational expectations, and modify it as necessary to ensure consistent compliance A is the best response. It provides an opportunity to review the existing policy to ensure that it is clear enough to provide guidance on the problem and allows managers some input toward improving its message and direction. B is incorrect. While it may prevent managers from implementing excessive or inequitable salary increases, it may be perceived as too authoritarian or control-oriented rather than working collaboratively with managers to find a common solution to the problem. C is incorrect. This is not a proactive approach, and it will not ensure that the policy is understood or achieve buy-in from managers. D is incorrect. Operational information such as this is more appropriate during onboarding or management training rather than in an employee offer letter.
Which is the best approach for an HR director to select for managing an employee survey project?
Cross-sectional committee According to Bob Kelleher, effective management of employee survey projects includes establishing a cross-sectional committee to review overall company results and to make recommendations to management
How best can the new HR benefits manager accurately assess the success of the ESS program?
D. Measure post-ESS implementation error rates and process time frames in comparison to the last benefit cycle's processes. D is correct, because it focuses on the primary business reason for the ESS system, which is to reduce error rates and improve processing time. A is incorrect, because, while assessing employee satisfaction is important, it does not focus on the original and key issue of accuracy and efficiency. B is incorrect. The data will probably point to a learning curve, but it should be collected. C is incorrect, because it does not measure performance related to the initiative's objectives
The vice president of human resources is tasked with aligning the leadership and functions of an organization that has recently acquired a supplier in a different country. Which factor will be key in completing HR's integration plan?
Designating integration leaders Throughout the merger and acquisition process, the job of HR is to maintain focus on the people dimension while it conducts HR due diligence and plans the merger and acquisition integration strategy. The HR integration plan should include designating integration leaders, securing management support and resources, developing communication plans, setting measurable objectives for the integration, and establishing a realistic timeline.
With the patient base growing so rapidly, how can HR best support the organization in maintaining customer satisfaction?
Ensure that candidates selected for consideration for open positions have a proven track record in customer service. C is correct. To ensure sustainability, HR needs to be sure that new talent meet or exceed the customer service standards required by the organization and that candidates have a proven track record of success. A is incorrect. Building competencies and training might be useful for future development but do not address the current situation. B and D are incorrect. The labor demand analysis provides adequate data.
Which leader demonstrates the path-goal approach to leadership?
A team leader posts progress toward milestones in the project room and engages the whole team in problem solving. The path-goal leadership theory emphasizes the leader's role in coaching and developing the team. The leader does this by focusing the team on achievable but challenging goals, providing the support and direction each member needs to achieve those goals, and allowing the group to participate in decision making. The team leader who keep project goals in front of the team and encourages group problem solving is a "path-goal" leader.
In a succession planning system, how are employees generally evaluated?
Multiple evaluations by different managers Unlike replacement planning, which emphasizes evaluation of an employee's performance on the job over time, succession planning systems use multiple evaluations by different managers on different assignments.
When administering a retirement plan, how can an HR benefits manager best fulfill her fiduciary responsibility?
Act in the best interest of the employee. A fiduciary duty implies a legal obligation of the employer to act in the best interest of the employee.
What is required to ensure that a compliance program's responses to transgressions are appropriate, consistent, impartial, and comprehensive?
Addressing unethical or harmful actions and preventing recurrences A compliance program must ensure that responses to transgressions are appropriate and consistent (as well as thoroughly grounded in full, impartial, and comprehensive investigations into wrongdoing) and that such responses protect both organizational liability and individual rights. The organization must have a system in place that both addresses unethical or harmful actions and prevents recurrences.
Based upon the potential human capital concerns outlined, which focus should HR leadership pursue?
Alignment of HR and organizational strategies and change management B is correct. Alignment of HR and organizational strategies and change management is the best choice given the concerns outlined in the scenario. A is incorrect, because focusing on the retiring workers will not return value on this investment of resources. C is incorrect, because it is not a long-term solution. D is partially correct, because it acknowledges that a change strategy will be necessary, but lowering stress and improving work/life balance do not focus on the primary strategic goal of expanding the workforce.
The HR manager should take which additional action to identify conditions that are creating the unwanted turnover?
Analyze and post onboarding orientation attrition rates, trends, and patterns. D is the correct answer. While exit interview feedback is critical, it is a lagging indicator of employee satisfaction. Interviewing current high-performing employees in confidential meetings provides a greater opportunity to obtain candid feedback to use in addressing unwanted turnover. Summarizing this information, reporting to management with a recommended call to action, implementation, and follow-up could begin reducing unwanted exits from the company. A is incorrect. While this information is helpful in determining trends and patterns, it appears that the issue surfaced recently. Consequently, it is important to get to the source of the immediate concern and address it. B is incorrect. Analyzing job posting messaging does not have direct relevance to the current issue. C is incorrect. Posting onboarding attrition rates could be helpful in the overall turnover analysis. However, it has a narrow scope and does not address the attrition impacting those who have been with the company long enough to receive a performance review.
The intern tells the HR manager that an employee is making derogatory comments to others in the office about the intern's lack of professional attire and language. What should the HR manager do?
Ask the intern to write down the comments for documentation. C is correct. As a first step, documentation of a complaint is ideal, since it allows for a foundation of further action if necessary. Encouraging the complainant to document his concerns/allegations often also provides further credibility to the issue. A is incorrect, as there is no evidence that this is a widespread issue. B is incorrect, as this is not addressing the allegations of inappropriate actions by the employee. D is incorrect, as there is only an allegation of inappropriate actions by the employee and only the intern's word that it has happened. Further investigation would be needed before taking this action.
In order to help with recruitment and retention of employees, HR has determined that it is necessary to implement a corporate social responsibility (CSR) strategy. Leadership has already committed to the idea. What is the next step?
Assessment Assessment allows the organization to determine where it currently is at with CSR and what is lacking.
Which identifies a key feature of arbitration?
Both sides agree to accept the decision of the arbitrator. Both parties willingly submit to arbitration and agree to accept the decision of the arbitrator as final. They must accept, not just consider, the arbitrator's decision.
What should be the focus of HR in an organization pursuing a global integration strategy?
Building a common organizational culture In a global integration strategy, building a common organizational culture is an important step for standardizing people, processes, and performance.
Which of these are ongoing activities in the International Organization for Standardization (ISO) risk management process?
Communication and consultation; monitoring and review Communication and consultation and monitoring and review are ongoing activities that are core to the continuous improvement of the risk management process.
Which practice for improving employee retention would best mitigate future loss of high-performing (HP) employees?
Conducting a root cause analysis of why HP employees stay at or leave the organization Prior to implementation of any intervention for employee retention, it is essential to determine and develop a deep understanding of the reasons why employees want to stay or leave. The other answers assume a reason without conducting the analysis.
Which strategy should the VP of HR use to effectively build HR team cohesion?
Correct A. Schedule regular calls for the entire team to report on their recent and upcoming activities. A is correct. While a virtual approach does not replace face-to-face interactions, regular calls will begin to create a sense of team support and cameraderie among the group. By using the calls as a starting point, the VP of HR is demonstrating the team aspect of the 4 Ts of effective global leadership (travel, teams, training, transfers) and assisting in the development of relationships among the group. B is incorrect, as this would not be a cost-effective approach. C is incorrect, as this would further encourage a lack of information sharing among the entire team. D is incorrect, as a newsletter allows for only one-way communication.
Which organization is using a dedicated HR model structure?
Correct Headquarters articulates values and develops HR tools, and HR functions embedded in business units develop local policies and practices. Dedicated HR allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs. There is an HR function at headquarters and a corporate function embedded in companies or business units.
Which action violates the International Labour Organization standards?
Correct Men receive higher wages than women for the same work. The ILO standards prohibit unequal pay and opportunities for men and women. Management may not prohibit employees' from associating and organizing, but it is allowed to state its reasons for not wanting a unionized workplace. Prisoners are exceptions to the ILO ban on forced labor. Children under 18 may be employed as long as they have completed schooling required in their communities and the work is not hazardous
Which action should the recruiting manager take to persuade the rest of the HR team to support hiring and utilizing retiree and military veteran candidates?
Develop a business case that supports the company's business strategy C is the best response. It is important to present a case that has solid data and is aligned with the company's business strategy. A is incorrect. No decisions should be made without support and buy-in from the HR team and the company's leaders. B is incorrect. A pilot program would be a good first step after agreement that this is a strategy that could benefit the company. It would be a good way to test the initiative in one area before taking it company-wide. D is incorrect. Establishing partnerships will help, but it should not be the first step and will not help to persuade management. Typically this comes after a business case is made.
What should the VP of HR do to provide the HR team with a common purpose?
Draft a vision for the global HR team that is tied to the organization's strategic goals. B is correct. A common vision allows the entire HR department to work together to demonstrate the value that the HR function brings to the organization. Developing a vision is a critical step to align individual performance with organizational success. A , C, and D are incorrect. Without a vision clarifying the direction of the function, it would be impossible to effectively create meaningful goals and objectives that support the overall organizational strategy.
Which form of codetermination gives the greatest amount of power to employees dissatisfied with the lack of influence on managerial decisions?
Dual system In a dual system, a supervisory board with employee representation has authority to accept or reject the management board's decisions.
At which stage of the employee life cycle would the management by objectives appraisal method be effective in driving ongoing employee commitment?
During the development phase, where the employee and the manager collaborate on developing performance objectives and goals During the development phase, HR, management, and the employee collaborate in setting goals and objectives to align with organizational needs and the evaluation process.
Information gained through the HR manager's professional network affirms that competitors are taking action to lure employees away from the company, promising to pay bonuses in six months. Which is the HR manager's next course of action?
Engage the legal department to determine the next steps and be prepared to execute planned actions. C is correct. It is possible that competitors have violated a local regulation. To confirm the potential impact and course of action, engage the legal department to advise on next actions. A is incorrect. At no time would the HR manager contact the competitor directly without legal counsel. B is incorrect. It is the HR manager's responsibility to promote and maintain a culture of civility and trust. Advising employees of this information, even if confirmed, would be inappropriate. D is incorrect. While the HR manager should promote a workplace that fosters dignity and respect, culling out a communication based upon this finding is inappropriate.
Older employees in an organization are upset about a new benefit that favors young parents. Which might be a solution to this problem?
Expansion of benefit options New benefits could include options of interest to a range of employees.
Which strategy should the recruiting manager use to generate employment interest in the underutilized talent pool?
Focus on the preferred employer brand, since attracting employment interest in this group will require a broad perspective. C is the best response. Employment branding is the preferred approach to present the organization's overall "employer of choice" image. While the organization might have interest in pursuing this group, the qualified applicants have choices and will want to make an informed decision. The strategy may include sharing a positive image of what the organization does in the community (corporate responsibility) and a realistic view of what it is like to work at the organization and reinforcing the public's image of the organization. It should include what makes the organization a great place to work for current employees while encouraging applicants to apply. A is not correct. Total rewards are only one aspect of what might appeal to the candidates, and this approach doesn't look at the organization's overall positive aspects. B is not correct. While having a flexible work arrangement could be appealing, it is only one dimension that makes the organization attractive as a place of work. D is not correct. The comprehensive benefits package is one dimension of the overall attractiveness of the organization.
An HR manager has identified the probability of occurrence of a particular risk event and the outcomes if the event should occur. Which other factor should the manager consider?
How much warning the organization would have if the event occurred The amount of warning or the speed of onset can help those working on risk management strategies to prepare adequate responses. Cost and effectiveness of responses can be studied after risks are thoroughly analyzed. Industry-specific risks should already have been identified.
Scenario- Drunk VP at party- How should the HR VP address the division president's behavior to demonstrate a high level of personal integrity?
Immediately call the company CEO to request quick removal of the president to prevent further risks to the company. The best answer is A. The division president needs to be removed from the party immediately. By removing the division president, a clear message is sent that this behavior will not be tolerated regardless of position and everyone is held to the same standards. B, C, and D are not the best answers, as they do not address the situation immediately. They also do not demonstrate leadership or reflect HR's responsibility to create an ethical workplace.
The leaders of the organization want to consider all options for sourcing and retaining talent. Which is the best action for the CHRO to take to create a low-risk, best-potential-return strategy for improving the company's pending "critical skills shortage"?
Implementing a self-directed flexible schedule for weekly working hours and advertising this work plan option to petroleum engineers
Which reflects a fundamental difference between Family and Medical Leave Act (FMLA) leave granted to care for a non-military-related family member and military caregiver leave?
Individual leave duration during a single 12-month period A non-military-related family member's leave entitles an eligible employee to no more than 12 workweeks of caregiving leave in any given FMLA leave year. A covered family member's military-related leave entitles an eligible employee to as many as 26 workweeks of FMLA leave for caregiving purposes in a single 12-month period.
Which type of global assignment refers to an employee who is being reassigned to an international jurisdiction?
International assignee "International assignee" is a term for an employee who is reassigned to an international location. "Expatriate citizen" is an incorrect term; "expatriate" refers to anyone who is not a citizen of the country in which they reside. A home-country employee would be any employee who works for the home-country organization regardless of country. The term "foreign appointee" does not indicate reassignment to an international jurisdiction.
Which information should an HR leader review when conducting an analysis of a vacated position?
Knowledge, skills, and abilities A job analysis looks at the knowledge, skills, and abilities required for a person to have a reasonable chance of successfully performing the job.
Due to a tight labor market, the organization is having difficulty finding skilled labor for an upcoming project. The HR director recommends using a staffing agency to find employees for the project. Which of the following is a critical consideration when determining the best staffing arrangement?
Legal risks Legal risks and liability concerns are of primary importance when determining the staffing arrangements.
In a targeted effort to attract more diverse talent, a global organization is sponsoring after-school training that prepares any at-risk student for entry-level internships. Which potential dynamic is the most likely to work against this initiative?
Majority backlash from parents of students who are not at risk Because this is a targeted effort to attract at-risk students, students who are not at risk will not qualify, and their parents may feel that their children should not be excluded from the benefits of this initiative. Since at-risk students are the target audience, similarity bias doesn't apply; neither does bias-based exclusion. Although students (rather than parents) might engage in "covering" behavior, it is not the dynamic most likely to work against this initiative.
An organization erroneously withholds deductions from several exempt employees' paychecks. Under the safe-harbor provision of the Fair Labor Standards Act, which action should the organization take?
Make a good-faith effort to comply in the future. The 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 should leaders understand about managing change?
Managing change involves employees' cognition, emotions, and behavior. Leaders need to understand that announcements of change often trigger a variety of emotions. Moving past those emotions requires helping employees understand the reasons for change and supporting them as they implement the change. This support takes the form of ongoing communication, development of new skills and knowledge, and providing necessary tools and resources. Leaders can shorten the amount of time employees take to adjust to change through their actions. However, groups respond to change differently, and leaders must be able to identify each group's unique needs.
Despite being presented with objective data to the contrary, the CEO still believes that the new competitor is stealing employees. Which is the HR manager's best next step in garnering support to explore alternative root causes for the unwanted turnover?
Meet individually with key leadership stakeholders, starting with the CEO's direct reports and other designated leaders. A is correct. The HR manager is new to the organization. While meeting with the CEO-who must remain the first stop-the HR manager should garner support in moving forward with individual meetings with key stakeholders. This could be risky, yet worthwhile, if managed appropriately. It should be a meeting to gather information, share actual facts, and request perspective. B is not correct. Meeting as a group typically leads to inequity in sharing perspectives and/or obtaining the collective thoughts of the group. C is not correct. While this could be a step in the process, it is not the next best action at this stage. D is not correct. While it is important to gather varying perspectives from non-management employees, the next step is to engage other leaders in the process in gathering perspective, building credibility, and garnering overall support.
Which step is the best for the recruiting manager to take in addressing the HR manager's concerns?
Meet with the HR manager privately and share information on some qualified applicants. B is the best response. Sometimes when discussions become heated, it is best to move the discussion to a private area. Sharing facts about the qualified applicants in these groups will help support the business case. A is incorrect. Just listening and not having a discussion may lead to a missed opportunity to gain additional insight and will not ease the HR manager's concerns. C is incorrect. This does not demonstrate the appropriate relationship-building and consulting skills. This approach could also escalate the situation and impact the trust and working relationship between the recruiting manager and the HR manager. D is incorrect. This strategy does not address the HR manager's concerns about applicants' qualifications.
A company has been successful in recruiting a diverse workforce but has not seen a diversification of top management ranks. Which program might be most successful in addressing this problem?
Mentorship program A mentorship program may identify potential leaders from diverse backgrounds and then focus on preparing them for top management positions through mentoring relationships with current leaders.
How can the director best gain support for the HR structural changes she wants to make?
Perform a SWOT analysis and environmental scan to provide data points for making her recommendations. D is correct, because HR professionals should base decisions on evidence gained from gathering and analyzing data. A is incorrect, because speaking about changes that she believes are important with no data for backup is unwise. B is incorrect, because the agreement does not provide enough insight. C is incorrect, because disregarding support and implementation can adversely affect the success of the change.
A company that formally commits to training 60 members of its programming staff in a designated programming language within a 12-month time period is articulating what type of communication?
Performance objective A performance objective is a specific achievement required to meet a strategic goal. It is a path toward a strategic goal. This statement does not reflect what will be required to accomplish the target performance (resources) or how it will be accomplished (an action plan).
Which action should the recruiting manager and business leaders take first in identifying a qualified candidate pool for the positions?
Prepare the job description to capture the position summary, job duties and responsibilities, minimum qualifications, and essential functions. B is the correct answer. It is important to determine how jobs interrelate and support the organization's vision, mission, goals, and objectives. The job analysis identifies the tasks and responsibilities the job includes, the necessary qualifications (knowledge, skills and abilities), conditions under which the work is performed, and the reporting structure. A is not correct. Drafting a job profile is premature before completing the job analysis. Documentation could possibly be based on supposition rather than actual facts. C is not correct. The job description is developed after completing the job analysis. It captures several elements, including the position summary, the minimum qualifications, the duties and responsibilities, and more. D is not correct. Working conditions are just one aspect included in the job description.
Which form of negotiation is most consistent with the leadership characteristics found to be effective in global settings?
Principled Principled negotiation aims to create win-win solutions that are based on the negotiators' needs. It avoids taking hard positions in favor of developing trust and mutual understanding. This is consistent with most global definitions of leaders as honest, interested in learning other perspectives, and committed to problem solving rather than winning.
In an effort to determine specific causes for the failure of a marketing campaign, HR identifies complaints related to satisfaction with the product, delays in delivery time, and shipping errors. What would be a good next step?
Put the data into a Pareto chart. A Pareto chart will help HR prioritize actions by showing which types of complaints were most common and therefore contributed more strongly to the campaign's failure. A full process analysis is needed before the start of a department restructure. Customer satisfaction metrics are a good idea, but customer satisfaction may not be the most important problem here. Analysis must be performed before reporting to stakeholders.
Which significant factor should the CHRO consider first when implementing the new performance management system?
Readiness of employees to use the software program in the new system B is correct. To be successful, the CHRO must first ensure that the employees are able and willing to use the performance management system effectively. If the employees are unwilling or unable, the CHRO will need to plan additional actions. Only after this, can the events described in A and C-determining the need for more extensive training by location and ways to employee feedback-be implemented. D is incorrect, because these elements are part of the design of the performance management system and should have been already determined.
What should the CHRO recommend as next steps after the implementation of the performance management system?
Recognizing all milestone successes of the implementation and then communicating the next steps B is correct, because recognizing successes and then revealing next steps keeps driving momentum and engagement. This is necessary to sustain a major change initiative. A is incorrect, because it does not allow time for employees to adjust to and accept changes. C is incorrect, because this should have been part of the performance management system before it was announced and implemented. D is incorrect. Supporting HR processes should have been reengineered and tested on a small level before implementing the full initiative.
A company is experiencing computer system problems from Internet viruses introduced by employees opening files that are not work-related. Which action can HR take to reduce the problem?
Recommending that IT create a policy defining Internet use at work 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. A policy 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.
An organization has restructured. Which tactic should HR consider first to fulfill staffing needs?
Redeployment During solution analysis, an organization decides whether to "build," "buy," or "borrow" the talent needed to attain the staffing levels and competencies required to meet the organizational goals and objectives. Redeployment is a solution to pursue to meet the organizational future needs and is a "build" approach. It would be a quick solution with a decreased learning curve compared to other options.
Which best describes employees in an entitlement-oriented culture?
Reducing individual pressure to contribute Some organizations foster a caring, paternalistic feeling and want employees to feel that they are a "part of the family." These organizations usually provide employees with a variety of benefits. Typically, as benefits increase, less emphasis is put on individual employee contributions, initiative, and responsibility and more emphasis is put on the profitability/success of the organization as a whole.
Which is an important consideration in developing an employment records policy?
Redundancy of stored employee data One of the most critical aspects of an employment records policy-besides accessibility, security, integrity, accuracy, and the ability to audit-is data redundancy or the secure and current backup of data, onsite or offsite. Documents should be available in paper format. Offsite storage is acceptable if the vendor can document security. Employee data will continue to be collected, although its collection must be justified to comply with data practices regulations.
What is the level of interaction that senior HR leadership has with executive management?
Senior HR leadership contributes to the development of organizational strategy, advising the organization on the human capital implications of strategic decisions HR leadership interacts directly with executive management, contributing to the development of organizational strategy and advising the organization on the human capital implications of strategic decisions.
What is the name of Ulrich and Brockbank's alternative structural model that is frequently used in organizations with multiple business units?
Shared services model In a shared services model, each business unit can supplement its resources by selecting what it needs from a menu of HR services (usually transactional) that the units agree to share.
The HR director has noticed that employee demographics do not support the organization's corporate social responsibility focus. Which action may be used to help demonstrate the need for attracting diverse talent?
Social audit A social audit will allow the organization to review poilicies and procedures in terms of their social impact. It can then focus on areas that are lacking and need improvement.
Which structural characteristic should an HR director consider in a company where the manufacturing division has grown in workers by 20% over the last two quarters but productivity has grown by only 10%?
Span of control Spans of control that are too large can slow organizational productivity, making it difficult for supervisors to make needed decisions quickly and efficiently. Chain of command refers to the line of authority. Layers of hierarchy refers to the ratio of direct to indirect employees, and decision-making authority refers to how decisions are made in the organization and levels of authority.
A manager wants to implement a new program for employees to participate in work decisions. What is the best facet of employee engagement that the manager should focus on to achieve this goal?
State engagement State engagement is influenced by workplace conditions or practices (e.g., task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management's control.
In order to help employees better understand risk, companies identify and define risk broadly, being sure to communicate the definition. Which are the primary categories of risk used in the COSO Enterprise Risk Management (ERM) framework?
Strategic, financial, operational, compliance The categories of risk used in the COSO ERM framework are strategic, financial, operational, and compliance.
What is the implication for global HR of a downstream strategy?
Strategies must include agreements with local workforce groups. Downstream strategies allow for decision making at a local level rather than at headquarters.
Which type of barriers to risk management would you find in an organization?
Structural, cognitive, cultural The primary barriers are structural, cognitive, and cultural. Organizations are generally structured in a silo fashion and respond operationally rather than strategically. Breaking through cognitive barriers requires imagination and openness to change. Cultural barriers involve what types of mindsets are sought and rewarded.
Which technology strategy enables a company to compete more effectively for talent?
Using a more sophisticated algorithm for candidate searching Using a more sophisticated algorithm for candidate searching will allow recruiters to focus on the most qualified applicants for each position.
