Functional Areas
1. Which of the following is a characteristic of labor or trade unions? A. All adhere to the ILO core standards. B. Employee expectations of unions vary by country. C. Unions tend to have a combative relationship with management. D. Unions generally operate in similar fashions globally.
B
1. Which methodology identifies bottlenecks one at a time until a company achieves the desired goal? A. Total Quality Management B. Theory of Constraints C. Flow charts D. Six Sigma
B
1. Which of the following describes the phenomena where members of a group avoid engaging in certain behaviors that are stereotypical of their group because they believe the company they work at promotes assimilation rather than inclusion? A. Association B. Affiliation C. Advocacy D. Appearance
B
1. Which of the following is a core International Labor Organization (ILO) standard? A. Standard 40-hour workweek B. Prohibition of child labor C. Establishment of a minimum wage D. Equal promotional opportunities for African-Americans
B
1. Which of the following is the most important factor to consider when organizing a focus group? A. Detailed planning B. A facilitator C. Cultural effects that might affect the survey results D. An identified record-keeper (note-taker)
B
1. Which of the following laws covers both whistleblower protection and notice requirements for defined contribution plans? A. ERISA B. Sarbanes-Oxley Act C. False Claims Act D. Privacy Act
B
1. Which of the following quality control tools would be best when evaluating whether a reduction in sales staff correlates to the decrease in sales? A. Fishbone diagram B. Scatter diagram C. Pareto chart D. Histogram
B
1. Which of the following statements correctly summarizes the evolution of corporate social responsibility (CSR)? A. CSR is about charitable and volunteer efforts and compliance. B. CSR has evolved into a role that contributes to how the organization generates value. C. CSR is one element of a larger sustainability strategy. D. CSR is focused on environment concerns.
B
1. Which of the following describes a social network that a company might use to engage their clients or other people who are seeking answers to a variety of questions? A. Training and development B. Academic C. Professional D. Informational
D
1. Which of the following evaluation methods provides the most valuable measurement information? A. Reaction B. Learning C. Behavior D. Results
D
1. Which of the following is a nonfinancial reward designed to increase employee engagement? A. A gift card awarded for sustained high performance B. Promotion C. Pay differential D. Participation on a project team organized to develop a new operating system
D
1. Which of the following is an advantage of an online employee survey? A. Accurate, up-to-date e-mail addresses are used. B. The third-party server is secure. C. The third-party server has virus-checking software. D. You get a higher response rate because of employee access convenience.
D
1. Which of the following terms refers to collapsing multiple pay ranges into a single-wide pay range? A. Wide banding B. Pay compression C. Green circle rates D. Broad-banding
D
1. Which level in Maslow's Hierarchy of Needs addresses the need to be accepted? A. Basic physical needs B. Belonging and love C. Esteem D. Self-actualization
B
1. A PEST analysis addresses four categories, one of which is: A. Political B. Ethnic C. Cultural D. Geographic
A
1. A financial services company expects 30 percent growth each year for the next 5 years, which means an increase in staff by 200 percent. Which of the following is the key consideration in selecting a human resource information system (HRIS) in this case? A. Scalability B. Cost C. Usability D. Extensibility
A
1. A hospital system implemented a patient billing system. Since the implementation, there have been several billing errors and an increase in patient costs. The chief technology officer is adamant that it is not the software but rather inadequate employee training on the use of the new patient billing system that is the cause of the billing issues. Which Six Sigma improvement process applies in this case? A. DMAIC B. DMADV C. TQM D. TOC
A
1. An HR professional is conducting a needs analysis utilizing the ADDIE model. At which level is the HR professional operating if they are reviewing a manager's span of control? A. Organizational B. Task C. Individual D. Group
A
1. As an economic phenomenon, globalization is considered to have begun with the: A. 1944 Breton Woods Agreement B. 1945 Potsdam Agreement C. Versailles Treaty D. North American Fair Trade Agreement (NAFTA)
A
1. As one of several requirements, how many hours with an employee's current employer are minimally necessary in the 12-month period immediately prior to the commencement of an FMLA leave of absence in order to qualify for the FMLA leave of absence? A. 1,250 B. 1,500 C. 1,750 D. 2,000
A
1. Cherry picking is a term that: A. Defines the practice of hiring needed skills from a competitor without requiring higher-performance results B. Is unique to farmers who grow and pick cherries C. Refers to an employer who pays bonuses to selected employees based on their performance results D. Offers benefits to selected workers based on their monthly performance results
A
1. HR is in the process of revamping the management trainee program for a rental car company. HR decides that a case study should be required and that trainees would work on it as a group. Which stage of the ADDIE model is HR currently in? A. Design B. Development C. Analysis D. Implementation
A
1. Hofstede's Dimensions of Culture describes power distance as the: A. Extent that less-powerful members of an organization accept unequal distribution of power B. Degree to which individuals are integrated into groups C. Level of tolerance of uncertainty and unity D. Preference for speed and size oriented toward work and achievement
A
1. International Financial Corporation (IFC) located in Antigua, West Indies, requests that employees provide access to personal data. Antigua adheres to the European Union Directive 95/46/EC on data privacy. IFC reassures employees that they will collect data only for limited use, that the information will be kept secure and confidential, and that employees will have access to their own data. What key principle has IFC missed? A. Accuracy and retention B. Legitimacy C. Proportionality D. Security
A
1. Success factors used in job descriptions describe: A. Personal characteristics that contribute to an incumbent's ability to perform well on the job B. Minimum knowledge, skills, and abilities required to do the job satisfactorily C. The environment in which the job is performed D. How the incumbent's performance will be measured on the job
A
1. The words integrity, teamwork, and superior customer service would likely be a part of _______________. A. A values statement B. A vision statement C. A mission statement D. A core competency
A
1. To be sustainable, an organization's practices must be analyzed from their social, environmental, and economic effects. What other terms, collectively recognized as the three spheres of sustainability, refer to these perspectives? A. People, planet, and profits B. Agreement, principles, and jurisdiction C. Authority, values, and permission D. Standards, principles, and compliance
A
1. To which of the following job evaluation methods does the paired comparison method belong? A. Ranking B. Job classification C. Point-factor D. Factor comparison
A
1. What areas does the social audit, another triple bottom-line application for self-evaluation, examine? A. Compliance B. Profit and loss C. Accounts receivable D. Overhead
A
1. What is the best way to teach a kinesthetic learner? A. Create interactive practical exercises that require manipulation or touch B. Rely on taped recordings for support C. Use PowerPoint for visual context D. Break up the class into small discussion groups
A
1. What type of insurance protects employers from the risk of having financial losses resulting from employment lawsuits? A. Employment practices liability insurance B. General liability insurance C. Workers' compensation insurance D. Professional liability insurance
A
1. Which employee lifecycle (ELC) phase would most likely have the greatest effect on a millennial in today's workforce? A. Recruitment and selection B. Training and development C. Performance management D. Transition
A
1. Which judgmental forecast prevents skewed results due to "groupthink"? A. Delphi Technique B. Nominal Group Technique C. Managerial Estimate D. Regression Analysis
A
1. Which monetary best practice is designed to effectively increase long-term employee engagement? A. Competency-based pay that rewards the acquisition of knowledge and skills that enhance job performance and satisfaction B. Skill-development training designed to increase job performance and satisfaction C. Positive feedback and recognition of accomplishments D. Incorporating variety, autonomy, and co-worker respect into jobs
A
1. Which of the following best describes HR's primary contribution to an organization's strategic plan? A. HR serves the needs of the entire organization as subject matter experts (SMEs). B. HR provides the executive team with a menu of administrative tasks that it can execute more efficiently. C. HR interprets various HR metrics for the executive team to show how HR creates value to the organization. D. HR utilizes its "seat at the table" to share how additional HR staff can support the organization by providing better customer service.
A
1. Which of the following best describes HR's role in organizational development (OD)? A. Serve as a change agent B. Craft employee communication C. Administer changes in benefits plan D. Organize team-building activities for executive team
A
1. Which of the following best describes the purpose of a risk register? A. It can be used to incrementally identify risk exposure and assign ownership. B. It is used as a historical record of risk exposures. C. It is an annual documentation of medical incidents in the workplace. D. It documents reportable risk events.
A
1. Which of the following engagement practices during hiring and onboarding most significantly helps prevent low engagement scores later in the employment relationship? A. Give employees a structured onboarding experience B. Make the first day count C. Show employees a path to success D. Create accurate first impressions
A
1. Which of the following is a characteristic of a sustainable workplace? A. The performance management process has as its cornerstone continuous feedback. B. Employees are ensured bonuses and other rewards yearly. C. There is a progressive discipline process in place. D. Employees enjoy complete job security.
A
1. Which of the following is an action to lower budgets that is legal in the United States that would most likely violate compensation laws in other countries? A. Reduce base salary levels B. Offer early retirement packages C. Delay or not fill open positions D. Downgrade job titles
A
1. Which of the following is an example of an internal HR strategic relationship? A. HR collaborates with line supervisors to identify employees who may fill future management openings. B. HR ensures compliance with the Fair Labor Standards Act (FLSA). C. HR completes a compensation analysis. D. HR audits education records of all employees.
A
1. Which of the following is an internal recruiting source? A. Job bidding B. Former employees C. Internships D. Contract agencies
A
1. Which of the following performance measures includes metrics in the areas of financial performance, customer satisfaction, efficiency of internal business processes, and company learning and growth? A. Balanced scorecard B. Benchmarking C. HR audit D. Lean Six Sigma
A
1. Which of the following would be an appropriate alliance for an automotive safety technology company whose mission is to provide safe transportation services for children? A. Hosting community workshops on child restraint devices B. An ad campaign against drinking and driving C. Employees participating in crash testing D. Installing GPS devices in school buses
A
1. Which type of leader assessment tool presents simulated leadership situations that leaders may encounter in the workplace? A. Situation judgment tests B. Personality tests C. Emotional judgment tools D. Leadership practices inventory
A
1. What term best describes a situation in which an employee is given additional tasks to accomplish in the same job? A. Job enrichment B. Job enlargement C. Apprenticeships D. On-the-job training
B
1. A brownfield operation, one of the ways an organization may grow, involves an organization: A. Purchasing an already existing operation B. Repurposing an existing unused facility C. Acquiring a subsidiary that will be wholly owned through merger D. Building a new operation from the ground up
B
1. A charter school network goes through a reduction in force (RIF) of all educational resource teachers because of a loss of state funding. What is the most strategic support that HR can provide to school administrators with respect to supporting the morale of the retained employees? A. Remind employees that RIFs are normal for private school networks B. Communicate the rationale for the RIF C. Change work assignments D. Provide outplacement services
B
1. A company operating internationally: A. Requires prior in-country approval in all cases before conducting recruiting activities B. Can choose a local responsiveness strategy in addition to a global integration approach C. Requires U.S. Department of Labor approval prior to making local hires D. Is required to utilize local recruiting resources
B
1. A health care consulting company has almost quadrupled in size in the last 5 years, from 68 employees to 220 employees. The chief HR officer decides to implement an HRIS system to provide key leaders with better data for use in making strategic decisions. What HR functions can an HRIS effectively handle? A. Benefits administration. B. An HRIS can support most HR functions with data. C. Payroll processing and employee self-service. D. An HRIS handles administrative HR functions only.
B
1. A window manufacturer guarantees its installers a base wage plus an extra $25 for each job completed to specifications. The employer is using a: A. Merit pay system B. Productivity-based pay system C. Competency-based system D. Flat-rate system
B
1. A works council has a supervisory board where half the board members are workers. The supervisory board rejects a recommended change to the working hours of entry-level employees. Which codetermination corporate governance model is described here? A. Single-tier B. Dual C. Matrix D. Mixed
B
1. According to USERRA, employees called to active duty are entitled to: A. Higher limits for salary deferral contributions B. Credited service for retirement plan purposes C. Lower copayments and deductibles for continued family benefits D. An early vesting schedule for retirement benefits
B
1. Which labor relations case dealt with the right of a unionized employee to have another person present during certain investigatory interviews? A. NLRB v. Browning-Ferris Industries B. NLRB v. Weingarten C. NLRB v. Jones & Laughlin Steel Corporation D. NLRB v. Purple Communications
B
1. An employee of a national coffee reseller was recently denied a promotion. Since then he has made several negative statements about the company culture, pay, and promotional opportunities via multiple social media web sites. The facilities manager wants HR's support in discouraging this type of communication by other employees. As the HR director, how would you address this concern? A. Train supervisors on the provisions of the Electronic Communications and Privacy Act B. Develop a company privacy policy that clarifies what is expected of the employee in regard to social media C. Train staff on the provisions of the Privacy Act of 1974 D. Develop a company privacy policy that details Internet use
B
1. During a weekly board meeting at a management consulting firm, executives discuss a change to their service delivery model in order to be more responsive to their clientele. The R&D lead says that she is willing to end direct contact with the client but feels uneasy about the sales department being able to articulate the needs of the client to her division. The sales lead acknowledges her concern but reassures his team has taken the time to learn the product line and can share information to the client and R&D that will only improve communication and increase the bottom line. Which phase of the negotiation process are the executives actively engaged in? A. Agreement B. Information exchange C. Concessions D. Relationship building
B
1. Exploring a series of "if-then" scenarios versus considering "what-if" scenarios is a potential barrier to risk management that is categorized as what? A. Cultural barrier B. Cognitive barrier C. Structural barrier D. Change barrier
B
1. HR wants to encourage the number of innovative ideas submitted by employees throughout the year. Which of the following employee relations strategies work best to achieve increased employee participation? A. List the names of people with the most innovative ideas on the company intranet B. Recognize employees with an incentive who submitted innovative ideas that the company has decided to implement at the annual all-hands meeting C. List the names of employees with the most innovative ideas in the company newsletter D. Recognize employees with the most innovative ideas at their department's staff meeting
B
1. How does SHRM define diversity in the Body of Competency and Knowledge? A. The condition of having or being composed of differing elements, especially the inclusion of different types of people of different races or cultures in a group or organization B. The qualities, life experiences, personalities, education, skills, competencies, and collaboration of the many types of people who are necessary to propel an organization to success C. The state or fact of being diverse (in other words, difference and unlikeness) D. Similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex, and sexual orientation
B
1. In which organizational lifecycle phase is the focus to find the most efficient structure and the effort to standardize the organization's processes to manage the workforce for peak efficiency? A. Introduction phase B. Growth phase C. Maturity phase D. Decline phase
B
1. The purpose of a gap analysis is to: A. Determine which employees are underinsured B. Revise benefits that are not meeting employee or organizational needs C. Eliminate benefits that are too costly D. Ensure that all employees receive the same benefits
B
1. The statement "We aspire to be a great place to work for all employees" is an example of _______________. A. A values statement B. A vision statement C. A mission statement D. A core competency
B
1. Wendy is a financial planner at Genoa Financial Consultants. She manages the portfolio of six of the company's major clients. The investments she chooses for one of the clients has outperformed the market upward of 30 percent year over year for the past 4 years. The portfolios of her other five clients have been fledgling during that same time frame. For the past 4 years Wendy has been rated as exceeds expectations during her annual performance appraisal meeting. What performance appraisal error is displayed in this case? A. Primacy B. Halo C. Leniency D. Bias
B
1. What best describes the rationale in support of fair, humane, and compliant separations from employment in a downsizing situation? A. It ensures legal compliance. B. It signals to employees who remain the way the employer views and respects its employees. C. It is the most cost-effective way to terminate the employment relationship. D. It minimizes paperwork.
B
1. What does an employer's duty of care obligation mean? A. Protect employees from all known dangers B. Take all reasonable steps to ensure the health, safety, and well-being of employees C. Ensure employees are aware of known and foreseeable dangers D. Provide adequate communications regarding safety protocols
B
1. What is a benefit of utilizing social media as a communication platform to influence organizational change? A. Establishment of a counterculture B. More effective means of communication C. Groupthink D. Large amounts of information
B
1. What is a characteristic typical of an adult learner? A. Learn best in a directive environment B. Focus on "real-world" issues C. More comfortable with basic theory than application D. Easily adaptable to change
B
1. What is the minimum number of employees an organization must have to qualify for coverage under the Equal Employment Opportunity Act of 1972? A. 10 B. 15 C. 20 D. 25
B
1. What is the primary benefit of the continuous integration approach when implementing an HRIS? A. Integration takes place after all components are complete. B. Most problems can be identified and fixed as they manifest themselves. C. All components are implemented at once. D. All bugs are fixed during testing, so integration is always flawless.
B
1. What is the purpose of performing an HR audit? A. Quantify HR's strategic value B. Identify gaps in HR processes C. Determine HR strategic goals D. Reduce HR-related costs
B
1. What role can HR best play in the process of identifying risks in the workplace? A. Collaborate on creating workable programs that will respond to workplace incidents B. Make sure that plans address the vulnerabilities of employees at different locations C. Determine which methods will help to increase the security of HR records D. Work with facility management to secure temporary workplace equipment for HR personnel if needed
B
1. Which of the four branches of emotional intelligence is understanding emotion? A. Tracking and managing one's own and others' emotions B. Interpreting complex emotions and understanding their causes C. Identifying and evaluating emotions in one's self and others D. Capitalizing on feelings to promote informed decision making
B
1. Which term refers to innovations created for or by emerging-economy markets and then imported to developed-economy markets? A. Absorption approach B. Reverse innovation C. Reciprocity D. Knowledge transfer
B
1. A 14-year-old shipping company has been consistently missing promised delivery dates to its South Pacific region for the past year. The regional operations manager positions were eliminated 2 years ago. As a result, all local shipping supervisors report directly to the director of supply chain management at the corporate office. Which OED intervention strategy would be best to apply in this case? A. Process analysis strategies B. Work process strategies C. Structural strategies D. Interpersonal strategies
C
1. A customer service call center implemented a customer relationship management (CRM) system. Each time a customer calls in with a problem, the customer service representative places notes on the account's record, which is accessible for any employee who views the account notes in the future. What is this an example of? A. Human resource management system B. Learning management system C. Knowledge management system
C
1. A global integration strategy benefits an organization in that it allows it to: A. Be more flexible with local market forces B. Correct misalignments of products and services to better match local market characteristics C. Take advantage of economies of scale and standardization of processes D. Ensure compliance with local regulations and business practices
C
1. A unionized bakery is acquired by a nonunion bakery in an at-will employment jurisdiction. As part of the due diligence process, what financial risks should HR give consideration to and why? A. There are no financial risks. Employees of the acquired company will maintain their current rate of pay since they are no longer represented by a collective bargaining agreement. B. There are no financial risks. The profits from the acquired company will adequately cover the costs of salaries and associated benefits of the acquired employees. C. HR should review the full cafeteria of pay increases and benefits agreed upon in the existing collective bargaining agreement to ensure all risks are understood because the organization may have to honor those agreements for a specified period of time. D. HR should review the full cafeteria of pay increases and benefits agreed upon in the existing collective bargaining agreement for the sole purpose of crafting communication to the newly acquired employees about how their compensation plan will change now that they are a part of a new organization.
C
1. An employee elects a $500 annual deferment in his Section 125 Flexible Benefits Plan (FSA). His employer pays an FSA claim for $500 in March. In April, the employee terminates his employment after deferring only $167 to his plan. What happens in this situation? A. The employee must pay the company $333 for the amount in excess of his actual deferral. B. The employer may withhold $333 from the employee's final paycheck. C. The employee is entitled to the full reimbursement for $500. D. The employee becomes ineligible for the full FSA reimbursement.
C
1. An employee engagement strategy should specify how engagement efforts will be sustained over time. Which of the following choices is a recommended best practice designed to accomplish this objective? A. Implement a flextime program B. Conduct regular employee feedback surveys C. Link employee engagement to business results D. Conduct extensive background checks designed to best identify qualified job applicants
C
1. At what stage of the Organizational Effectiveness & Development (OED) process would you define the objectives of the OED program? A. Identifying gaps in strategic capabilities B. Managing the project C. Developing the action plan D. Evaluating the results
C
1. Employee surveys can be broken into three categories: attitude, opinion, and engagement. Which of the following is an engagement survey? A. A survey that measures the quality of management and organizational issues B. A survey that seeks to gain opinions of specific processes C. A survey that focuses on matters that affect employee satisfaction D. A survey that addresses compensation and benefits matters
C
1. For the 2014 fiscal year an organization employs 6,000 people. During this same time period, 220 employees were separated from the company. What is the turnover ratio? A. 37 percent B. 3.7 percent C. 44 percent D. 4.4 percent
C
1. HR's tools in influencing employee and management practices include the four Ts (travel, teams, training, and transfers). Which T best addresses working on international projects as a way of developing cross-cultural management skills? A. Training B. Travel C. Teams D. Transfers
C
1. Implementing a quality management system is an example of which basic management function? A. Planning B. Organizing C. Controlling D. Directing
C
1. Management and leadership differ in that: A. Management creates a vision; leadership establishes the process. B. Management delegates authority; leadership communicates direction. C. Management directs people; leadership motivates people. D. Management creates vision and strategies; leadership provides structure.
C
1. Many countries across the globe have laws prohibiting employment discrimination that follow two very different principles; the first is called equal opportunity where all groups have an equal exposure to opportunities without discrimination. The second legal principle is called reservation, which is recognized as providing: A. Equal opportunity for all groups and minorities without discrimination B. Affirmative outreach directed toward underutilized groups or classes C. Legally mandated percentage quotas or other special considerations for specified groups or ethnic communities D. Set-asides established for certain nonminority groups
C
1. One of the competitive advantages of a small marketing company is its highly capable IT department. The company has been able to leverage the IT competencies to secure additional client business and has a dozen projects on the horizon. HR in collaboration with IT has determined that it is time to implement an HRIS. At this stage of development, the organization's needs are relatively standard. Which of the following would be the best choice in this scenario? A. Outsource the project B. Build an HRIS in-house C. Customize an off-the-shelf solution D. Build portions of the system and outsource the rest of the work
C
1. Sustainability originally referred to an ecological goal. Now, the focus has been expanded to include: A. Minimizing the negative impact on the environment using as few resources as possible B. Achieving key operational goals and objectives C. Addressing an organization's social and financial impact on people, planet, and profits D. Business practices that achieve the organization's goal of community support
C
1. The following concept is the foundation of employment branding. It answers the question as to why a talented person would want to work for an organization. A. A great place to work B. Corporate social responsibility C. Employee value proposition D. Employee engagement
C
1. The global HR professional can play a major role supporting strategic management by: A. Providing language training programs B. Developing local legally compliant talent acquisition procedures C. Aligning HR processes and activities with the organization's global strategy D. Ensuring operations meet or exceed minimum health and safety standards
C
1. True behavioral engagement is considered to be when employees: A. Appear engaged B. Work longer hours C. Think and feel engaged D. Actively support local community activities
C
1. Under the Uniform Guidelines on Employee Selection Procedures ("Uniform Guidelines"), adverse impact occurs when the selection rate for an employment decision works to the disadvantage of a protected class. What is the selection rate that determines a protected class has been adversely impacted? A. 70 percent B. 75 percent C. 80 percent D. 85 percent
C
1. Under the factor comparison method, jobs are evaluated through the use of: A. Predetermined wage classes B. A wage/salary conversion table C. A scale based on compensable factors D. A comparison with market pricing
C
1. What is a characteristic of an organization in its Introduction (startup) phase? A. Highly paid employees B. Well-defined policies and procedures C. A focus on performance-based incentives to attract new employees D. Tax-free benefits
C
1. What is a primary reason that HR engages in human resource capital management planning? A. To shorten the time to fill in-demand positions B. To establish a pipeline for the high turnover positions C. To provide a framework to guide management and HR through the task of ensuring that the workforce has the skill needed to execute the company's strategic plan D. To determine what other business ventures the company can pursue
C
1. What is the International Organization for Standardization (ISO) definition of risk? A. Coordinated activities to direct and control an organization with regard to risk B. Having an adverse effect C. The effects of uncertainty on objectives D. Action taken to manage a risk
C
1. What is the basis of Herzberg's Motivation-Hygiene Theory? A. There are two approaches to motivating employees: Theory X (authoritative) and Theory Y (participative). B. Workers want cooperative and intimate working relationships with those they work for. C. Employees experience two different factors that affect their behavior in different ways. D. Behavior is determined by its consequences.
C
1. What is the definition of environmental scanning? A. The process of risk analysis through measurements of an organization's operational effectiveness B. The analysis of an organization's internal performance through measurements of work performance and financial stability C. The systematic survey and interpretation of relevant data in order to identify external opportunities and threats D. Outreach to measure and determine the effectiveness of an organization's "brand"
C
1. What is the purpose of establishing risk management strategies? A. Eliminate risk B. Identify cultural risks C. Change the impact of risk D. Identify structural risks
C
1. What is the value of a risk matrix? A. It is a historical record of an organization's safety infractions. B. It is used to record new risk exposures when they occur. C. It measures the probability of a safety event and the severity of impact on the organization. D. It is a tool used to measure the adequacy of workplace security measures.
C
1. What onboarding engagement technique best increases the possibility of long-term employee engagement? A. Provide a PowerPoint presentation of the organization's personnel policies during new hire orientation B. Host the new employee at lunch on his/her first day of employment C. Encourage social connections by introducing the new employee to employees with whom they have something in common D. Check in to see whether everything is okay when the new employee reaches his/her first monthly anniversary
C
1. Which commonly used decision-making tool would you recommend that the team use if you are trying to determine whether the implementation of an OED initiative will be worth the financial investment? A. Return on investment B. PEST analysis C. Cost-benefit analysis D. SWOT analysis
C
1. Which component of a values-based code of conduct would most likely address conflict of interest, confidentiality, privacy, record-keeping, relations with external stakeholders, and use of company resources? A. Organizational values and principles B. Specific rules of conduct C. Ethical and conduct guidelines D. Performance evaluation
C
1. Which layer of diversity addresses characteristics assigned at birth such as gender, sexual orientation, physical abilities, ethnicity, race, and age? A. Organizational dimensions B. External dimensions C. Internal dimensions D. Personality
C
1. Which of the following HR organizational models would work best for an organization with multiple business units? A. Centralized HR B. Decentralized HR C. Shared services D. Functional HR
C
1. Which of the following describes a job involvement employee relations strategy? A. Employees have final authority and accountability for decisions and their outcomes. B. Employees suggest ways to improve a service delivery process. C. Employees are empowered to decide work priorities and solutions. D. Employees are decision makers who provide input on the board of directors.
C
1. Which of the following exceptions to the application of Title VII antidiscrimination principles includes a requirement that a business practice must be job-related and required by business necessity? A. National security B. Bona fide seniority systems C. Disparate impact D. Affirmative action plans
C
1. Which of the following is a true statement with respect to succession planning? A. Succession planning is focused on the internal pipeline of senior management employees. B. Succession planning is exclusively an HR responsibility. C. A successful succession plan has measurable results. D. A successful succession plan concentrates on immediate staffing needs.
C
1. Which of the following is an internal mobility concept that addresses career development by providing professional and technical assignment opportunities? A. Relocations B. International assignments C. Dual-career ladders D. Promotions
C
1. Which of the following is considered an organization's responsibility in career management? A. Assess career options inside and outside the organization B. Design a career path that matches organizational goals C. Match organizational needs with individual abilities D. Identify personal abilities and interests
C
1. Which of the following is not a pay differential? A. Hazard pay B. Shift pay C. Base pay D. Overtime
C
1. Which of the following questions addresses an economic PEST factor? A. Do any tax or other socialized incentives exist that will impact hiring practices? B. How will generational attitude shifts influence recruitment efforts? C. Will the unemployment rate significantly affect the job market? D. Are there infrastructure changes that will affect work patterns?
C
1. Which quality control tool prioritizes categories from most frequent to least frequent? A. Histogram B. Flow analysis C. Pareto chart D. Check sheet
C
1. Which type of discrimination occurs when an applicant or employee is treated differently because of his or her membership in a protected class? A. Disparate impact B. Harassment C. Disparate treatment D. Retaliation
C
1. Who is the Caux Round Table? A. An organization of 188 countries working to foster global monetary cooperation, secure financial stability, and facilitate international trade B. An international organization responsible for drawing up and overseeing international labor standards C. A network of business leaders from Europe, Japan, and the United States who formalized a set of international business standards based on human dignity and working together for the common good D. An independent international organization committed to improving the state of the world by engaging business, political, academic, and other leaders to shape global, regional, and industry agendas
C
1. A global organization groups its core functions by service line. Which of the following best describes this organizational structure? A. Geographic B. Functional C. Hybrid D. Product
D
1. According to COBRA, a company with 20 or more employees must offer: A. Health insurance to its employees B. Continued medical insurance coverage to employees terminated for gross misconduct C. COBRA benefits to workers if the company terminates its health plan D. COBRA benefits to spouses of deceased workers
D
1. An asset management company has holdings in Zimbabwe and Japan. The Zimbabwean subsidiary specializes in agricultural consulting and has been operating for 15 years. The Japanese subsidiary specializes in timeshare sales and has been operating for 1 year. As the HR business partner, which global employee relations strategy would you recommend? A. Strategic planning B. Hands-off C. Manage locally from headquarters D. Guide and advise
D
1. Brain drain is a term that defines which of the following statements? A. The lack of workers with higher education credentials B. Jobs that require technical knowledge and experience C. Work that does not require anything more than experience D. The exit of educated individuals from less-developed to higher-developed countries
D
1. Pull factors, a concept that explains the attractions that can motivate organizations to globalize, include: A. Government policies B. A need for new markets C. Increased costs and competition D. New trade agreements
D
1. The Worker Adjustment and Retraining Notification Act (WARN) requires employers with ___________________ to give a minimum of 60 calendar days of advance written notice if a plant is to close or if mass layoffs will occur. A. 100 or more full-time employees B. 75 or more full-time employees C. 100 or more full-time and part-time employees D. 100 or more full-time and part-time employees who, in the aggregate, work at least 4,000 hours exclusive of overtime hours per week at all sites
D
1. The first step toward linking an organization's jobs with its vision, mission, goals, and objectives is to: A. Conduct a task analysis B. Create a job specification C. Perform a job audit D. Conduct a job analysis
D
1. The term that describes an organization's international orientation in which the organization exercises tight control over its international operations is called: A. Geocentric B. Regio-centric C. Polycentric D. Ethnocentric
D
1. To provide expert consultation to the organization, an HR professional must understand how other functions in the organization perform their work. Which of the following is a core business function typically found in organizations? A. Sales and marketing B. Information technology C. Operations D. All of the above
D
1. What does the sustainability concept of a triple bottom line stand for? A. Social and community outreach B. The cost of producing a product or service compared to the income from selling the product or service C. A traditional corporate profit-and-loss statement D. "Full-cost accounting" including economic, environmental, and social factors
D
1. What is the best approach to union avoidance? A. Aggressively combat union-organizing tactics B. Provide supervisors with union-avoidance best practices C. Increase salaries in the most disgruntled department D. Maintain a sustainable workplace
D
1. What is the emotion needed in an organization that involves moving from self-awareness to awareness and acceptance of the importance and legitimacy of emotions in others called? A. Self-awareness B. Motivation C. Social skills D. Empathy
D
1. What is the purpose of a risk scorecard? A. To make a record of safety incidents and how they happened B. To develop a history of risk events C. To identify and track known risk patterns D. To gather individual assessments of various risk characteristics
D
1. What post-training evaluation method utilizes performance evaluations to measure success? A. Reaction B. Learning C. Behavior D. Results
D
1. What type of information is provided by succession plans? A. Job applicant data B. "Chain-of-command" information C. Job success measures D. Candidate availability data
D
1. Which diversity benefit has the objective of developing an inclusive diverse workforce that enhances the employer's brand and ability to attract high-potential talent? A. Improved creativity and innovation B. Market strengths C. Global integration and local differentiation D. Recruitment and retention
D
1. Which form of groupware is reliant on Voice over Internet Protocol as well as presentations and social media? A. Telepresence B. Teleconference C. Web conference D. Multifaceted groupware
D
1. Which law establishes the federal minimum wage, establishes overtime pay requirements, regulates youth employment, and establishes record-keeping standards affecting full-time and part-time employees in the private and public sectors? A. The Fair and Accurate Credit Transactions Act B. The Consolidated Omnibus Budget Reconciliation Act C. The National Labor Relations Act D. The Fair Labor Standards Act
D
1. Which law, a landmark piece of U.S. legislation, was the first comprehensive federal law that made it unlawful to discriminate in employment on the basis of race, color, religion, sex, or national origin? A. Equal Pay Act B. Age Discrimination in Employment Act C. Americans with Disabilities Act D. Title VII of the Civil Rights Act
D
