People Quizzes - SHRM-CP

Process by which an organization generates a pool of qualified job applicants

Sourcing

What is the correct formula to calculate the monthly voluntary turnover rate?

(Number of voluntary separations during the month / Average number of employees during the month) X 100

Instructional design model based on concept that training should be tightly focused on specific performance measures that the organization has determined are important

Action Mapping

Which best demonstrates job enlargement?

A bank teller handles deposits and disbursements and also sells certificates of deposit In job enlargement, an employee is given additional tasks within the same job. Adding more tasks that require the same skill level gives variety to the job.

How will using a revenue-per-employee metric allow HR to demonstrate the impact of turnover on employee engagement?

A decrease in revenue per employee may correlate with lower employee engagement A decrease in revenue per employee may correlate with a decrease in employee engagement. This is especially important when evaluating the cost of a lost employee due to turnover. Although there is no single calculation for measuring engagement, HR can measure specific outcomes of engagement action plans.

Instructional systems design framework consisting of five steps that guide the design and development of learning programs

ADDIE Model

How must HR strategy account for political factors?

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

A compensation and benefits specialist conducted a salary data survey last year but did not have time to benchmark the results to the organization's pay structure. What action should the specialist take at this point in time?

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

A manager of a new restaurant is having difficulty with her chef's interaction with servers as well as the quality of food he is preparing. After consulting with her HR partner, they plan to develop a performance management system. What is most critical to the effectiveness of the performance management system?

Aligned individual contributors that drive organizational results Clear communication of performance standards that are aligned to organizational goals and objectives is the basis of an effective performance management process. Behavior that is expected and evaluated must be communicated clearly.

A small publishing firm feels they are too small to benefit from strategic planning. Which short-term benefit is the best choice for HR to influencing leaders to begin the strategic planning process?

Allocate resources more effectively The strongest reason for senior management to engage in the strategic planning process is a more focused allocation of resources and potentially increased profitability. Strategy does not necessarily result in increased engagement or corporate social responsibility.

Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale?

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

The group of individuals you will be delivering training to like both interaction and a safe learning environment. Which of the following adult learning principles applies in this case?

Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives Allowing debate and challenge of ideas is most suitable for adult learners who prefer interaction up to certain degree. The other options work best for adult learners who have other learning styles and preferences.

How does benchmarking improve the creation of an organizational strategy?

Allows for an understanding of best practices Benchmarks are aspirational in that they are intended to improve performance. They must, therefore, be based on best practices drawn from the activities and achievements of organizations. Performance can be affected by culture. Even statistics can be culturally biased. For example, in some cultures statistics such as health-care cost per employee or employee tenure may not be meaningful. Benchmarks often address values, such as customer service, ethical behavior, or quality. They are goals and do not replace financial measures, which provide valuable snapshots of performance.

Which is a best practice for developing an employee value proposition (EVP)?

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

Which organization is least likely to succeed in its strategic planning and management?

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

Which method best determines recruiting effectiveness?

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.

Software application that automates organizations' management of the recruiting process (such as accepting application materials, screening applicants, etc.)

Applicant Tracking System (ATS)

- Related to technical skills training - Often a partnership between employers and unions

Apprenticeship

Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises

Assessment Centers

People who learn best by relying on their sense of hearing

Auditory Learners

Performance management tool that depicts an organization's overall performance, as measured against goals, lagging indicators, and leading indicators

Balanced Scorecard

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

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

Process by which an organization identifies performance gaps and sets goals for performance improvement by comparing its data, performance levels, and/or processes against those of other organizations

Benchmarking

Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, life insurance, and paid time off

Benefits

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training

Blended Learning

Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread

Broadbanding

During the employee selection process, how can HR identify an employee who is more likely to become engaged in the organization?

By assessing how well the candidate will fit with the organization's culture When selecting employees, find candidates who are likely to perform duties well, who contribute voluntary behaviors, and who already fit the organizational culture and values. Then connect them with others in the company as part of their onboarding experience to support their optimum performance engagement.

How should a chief HR officer explain to her senior leadership colleagues the value of measuring employee attitudes through an annual survey?

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

How does a broadbanding approach support an egalitarian organization?

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

How does an Internet recruiting approach provide the greatest benefit to a global organization?

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

In the kaizen methodology, how does one know where to best make improvements?

By observing what is happening at all levels to find where value is added Under the "Go to Gemba" principle, understanding what is happening at all levels at an organization means that one can find and focus on the places where actions are actually taken that produce value.

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks

Career Development

Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization

Career Management

Actions and activities that individuals perform in order to give direction to their work lives

Career Planning

How do career planning and career management differ?

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

The 70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. Which type of experience does the 70 in the model represent?

Challenging assignments Assignments that are challenging and are sequenced to provide learning advance the development of high-potential employees as well as adults in general. To develop managers, it is important to engage them in three clusters of experience, using a 70-20-10 ratio: challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).

Which factor has the greatest impact on maintaining peak performance?

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

HR is in the process of recruiting a senior-level position for a global organization. Which benefit might distinguish the organization from the competition?

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

Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior

Coaching

A strategic project meets the defined objectives but is unsuccessful in its impact to the strategy. Which action in the project planning process has the project manager overlooked?

Collaboration and agreement on how the project purpose supports the overall strategy Collaboration and agreement on how project objectives are related to the organization's strategy are critical in the planning stage of a project. If the connection is not clear, all objectives may be met but the initiative may not affect the strategy. Therefore, clear alignment on the objectives and how success will be measured must be considered at the start of the project.

Pay rate divided by the midpoint of the pay range

Compa-Ratio

When conducting a benefits needs assessment, what is the next step HR should take after analyzing the design and utilization data for all benefit plans?

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

All financial returns (beyond any tangible benefits payments or services), including salary and allowances

Compensation

Short but broad statement documenting an organization's guiding principles and core values about employee compensation

Compensation Philosophy

Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively

Competencies

When developing a pay structure, which data set should the HR practitioner use during the development process?

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

New leadership is in place at a large retailer, resulting in a business unit undergoing a detailed review of its support of the organizational strategy. It has been identified that the benefit offerings are not reflective of the organization's total rewards philosophy and that many benefits overlap, creating inefficiencies. Which action should be taken first by HR take to remedy the situation?

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

Strategic management refers to the actions that leaders take to move their organization toward strategic goals and create value for stakeholders. Which benefit of strategic management is likely?

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

A line manager approaches HR to explore ways to increase cross-training among her employees. How can HR meet the manager's need while increasing employee engagement?

Consult with the manager to understand which duties of the specific role incorporate higher levels of decision making Prior to making a recommendation, the HR manager needs to understand the specific roles and responsibilities of the job. HR can then advise as to how the job may be modified to incorporate cross-training.

An international discount supermarket chain's competitive strategy is to provide the lowest-price products by minimizing operational overhead. Which generic competitive strategy is it using?

Cost Leadership To achieve cost leadership, an organization must be the low-cost producer in its industry. Sources of cost advantage vary depending on the industry; it may originate from economies of scale, proprietary technology, preferential access to raw materials, or reduced costs in advertising and research, among other factors. Successful low-cost producers use all sources of cost advantage.

Which three generic strategies for success are identified in Michael Porter's model?

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

- Pay adjustment given to eligible employees regardless of performance or organizational profitability - Usually linked to inflation

Cost-Of-Living Adjustment (COLA)

What is the primary result of aligning the HR business unit and functional area strategies to the organizational strategy?

Create a line of sight between individual work and organizational results As a management system (strategy) is aligned or cascaded through each core business function, it becomes more operational and tactical, as do the performance measures. This allows everyone to understand how they contribute, individually, to the organization's success. This is referred to as line of sight.

An HR director recognizes the need to work with a preferred staffing vendor to address the organization's short- and long-term staffing needs and to help streamline recruiting for specialized positions in several departments. This approach falls into which category of the organization's talent acquisition strategy?

Creating a talent pipeline Partnering with the preferred staffing vendor will help develop a pipeline of quality candidates with the required experience to fill specialized positions that may be open now or in the future. Reactive recruitment focuses on immediate hiring needs. Succession planning can address long-term (but not short-term) hiring needs. Skill banks and skill tracking systems can support internal recruiting; the staffing vendor focuses on external recruiting.

Which sections of the balanced scorecard include measures that directly impact financial results?

Customer and operations Operations measures lead to customer or external measures, which in turn relate to financial results. The former measures are leading indicators; financial results are lagging indicators.

Which performance management method or tool would be most likely to increase employee engagement?

Customizing dashboards to focus on the employee's circle of influence Dashboards can be customized. When the data is carefully selected, sharing it with employees can help enhance motivation by showing them real information about performance, for example, areas that might need more attention.

Which is a critical consideration to address before proceeding with an online survey?

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

Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future

Environmental Scanning

Which is a significant factor that an HR professional must consider when using a website to recruit for a global enterprise?

Data privacy regulations Data privacy issues must be examined carefully. There are country- and region-specific regulations that pertain to what personal information can be gathered and used.

What guidance from HR is useful to an organization that has decided to pursue a greenfield operation?

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

According to the "pull" model, which approach should be used to develop an outside sales force's knowledge, skills, and abilities in relationship management in order to increase sales revenue in the shortest amount of time?

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

Which best describes the type of activities aimed at preparing for long-term, future job responsibilities as well as increasing skills for performing the current job?

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

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs

Developmental Activities

Which is a potential challenge in trying to build a strong global employment brand?

Different value that countries and cultures may place on different things An employment brand must be able to adapt to local differences and cultures if it is going to be effective worldwide.

Primary job duties that a qualified individual must be able to perform, either with or without accommodation

Essential Functions

How should an HR director advise a supervisor to engage a typically high-performing employee whose performance has declined the past two quarters?

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

Process of delivering educational or instructional programs to locations away from a classroom or central site

Distance Learning

Which evidence provides the best defense if a candidate challenges the organization's selection decision based on a preemployment assessment?

Documentation of the test's validity For a test to be used in a selection process, it must be reliable and valid.

Which question would be most appropriate in an employee opinion survey?

Does your supervisor administer the overtime policy in a consistent manner? Opinion survey questions are designed to elicit employee views related to specific issues, such as how work policies or practices are administered. Employee attitude surveys seek data on employee perceptions of the organization's culture and image. Engagement surveys examine employees' levels of job satisfaction, commitment, and morale.

In a downsizing environment, which question would be most appropriate to include in an employee opinion survey?

Does your supervisor elicit your opinions about work processes? Employee opinion surveys focus on the opinions of employees related to work processes, such as cross-training programs, safety programs, or recognition plans.

Unmarried couples, of the same or opposite sex, who live together and seek economic and noneconomic benefits comparable to those granted to their married counterparts

Domestic Partners

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles

Dual Career Ladders

Which program gives technical workers the ability to earn as much as they would in a management position?

Dual career ladder A dual career ladder allows technical employees to earn as much as they would in a management position.

Electronic media delivery of educational and training materials, processes, and programs

E-Learning

Employees' emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization's effective functioning

Employee Engagement

Activities associated with an employee's tenure in an organization

Employee Life Cycle (ELC)

Instruments that collect and assess information on employee engagement, satisfaction, and perceptions surrounding the work environment

Employee Surveys

Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention, and engagement

Employee Value Proposition (EVP)

How should an organization's value proposition be effectively communicated using deliberate messages about the organization to describe working conditions, culture, and the emotional connection employees have with the organization?

Employment Brand An employment brand creates an image that makes people want to work for and stay working for the organization.

Process of positioning an organization as an "employer of choice" in the labor market

Employment Branding

In addition to improving knowledge and skills and building social capital, what are global employee development programs aimed at achieving?

Enhancing global understanding, awareness, and mindset A goal of global employee development programs is to help instill global understanding, awareness, and mindset. Without these perspectives, it will be much more challenging to be successful in global environments.

Which term best describes a job design strategy that increases the variety of responsibilities but requires the same skill level?

Enlargement 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.

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

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

Which development approach is best suited for senior leaders?

Executive coaching Executive coaching can achieve extraordinary results, empowering staff success.

It is estimated that one-third of Fortune 500 CEOs have remained in their positions fewer than three years. Which does this indicate about executive development?

Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships Several studies demonstrate that leaders may have the knowledge and intellect to succeed but fail because they lack the necessary people skills. This impairs their ability to learn from mistakes and readily adapt to change.

A recent employee satisfaction survey indicated that 83% of respondents were satisfied with their jobs. The CEO believes that employee engagement initiatives have met expectations and that money budgeted for additional employee engagement efforts should be shifted to other projects. Which is the best way to respond?

Explain that employee engagement is about performance outcomes not always reflected in survey results, so initiatives should continue Employee engagement is a broader concept than employee satisfaction, commitment, and morale. It is an outcome-driven concept about behaviors that can positively influence individual- and business-level performance. As such, engagement initiatives should continue. However, efforts will most likely shift to acknowledge progress made in some areas and gaps that remain in others.

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

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

Situation in which an organization's compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees

External Equity

Which is the most important factor an HR leader should use when planning pay increases?

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

- Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority - Also known as single-rate pay

Flat-Rate Pay

For which position and in which situation would a stress interview be most appropriate?

For emergency room nurses, where behaviors can have life or death consequences The logic behind a stress interview is that candidates who perform well under pressure in the interview will handle work stress in a similar fashion.

The HR manager detected a higher number of employees leaving within the first 30 days. After conducting exit surveys, the HR manager determined that new hires weren't receiving sufficient training and did not feel part of the team. What action should the HR manager and supervisor take to improve retention?

Formal Onboarding Creating a formal onboarding program for the department will allow new hires to receive dedicated training beyond the first 30 days to help them succeed in the position. In informal onboarding, new hires learn about the job on their own. This would not be the best practice, given the lack of training. Orientation happens within the new hires' first day or two of work and introduces them to the organization. Offboarding is the formal practice of ensuring a smooth transition as an employee leaves the company.

- Pay increase given to employees based on local competitive market requirements - Awarded regardless of employee performance

General Pay Increase

Which is the best example of indirect compensation?

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

Situations in which an employee's pay is below the minimum of the range

Green-Circle Rates

What term refers to a company building a new global location from the ground up?

Greenfield Operation A new facility may be constructed on what was once a "green field". A new global location built from the ground up is often referred to as a greenfield operation.

HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill?

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

Number of people on an organization's payroll at a particular moment in time

Head Count

HR is asked to evaluate the organization's overall retention. Which would be the best information for HR to assess first?

How the current turnover rate compares to the industry average Employee turnover has several unquantifiable costs besides recruiting, retaining, and retraining new employees. A starting point in evaluating retention is understanding employee turnover-the number of employees leaving, why they leave, and the impact those departures have on the organization's productivity and overall business performance.

During what phase of the strategic planning process does motivating employees to work toward organizational goals take place?

Implementation Implementation reflects the process of strategic management. This requires clear communication of objectives to teams, coordination and support of their efforts, and control of resources.

What type of business problem is solved most appropriately by using Six Sigma tools?

Improving quality Quality issues can be solved by using Six Sigma tools. Six Sigma is a strategy that identifies and removes the causes of defects and errors in manufacturing and business processes. Other business problems that can be solved by using Six Sigma include too much variation, challenging root cause identifications, numerous technical considerations, and other complex issues. Lean Six Sigma is a strategy that eliminates waste and improves process flows.

How might an HR professional design a learning activity to best meet the needs of a kinesthetic learner?

Incorporating an interactive group presentation A kinesthetic learner is a hands-on learner. This type of learner learns best by doing rather than watching or listening. Putting together a presentation allows the learner to play an active role in the learning.

Document that guides employees toward their goals for professional development and growth

Individual Development Plan (IDP)

Which metric related to benefits provides feedback on the quality and value of the benefit and helps evaluate the competitiveness of the total compensation strategy?

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

Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes

Internal Equity

A manufacturing organization's office employees are arriving late to work on a consistent basis. A focus group is conducted, and it is discovered that the employees' morning commute has changed significantly due to highway construction. Which of the following should HR recommend the organization implement to support the temporary needs of employees?

Introduce a flextime policy with bandwidth hours Since this is a manufacturing organization, employees need to be at the organization's facility. Therefore, allowing employees to work on a flextime schedule is the best answer.

Which is the primary advantage of using a balanced scorecard approach to measure organizational performance?

It allows organizations to assess intangibles A balanced scorecard approach focuses on finance, customers, internal processes, and learning and growth. Therefore, it goes beyond a traditional financial approach to managing the organization. It takes into consideration such intangibles as whether a business process has been improved or employees have learned new skills. It can be used in a single department or throughout the organization.

How does communicating the guiding principles behind employee pay support an effective compensation philosophy?

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

In global staffing, why is it important to use a common approach for analyzing and describing jobs?

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

What is true of a lead-lag market competition pay strategy?

It leads the market during the first half of the fiscal year and lags the market during the second half The lead-lag market competition pay strategy leads the market during the first half of the fiscal year and lags the market during the second half of the fiscal year.

Which characteristic is associated with the Six Sigma project management approach?

It measures value and uses evidence-based analysis The Six Sigma approach to project management is focused on measuring the return of value that allows empirical analysis to inform decision making. Limited resources assigned to overlapping tasks is more associated with the critical chain project management approach, as resources are not increased to meet deadlines. The critical chain approach best accounts for dependencies when there are limited resources. Carefully allocating and monitoring resources is a characteristic of any approach that is taken to project management. There is no specific emphasis on this important aspect of project management in the Six Sigma approach. Having several versions of the deliverable is associated with the agile approach to project management. Iterations are continuously improved.

Process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed

Job Analysis

Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description

Job Classification

Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure)

Job Description

An organization is in the process of updating its compensation system and has started the task of evaluating jobs and grouping those with similar duties together. Which documents would be most useful for this purpose?

Job Descriptions The job description is a written record of job duties and responsibilities and will be most valuable in grouping jobs with similar duties.

Process of broadening a job's scope by adding different tasks to the job

Job Enlargement

Process of increasing a job's depth by adding responsibilities to the job

Job Enrichment

Process of determining a job's value and price for the purpose of attracting and retaining employees by comparing the job against other jobs within the organization or against similar jobs in competing organizations

Job Evaluation

Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job's overall value to the organization

Job Ranking

Movement between different jobs

Job Rotation

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

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

Written statements of the minimum qualifications for the job incumbent

Job Specifications

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

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

What part of job documentation provides a written statement of the necessary qualifications of the job incumbent?

Job specification A job specification is a written statement of the necessary qualifications of the job incumbent. A job description is a written description of the job and its requirements.

What job evaluation method assesses the responsibilities and requirements of each job and its relationship to other jobs in the organization?

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

Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization

Job-Content-Based Job Evaluation

Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance

Key Performance Indicators (KPIs)

- People who learn best through a hands-on approach - Also called tactile learners

Kinesthetic Learners

Type of metric describing an activity or change in performance that has already occurred

Lagging Indicator

Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations

Leader Development

Ability to influence, guide, inspire, or motivate a group or person to achieve their goals

Leadership

Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals

Leading Indicator

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities

Learning Management System (LMS)

Organization characterized by a capability to adapt to changes in environment

Learning Organization

What type of organization embraces change, tolerates risk, and views failures as an opportunity to learn?

Learning organization A learning organization understands that change, risk, and failure are all key parts of organizational learning. A learning organization provides the environment for organizational learning.

Which is the most low-risk strategy for global market expansion?

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

What is an example of an external factor that is considered in a SWOT analysis?

Local Legal Policies Local legal policies exist outside an organization and are an external factor. The other factors are internal.

- One-time payment made to an employee - Also called performance bonus

Lump-Sum Increase (LSI)

As part of new hire orientation, each new employee is assigned to a more experienced employee as an onboarding "buddy." What should be the primary role of the buddy?

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

A sales organization's leadership team has just announced a very aggressive five-year sales plan. Which performance management method should HR suggest to support the plan's achievement?

Management by objectives method to measure goals and objectives Management by objectives allows employees to set objectives for themselves and define what they intend to achieve within a specific time period. The objectives employees set are based on overall goals and objectives for the organization.

Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace

Market-Based Job Evaluation

Which is the best method for an HR compensation manager to use to evaluate the jobs and salary ranges of the organization's key positions compared to those of its competitors?

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

Relationship in which one person helps guide another's development

Mentoring

- Situation where an individual's performance on the job is the basis for the amount and timing of pay increases - Also called performance-based pay or pay for performance

Merit Pay

Concise outline of an organization's strategy, specifying the activities the organization intends to pursue and the course its management has charted for the future

Mission Statement

After an acquisition, the HR director at the acquiring company is tasked with aligning the total rewards systems of both organizations. Which should the HR director review first?

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

An organization is experiencing low morale and decreased performance due to recent budget cuts and staff shortages. Which offering should HR recommend to most notably boost morale and performance among employees?

More communication and feedback The organization may not have the resources to provide rewards or work tools or the ability to allow flexible schedules. However, without additional investment, leaders can motivate employees by communicating more, increasing transparency, and providing feedback that will help individual employees develop their skills.

Training provided to employees at the work site utilizing demonstration and performance of job tasks

On-The-Job Training (OJT)

Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment

Onboarding

Which term describes the strategic process for integrating a new employee into a company and its culture?

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

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

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

- Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels - Ability of an organization to learn from its mistakes and adjust its strategy accordingly

Organizational Learning

Beliefs and principles defined by an organization to direct and govern its employees' behavior

Organizational Values

Process by which new employees become familiar with the organization and with their specific department, coworkers, and job

Orientation

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

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.

Scanning process that searches for environmental forces in political, economic, social, technological, legal, and environmental categories

PESTLE Analysis

- Job evaluation method in which each job is compared with every other job being evaluated - The job with the largest number of "greater than" rankings is the highest-ranked job, etc

Paired-Comparison Method

A government-mandated seminar on safety was recently converted to an e-learning course and is available on the organization's intranet. The course consists of self-study units with accompanying quizzes and e-mail access to a subject matter expert. Which best describes the primary benefit of this approach?

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

An exit interview assessment finds that the primary reason employees leave is for better total rewards offered at other organizations. Which is the best action HR should take to gather information on competitive total rewards packages to potentially offer its employees?

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

An organization is looking for ways to reduce costs and increase performance in its automotive parts manufacturing division and is considering staff reduction as an option. Which key performance indicators should be compared to determine the impact of staff reduction?

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

- Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority - Also known as salary compression

Pay Compression

An organization implements changes to its pay structure, resulting in new hires now being started at the same wage as workers who have been on the job for two years. What type of pay variation will most likely be created?

Pay Compression Pay compression, or salary compression, describes situations where there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority. Pay compression can occur if the labor market, inflation, or some other reason causes market pay increases to rise faster than the employer's pay adjustments

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

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

Used to group jobs that have approximately the same relative internal or external worth and are paid at the same rate or within the same pay range

Pay Grades

Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade

Pay Ranges

- Situation where an individual's performance on the job is the basis for the amount and timing of pay increases - Also called merit pay or performance-based pay

Pay for Performance (P4P, PfP)

Which is a disadvantage of a time-based pay system?

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

Process of measuring and evaluating an employee's adherence to performance standards and providing feedback to the employee

Performance Appraisal

- One-time payment made to an employee - Also called a lump-sum increase (LSI)

Performance Bonus

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

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

Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees

Performance Management

Behaviors and results as defined by an organization to communicate the expectations of management

Performance Standards

- Situation where an individual's performance on the job is the basis for the amount and timing of pay increases - Also called merit pay or pay for performance

Performance-Based Pay

Compensation provided on an individual basis in the form of goods or services

Perquisites

Pay systems in which employee characteristics, rather than the job, determine pay

Person-Based Pay

Learning/development programs offered initially in a controlled environment with a segment of the target audience

Pilot Programs

- Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization - Points are assigned to each factor and then added to come up with an overall point value for the job

Point-Factor System

Payments in return for the achievement of specific, time-limited, targeted objectives

Premiums

Pay based on the quantity of work and outputs that can be accurately measured

Productivity-Based Pay

An executive team in the middle of refining an organization's strategic plan is in the implementation phase. Which activity should occur during this phase?

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

Which of the following is an advantage of external recruiting?

Provides cross-industry insights Hiring from competitors will lead to the introduction of alternative ideas which can encourage innovation and improved productivity and effectiveness.

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

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

Tool used to provide a job applicant with honest, complete information about a job and the work environment

Realistic Job Preview (RJP)

Modifying a job application process, a work environment, or the circumstances under which a job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions

Reasonable Accommodation

Process by which an organization seeks out candidates and encourages them to apply for job openings

Recruitment

Situations in which employees' pay is above the range maximum

Red-Circle Rates

Instruments that collect information on prevailing market compensation and benefits practices (including starting wage rates, base pay, pay ranges, statutory and market cash payments, variable compensation, and paid time off)

Remuneration Surveys

Which factor differentiates successful training programs from unsuccessful programs?

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

Ability of an organization to keep its employees

Retention

A consulting company knows that its primary advantage lies in the expertise and commitment of its people. Which practice should HR recommend that leaders focus on?

Retention A company that sells its employees' expertise will most likely focus on employee retention. In this situation, experienced employees who have developed strong relationships with customers cannot be easily replaced.

A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take?

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

Which is a likely outcome of a series of well-run knowledge cafés?

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

Method for assessment of an organization's strategic capabilities through use of the environmental scanning process, by which internal and external factors affecting achievement of organizational goals are identified and considered

SWOT Analysis

Process of evaluating the most suitable candidates for a position

Selection

Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization

Selection Interviews

Analyzing candidates' application forms, curricula vitae, and résumés to locate the most-qualified candidates for an open job

Selection Screening

What can an organization do to help it succeed in its pursuit of external pay equity?

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

Which best describes the impact when an organization's values are effectively paired with goal setting?

Shows employees how their individual efforts contribute to the success of the organization's strategy Performance goals should reflect the values that the organization has defined and communicated to employees. Individual performance goals provide an opportunity to show employees how their individual efforts contribute to the success of the organization's strategy.

An organization wants to train a high-potential employee and assess their readiness to promote, but it is not possible to put the employee directly into the actual job role before the promotion decision is made. What training delivery approach is well suited for this situation?

Simulation When an employee cannot be placed into an actual job role (as would be achieved through job rotation), a simulation can replicate certain aspects of the job and provide the opportunity for the employee to practice skills or knowledge. Simulations also may allow the organization to gauge an employee's performance and readiness to step into a role before deciding to offer a promotion or transfer.

- Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority - Also known as flat-rate pay

Single-Rate Pay

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment

Situation Judgment Tests (SJTs)

HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success

Staffing

Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so

Stay Interviews

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

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

State in which an organization's strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities

Strategic Fit

System of actions that leaders take to drive an organization toward its goals and objectives

Strategic Management

Process of setting goals and designing a path toward a competitive position

Strategic Planning

Which is the difference between a strategic alliance and a joint venture?

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

Plan of action for accomplishing an organization's overall and long-range goals

Strategy

Most of the supervisory and management staff in a start-up company have limited interviewing experience. Which interview technique will best mitigate this inexperience?

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

- Instructional design model that works to gain feedback and build models early in the process - Generally has three phases: preparation, iterative design, and iterative development

Successive Approximation Model (SAM)

An employee life cycle describes all of the activities associated with an employee's tenure in the organization. What is the impact of HR's understanding of the employee life cycle on the organization?

Supporting employee performance and engagement For HR practitioners, employee life-cycle phases influence the inputs and types of developmental activities the employee needs to support his or her optimum performance and engagement.

Process for understanding how seemingly independent units within a larger entity interact with and influence one another

Systems Thinking

An organizational unit manager disagrees with HR's policy promoting the use of a buddy program during new hire onboarding. What can an HR professional use to reinforce the utility of the buddy program when discussing the topic with the unit manager?

The buddy can help the new hire navigate the organization's culture and answer questions he or she may have Buddies can help make new employees feel welcome and enhance their job satisfaction and productivity by answering questions and helping them navigate the organizational culture.

Which factor is most important to consider when an organization is seeking to globalize its leadership development program?

The culture in each country as it affects how leaders emerge The culture of each country impacts the adoption of the program. Examining the organization's internal culture is not enough; it is important to also consider global leadership concepts. Leadership development programs should be accessible to all, not just those who have the potential to assume leadership roles. Executive buy-in at each location is incorrect because changes may have to be made to accommodate local norms.

Which is a trend in career development that an HR team leader must consider before engaging in career planning with team members?

The employee is expected to assume greater individual responsibility for career development Greater individual responsibility is a career development trend that requires both the employer and the employee to collaborate. Career paths today may involve nontraditional paths and jobs outside an employee's original work area. Employees are being asked to assume more responsibility more quickly, especially in emerging markets.

Which is the most advantageous outcome of employers treating employees with care and respect during termination of employment?

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

Which is the primary purpose of creating and communicating training program objectives?

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

Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers

Total Rewards

Many employees in the manufacturing department will be retiring in the next six months. The department supervisor asks the HR manager to identify ways to capture the employees' knowledge. In order to address this request, what should the HR manager identify first?

The knowledge that will be lost when the employees retire The HR director needs to know what knowledge will be lost before it can be captured. The other three answer choices are ways to retain and maintain the employees' knowledge once it has been identified.

Which indicates that an organization is using strategic planning and management?

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

Which statement about using social media as a primary recruiting tool is correct?

There is a risk of unintentional discrimination against certain groups Because the use of social media may be limited by possession of, access to, or understanding of the enabling technology, recruiting only through social media may result in discrimination.

Which is an advantage of having job descriptions in a global environment?

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 advantage of nonqualified deferred compensation plans?

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

System in which pay is based on longevity in the job and pay increases occur on a pre-determined schedule

Time-Based Step-Rate Pay

Which is a primary purpose of conducting a training and development needs assessment?

To align organizational effectiveness and development initiatives and corporate goals The job of training and development is to support company goals. Therefore, a needs assessment allows organizational effectiveness and development leaders to develop training that advances the organization's goals.

Plan or method implemented by an organization that provides monetary, benefits-in-kind, and developmental rewards to employees who achieve specific business goals

Total Rewards Strategy

Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job

Training

Actions, processes, or results that are needed to deliver a desired value

Value Drivers

Description of what an organization hopes to attain and accomplish in the future, which guides it toward that defined direction

Vision Statement

People who learn best by relying on their sense of sight

Visual Learners

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

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

Using the Internet to conduct meetings and give presentations to an audience who has joined the meeting remotely

Webconferencing

Form of webconferencing where a presenter facilitates communication of material or information to an audience in real time

Webinar

Physical, psychological, and social aspects of employee health

Well-Being

When creating a benefits program, which key legal factor does the HR benefits leader need to keep in mind?

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

An organization finds that, without consciously meaning to, it is rewarding behaviors that violate its values. As it returns to the beginning of the total rewards strategy process, what factor should the organization be sure to include in its assessment of its total rewards needs?

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

A differential piece-rate pay system works best in which type of environment?

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

During an interview, when is it appropriate to ask a candidate about prior project outcomes that were unsuccessful?

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

Which metric should an organization look to when evaluating an employee engagement strategy that is focused on safety?

Workers' compensation incident rate While each of the metrics may assist in assessing employee engagement, the workers' compensation incident rate is the metric most closely tied to safety initiatives.

Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance

incentive Pay