SHRM-CP

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. A facilitator B is correct. An experienced facilitator who knows the topics reasonably well, has good resolution skills, has enthusiasm for the session, and is conscious of time allocation and usage is most important.

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. A vision statement B is correct. A vision statement is an aspirational statement that is developed to answer the question of what the company does, who it does it for, and where the company aspires to be in the future.

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. A values statement A is correct. A corporate values statement explains how the company will conduct business and make decisions even if daily business operations change.

Which of the following describes the best way to sustain an engagement strategy? 64 A. Align engagement strategies to business results B. Ensure engagement activities are fun C. Survey employees once a year D. Eliminate external pressures to employee engagement

A. Align engagement strategies to business results A is correct because strategies that are tied to business results support the business case to management for implementing that particular strategy. This connection also helps employees make the link between their work product and why they should choose to support or be part of various engagement activities.

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. Competency-based pay that rewards the acquisition of knowledge and skills that enhance job performance and satisfaction A is correct. Competency-based pay encourages the acquisition of knowledge and skills, which, in turn, enhances job performance, thereby increasing job satisfaction.

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. Create interactive practical exercises that require manipulation or touch A is correct. Interactive practical exercises that require a learner to manipulate or touch material to learn particularly stimulates a kinesthetic learner

Cherry picking is a term that: A. Defines the practice of hiring needed skills from a competitor without requiring higherperformance 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. Defines the practice of hiring needed skills from a competitor without requiring higherperformance results A is correct. Cherry picking is the practice of hiring needed skills from a competitor by offering higher pay and/or benefits but does not require higher job performance

It is time to renew the medical benefits offering for your company. Because of an increase in stage 3 cancer treatments, the overall cost to your organization has increased by 15 percent. Your recommendation to management is to assume the additional cost and not pass any of it on to the employee. You make this recommendation because you believe it reflects the compensation philosophy of your company. Which of the following describes this system best? A. Entitlement-oriented B. People-oriented C. Contribution-oriented D. Employer-oriented

A. Entitlement-oriented A is correct because an entitlement-oriented system takes the position that benefits are an entitlement that every employee should have. In this type of system, it is unlikely that the employer will pass the cost of any increase in benefits on to the employee.

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. Personal characteristics that contribute to an incumbent's ability to perform well on the job A is correct. Success factors, often called job competencies, describe the personal characteristics, i.e., behaviors, that contribute to the person's ability to do the job well.

Which job evaluation method is most difficult to use? A. Factor comparison method B. Ranking method C. Classification method D. Point-factor method

A. Factor comparison method A is correct. The factor comparison method is a systematic and scientific method of job evaluation. It is the most complex method of the four recognized methods. Under this method, instead of ranking complete jobs, each job is ranked according to a series of factors. These factors may include mental effort, physical effort, skill needed, responsibility, supervisory responsibility, working conditions, and other such factors. Pay will be assigned in this method by comparing the weights of the factors required for each job and divided among the factors weighted by importance. Wages are assigned to the job in comparison to its ranking on each job factor.

Motivation is a key factor in engaging employees in their work. The motivation theory that proposes hygiene factors must be acceptable in order for motivation factors to motivate was authored by: A. Frederick Herzberg B. Abraham Maslow C. Douglas McGregor D. B. F. Skinner

A. Frederick Herzberg A is correct. Herzberg's Motivation-Hygiene Theory states that employees have two different categories of needs: hygiene factors (extrinsic) and motivation factors (intrinsic). The hygiene factors have to be acceptable for motivation factors to motivate.

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. Give employees a structured onboarding experience A is correct. Statistics show that engagement dips dramatically over the first 3 months of employment. Most employees report they did not have any structured onboarding approach during their first 90 days of employment. Significantly, studies show that most of these employees also report lower engagement scores.

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. HR collaborates with line supervisors to identify employees who may fill future management openings. A is correct. Collaborating with supervisors to identify talent is an internal strategic relationship that would influence the recruiting and hiring strategy.

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 52 C. Employees participating in crash testing D. Installing GPS devices in school buses

A. Hosting community workshops on child restraint devices A is correct. Part of the company's mission is to provide safer transportation for children. To that end, partnering with a community organization to host workshops on proper use of child restraints is in line with the mission. The relationship built with the community organization fulfills the company's corporate responsibility and may also support future recruitment efforts, as this helps to brand the company as an ethical company that invests in the community's children.

An employee with currently assigned duties as an administrative assistant has significant aspirations to become a computer technician and is taking computer courses after work to accomplish her goal. Which type of recruiting practice would enable this employee to indicate her job interest to her employer prior to a public job posting? A. Job bidding B. Internship C. Job sharing D. Apprenticeship

A. Job bidding A is correct. Job bidding is a process whereby an employee can indicate his or her interest in another position before it becomes a publicly announced posting.

Which of the following is an internal recruiting source? 58 A. Job bidding B. Former employees C. Internships D. Contract agencies

A. Job bidding A is correct. Job bidding is an internal recruiting source that allows employees to indicate an interest in a position before one becomes available.

You are the HR director of a car seat manufacturing company. You have set a goal of developing a total rewards package that attracts top talent. Which of the following external relationships would be most beneficial in completing this task? A. Monthly business professionals networking luncheon B. Monthly checkpoint meeting with the coordinator who organizes the company's wellness program C. Quarterly meeting with the health insurance provider the company currently uses D. Partnering with a compensation analyst

A. Monthly business professionals networking luncheon A is correct. A monthly business professional networking event allows the HR director to form alliances with other professionals who may be of value to the company in the future. One approach for the HR director could determine whether there is an insurance broker in their network and solicit their assistance to shop for the best insurance package available.

The executive board of a beauty products supplier wants to diversify the business. During the strategic planning process the executive board identifies their core competencies as logistics and supply chain management. Which of the following would you consider a good direction to take the business that will allow them to capitalize on these core competencies? A. Open a beauty school that offers salon services to the public and focus heavily on retailing beauty products through the salon B. Open additional stores with diversified product lines and heavily promote the new product offerings C. Open a beauty school that offers salon services to the public and focus on offering high-quality educational opportunities for students D. Expand existing stores by stocking diverse product lines and heavily promote the new product offerings

A. Open a beauty school that offers salon services to the public and focus heavily on retailing beauty products through the salon A is correct. Opening a beauty school would satisfy the board's desire to diversify. Continuing a mastery of retailing beauty products through the school's salon would allow the organization to capitalize on its identified core competencies of logistics and supply chain management. A core competency is something the organization does well and what differentiates them or gives them a competitive edge over the competition.

A PEST analysis addresses four categories, one of which is: A. Political B. Ethnic 53 C. Cultural D. Geographic

A. Political A is correct. The PEST analysis is a systematic method of identifying the effect of external opportunities and threats that affect an organization, one of which is the political influences of government policies, laws, and regulations.

To which of the following job evaluation methods does the paired comparison method belong? A. Ranking 72 B. Job classification C. Point-factor D. Factor comparison

A. Ranking A is correct. This is an example of ranking jobs. The paired comparison method involves plotting all of the jobs into a matrix. You then compare each job with every other job.

When is the best time for an organization to begin its engagement efforts in the employment cycle? A. Recruitment B. Hire selection C. Onboarding D. Performance evaluation

A. Recruitment A is correct. The process of engagement should begin at the first contact with the employee, i.e., recruitment. It continues throughout the entire employment lifecycle.

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. Recruitment and selection A. The recruitment and selection phase would most likely be the phase with the greatest effect on the millennial since millennials are characteristically younger with significant personal interests, i.e., starting a family. Millennials want to be able to ask questions, get constant feedback, and have mentors.

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. Reduce base salary levels A is correct. Decreasing an employee's salary is illegal in most countries, particularly in Latin America and Europe. It is legal in the United States.

An HR professional would develop a business case to: A. Secure a budget and resources for a proposed project B. Report on the success of an HR strategic initiative C. Train managers in applying ethical guidelines to workplace situations D. Help senior management choose a competitive strategy

A. Secure a budget and resources for a proposed project A is correct. Engagement plans require commitment and investment. HR can prepare business cases to demonstrate the potential value of an action based on probable effects on an organization's profitability.

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. Situation judgment tests A is correct. Situation judgment tests are a type of test that presents the test-taker with realistic, hypothetical scenarios that ask the individual to identify the most appropriate response.

The executive team of a for-profit private school decides to close all Macon, Georgia locations before the end of the academic year. The Macon locations have not been profitable for 2 years, and since they only go up to kindergarten, the team believes that it will have very little impact on the students. From an HR perspective, which of the following would be a basis for facilitating a discussion about this 54 situation with the executive team? A. Terminating teachers in the middle of the school year will make it difficult to recruit teachers in the future for the other Georgia locations. B. A for-profit organization has to make abrupt decisions at times to ensure financial solvency. C. The kindergarteners can transfer to public schools or another location. D. The locations were not profitable for 2 years, so the staff should have had a sense that something like this might happen.

A. Terminating teachers in the middle of the school year will make it difficult to recruit teachers in the future for the other Georgia locations. A is correct. As the HR professional, this decision makes your ability to recruit quality teachers difficult. An abrupt layoff of staff damages the employer brand. Strategically this decision warrants further discussion with the executive team. It is HR's responsibility to raise these concerns and facilitate discussion around this important decision

A characteristic of a learning organization is: A. The organization adapts to changes as the environment changes. B. Learning is accomplished on a unit-by-unit basis in the organization. C. Importance is placed on what to learn, not how to learn. D. The organization has the primary responsibility for learning.

A. The organization adapts to changes as the environment changes. A is correct. A learning organization identifies and adjusts to change quickly as environmental changes occur.

The principles of adult learning place an importance on the interaction between forces within the individual and the environment. This collective interaction is described as: A. Trainability B. Self-concept C. Orientation to learning D. Experience

A. Trainability A is correct. Trainability is described as the interaction concerned with readiness to learn and motivation, level of ability, and perceptions of the work environment.

Which of the following best describes a learning culture? A. Your company promotes attending lunch-and-learn sessions where employees on other teams teach others a competency that they've developed on the job. B. Your company allows you to use paid time off to attend a conference. C. Your company encourages employees to join professional associations. D. Your company promotes attending staff meetings to hear about new company initiatives.

A. Your company promotes attending lunch-and-learn sessions where employees on other teams teach others a competency that they've developed on the job. A is correct because a learning culture is one where the values and practices of an organization encourage employees to invest time into their development, increasing competence in areas that affect their work quality.

The purpose of a balanced scorecard is to: A. Identify an organization's operational overruns B. Achieve balance between financial and nonfinancial indicators of success C. Establish a balance between assets, liabilities, and equity D. Be one indicator of an organization's financial health

B. Achieve balance between financial and nonfinancial indicators of success B is correct. The purpose of the balanced scorecard is to achieve a balance between financial and nonfinancial indicators of success, between internal and external constituents in an organization, and between lagging and leading indicators of performance.

Which level in Maslow's Hierarchy of Needs addresses the need to be accepted? A. Basic physical needs B. Belonging and love C. Esteem 63 D. Self-actualization

B. Belonging and love B is correct. Belonging and love address the need to belong, to be accepted, and to give and receive love

A company sets a goal to reduce turnover among the outside sales staff. Which of the following is an example of an internal strategic relationship that would be beneficial in achieving this goal? A. Weekly planning sessions with the CEO B. Biweekly informal meetings with the top-performing outside sales staff and national sales director C. Review of the HR budget with the chief financial officer (CFO) to determine modifications to the sales compensation structure D. Periodic review of turnover ratio with sales staff

B. Biweekly informal meetings with the top-performing outside sales staff and national sales director B is correct. Whether formal or informal, collaborating with the sales director and successful employees will help HR determine the true causes of turnover and how best to approach the company's desire to improve in this area. The sales director and salespeople have the most familiarity and direct knowledge of the characteristics and competencies of successful outside sales professionals.

An organization's practice of issuing clear statements of the most important attributes and principles the organization wants to consistently communicate in all aspects of talent acquisition and talent management is an example of what type of branding practice? A. Benchmarking B. Brand pillar identification C. Touchpoint mapping D. Use of social media

B. Brand pillar identification B is correct. Brand pillar identification is a branding practice in which clear statements of the most important attributes and principles the organization wants to communicate are issued.

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. Can choose a local responsiveness strategy in addition to a global integration approach B is correct. The fact that talent acquisition on a global basis requires a globally oriented staffing perspective does not negate the possibility that, under certain conditions, a locally oriented responsiveness strategy may also be employed.

According to USERRA, employees called to active duty are entitled to: A. Higher limits for salary deferral contributions 71 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. Credited service for retirement plan purposes B is correct. USERRA gives employees on military leave the same seniority-based benefits, including retirement accruals, as they would receive if they had not taken leave

Which of Greiner's Five Phases of Organizational Growth addresses the phase of growth in which the growing organization becomes larger and more complex, requiring leaders to begin delegating decisions and responsibility? A. Creativity 55 B. Direction C. Delegation D. Coordination

B. Direction B is correct. The second phase of Greiner's Five Phases of Organizational Growth is the Direction phase, where the organization becomes larger and its leaders begin to delegate their decisions and responsibilities.

This law requires an administrator of an employee benefit plan to furnish participants with a Summary Plan Description (SPD) describing their rights, benefits, and responsibilities under the plan. A. Health Insurance Portability and Accountability Act (HIPAA) B. Employee Retirement Income Security Act (ERISA) C. Family and Medical Leave Act (FMLA) D. Consolidated Omnibus Budget Reconciliation Act (COBRA)

B. Employee Retirement Income Security Act (ERISA) B is correct. Among other things, an ERISA requires plan administrators to furnish an SPD when a participant first becomes covered by a plan and then at regular intervals thereafter.

What is the primary reason HR should communicate their company's compensation strategy? A. Companies are mandated to communicate compensation information to employees. B. Employees don't value compensation packages they don't understand. C. Employees don't trust leadership if they believe that compensation information is not being presented with full transparency. D. HR doesn't need to communicate anything related to compensation as long as employees receive their biweekly pay on time.

B. Employees don't value compensation packages they don't understand. B is correct. Employees need to understand the many components of their compensation, including both direct and indirect compensation. If they don't understand it, they don't value it. This can result in low engagement and morale.

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. Focus on "real-world" issues B is correct. Adult learners learn best when learning can be immediately applied to the job or other "real-life" issues.

Which type of incentive plan is designed to measure individual performance when performance requires the cooperation of the group? A. Piece-rate system B. Gainsharing plan C. Profit-sharing plan D. Employee stock ownership plan

B. Gainsharing plan B is correct. In gainsharing plans, an organization shares a portion of the gains from a successful group effort. Past performance set the standard. Gains above that standard are shared by the organization and its employees

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. Growth phase B is correct. The organizational lifecycle is divided into four phases: Introductory, Growth, Maturity, and Decline. Finding the most efficient structure and standardizing the organization's processes are characteristic of an organization's Growth phase.

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. It signals to employees who remain the way the employer views and respects its employees. B is correct. The manner in which an employer handles a downsizing situation is observed by remaining employees who form a positive or negative opinion of the employer's actions depending on the way the separation process is handled.

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. Job enlargement B is correct. Job enlargement occurs when an employee is given additional tasks that require the same skills within the same job.

The HR team of a large multinational corporation has been asked to find candidates for its engineering roles in Japan. The Japanese location is new, and the team members want to ensure they get a sizable number of applicants and are able to identify the best and brightest quickly. Which of the following strategies would you recommend they leverage? A. Internet recruiting B. Predictive hiring C. Social media recruiting D. E-recruitment

B. Predictive hiring B is correct because predictive hiring allows companies to use workforce analytics to quickly identify and hire employees who are best able to meet company performance expectations and adapt to their culture.

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. Productivity-based pay system B is correct. The employer is using an incentive program based on performance results, which is considered a productivity-based system. A merit-pay system does not address incentive pay. A competency-based system addresses capabilities, whereas a flat-rate system establishes a fixed rate of pay

A pharmaceutical company states in its mission that it will support and enhance the quality of care in the communities it serves. A charity hospital is built 1 mile away from its headquarters. What advice would you provide to the CEO in regard to leveraging this recent development? A. Establish a partnership with the hospital to offer the patients experimental medications for free B. Provide discounted or free products to the hospital C. Offer to involve hospital employees in research projects, as appropriate D. Open a pharmacy adjacent to the hospital

B. Provide discounted or free products to the hospital B is correct. Providing discounted or free medications directly to the hospital would be in line with the company's mission to "...support and enhance the quality of care in the communities it serves...."

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. Revise benefits that are not meeting employee or organizational needs B is correct. A gap analysis compares the organizational objectives, the employee needs, and the existing set of benefits to determine what the organization's benefits package should and should not include

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. Sarbanes-Oxley Act B is correct. The Sarbanes-Oxley Act protects whistleblowers who expose security violations and also requires administrators of defined contribution plans to provide 30 days' notice in advance of a blackout period.

What is emotional intelligence? A. An individual's ability to differentiate between the specificity of their emotions B. The ability of an individual to be sensitive to and understand the emotions of others C. An intense, short-term physiological, behavioral, and psychological reaction to a specific object, person, or event D. Rational reflective thinking concerned with what to do or believe

B. The ability of an individual to be sensitive to and understand the emotions of others B is correct. Emotional intelligence (EI) is defined as the ability of an individual to be sensitive to and understanding of the emotions of others.

An organization may establish an ESOP by: A. Allowing a deduction from the individual's pay for the purchase of stock B. Using stock as collateral to borrow capital from a financial institution 74 C. Providing upper management with a bonus D. Having its profits distributed with favorable tax treatment

B. Using stock as collateral to borrow capital from a financial institution B is correct. An employee stock ownership plan (ESOP) is an employee-owner method that provides a company's workforce with an ownership interest in the company. In an ESOP, companies provide their employees with stock ownership, often at no up-front cost to the employees. ESOP shares, however, are part of employees' remuneration for work performed. Shares are allocated to employees and may be held in an ESOP trust until the employee retires or leaves the company. The ESOP can borrow money to buy shares, with the company making tax-deductible contributions to the plan to enable it to repay the loan.

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. A focus on performance-based incentives to attract new employees C. Startup organizations typically operate on the promise of success and the benefits that accompany success. This is an ideal situation for a focus on incentives that, as a reward-based compensation system, heighten the expectation of great rewards for great performance.

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. A scale based on compensable factors C is correct. The factor comparison job evaluation method involves a set of compensable factors identified as determining the worth of jobs. Typically, the number of compensable factors is three to seven factors. Next, benchmark jobs are identified. Benchmark jobs should be selected as having certain characteristics such as equitable pay and be distributed along a range. The jobs are then priced, and the total pay for each job is divided into pay for each factor. This process establishes the rate of pay for each factor for each benchmark job. The other jobs in the organization are then compared with the benchmark jobs, and rates of pay for each factor are summed to determine the rates of pay for each of the other jobs.

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. A survey that focuses on matters that affect employee satisfaction C is correct. A survey that focuses on matters that affect employee satisfaction is considered an engagement survey.

What is Bloom's taxonomy? A. A theory that suggests that there are five basic human motivational needs arranged in a hierarchy B. A theory of work motivation that identifies two categories of needs: hygiene and motivation factors C. A theory that describes six levels of cognitive learning D. A theory that concludes that some people have an intense need to achieve while others do not

C. A theory that describes six levels of cognitive learning C is correct. Bloom's taxonomy (principles of classification) describes six levels of cognitive learning beginning with knowledge and ranging to evaluation.

Which of the following is not a pay differential? A. Hazard pay B. Shift pay C. Base pay D. Overtime

C. Base pay C is correct. Hazard pay, shift pay, and overtime are all differentials. Base pay is the foundation of an employer's compensation program.

Implementing a quality management system is an example of which basic management function? A. Planning B. Organizing C. Controlling D. Directing

C. Controlling C is correct. The control function is used by managers to measure whether the functions they lead are on course to properly execute corporate goals developed during strategic planning. Quality management systems are a way to measure success toward a set of goals. Therefore, they are part of the control function.

Which of Michael Porter's competitive strategies are aimed at capturing market share within an industry by virtue of lowest price? A. Blue Ocean Strategy B. Differentiation C. Cost Leadership D. Focus

C. Cost Leadership C is correct. Cost leadership is a strategy with the objective of capturing market share within an industry by virtue of lowest price.

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. Dual-career ladders C is correct. Dual-career ladders are a means to identify meaningful career paths for technical and professional people whose skill sets are valuable but are outside the traditional management role.

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. Employee value proposition C is correct. An organization's employee value proposition (EVP) is the foundation of employment branding. The EVP must align with the organization's strategic plan, vision, mission, and values statements.

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. Employees experience two different factors that affect their behavior in different ways. C is correct. Herzberg's Motivation-Hygiene Theory identifies two factors: hygiene (extrinsic) and motivation (intrinsic). Unacceptable hygiene factors lead to job dissatisfaction. Acceptable hygiene factors lead to a state of satisfaction but do not motivate. Hygiene factors coupled with motivation factors lead to motivation.

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. Encourage social connections by introducing the new employee to employees with whom they have something in common C is correct. Introducing a new employee to employees with whom he/she has something in common is an effective onboarding engagement technique.

The performance of employees at a health care company seems to plateau after the first 3 months of employment. It is reported that many new hires are already looking for a new job after only 2 months. As the HR director, you decide to survey this group. The survey reveals that these employees don't feel as though they have the tools to do their jobs well. What strategy would you implement to address the quick decline in employee engagement? A. Form a committee to determine ways to improve employee engagement B. Make sure new hires have a formal individual development plan to ensure they are continuing to learn and develop C. Establish a robust onboarding program that extends through the first 180 days D. Make sure new employees are included in all team-building events

C. Establish a robust onboarding program that extends through the first 180 days C is correct because an onboarding plan goes beyond the initial orientation to a company. Orientation is the first introduction to the company culture, while an onboarding program reinforces the company's values and helps employees build positive work relationships with colleagues and coworkers. For a new employee, an onboarding program drives engagement in the first 90 to 180 days.

What action should an employer take when it does not have a statement on its application form calling for a job candidate's permission for the employer to obtain job-related performance information from former employers? A. No action is required since this information is best developed during the job interview. B. Confidentially contact previous employers for basic job history information. C. Immediately add a statement calling for the applicant to authorize the employer to obtain jobrelated performance information from former employers. D. Engage a third-party agency to seek relevant job history information.

C. Immediately add a statement calling for the applicant to authorize the employer to obtain jobrelated performance information from former employers. C is correct. To be legally protected, a prospective employer must have a job candidate's written permission to contact previous employers seeking the candidate's job history.

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. Link employee engagement to business results C is correct. Communication of how engagement influences tangible organizational outcomes helps to build and sustain an effective engagement strategy

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. Management directs people; leadership motivates people. C is correct. Management is controlling day-to-day operations, adding a degree of order and consistency to an organization. The objective is to accomplish results through direction, organization, structure, and systems. Leadership is the ability to influence others to accomplish a predetermined goal and get results.

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. Match organizational needs with individual abilities C is correct. Progressive HR functions continually review the organization's strategic direction with the intention of ensuring that the individual abilities of employees are a match to the organization's needs. If gaps exist, it is in the organization's best interest to identify ways that employees may attain the skills needed to support the organization's needs.

Which quality control tool prioritizes categories from most frequent to least frequent? A. Histogram B. Flow analysis C. Pareto chart D. Check sheet

C. Pareto chart C is correct. The Pareto chart is a vertical bar graph on which the bar height reflects the frequency or impact of effects, with the bars arranged in descending order from left to right.

A long-term incentive generally used when a company does not view ownership of real equity as desirable is known as a: A. Restricted stock grant B. Performance grant C. Phantom stock D. Restricted sock unit

C. Phantom stock C is correct. Phantom stock is an arrangement used by a company that does not want to create ownership of equity but still wants to create some type of incentive that will make participants feel aligned with the company's owners.

Dr. Geert Hofstede theorized that two cultural constructs, power distance and high-context/lowcontext cultures, can have a great influence on workplace values. The degree to which less-powerful members of institutions and organizations accept that power is distributed unequally, one of Dr. Geert's constructs, is known as: A. Uncertainty avoidance B. Individualism/collectivism C. Power distance D. Long-term/short-term orientation

C. Power distance C is correct. Power distance refers to the extent to which less powerful organizational members expect and accept that the power is distributed unequally.

ABC Corporation is an international organization with operating subsidiaries in several European and Asian countries. The VP of HR is currently evaluating prospective locations for future expansion into South America. In particular, the employment patterns and job market trends in Latin American 59 countries are being studied. Which particular PEST category would this study fall under? A. Political B. Economic C. Social D. Technological

C. Social C is correct. A population's growth rate; age profile; and levels of health, education, and social mobility are all examples of a population's social characteristics.

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. The employee is entitled to the full reimbursement for $500. C is correct. Flexible spending accounts are authorized under Section 125 (Cafeteria) plans. FSAs offer employees a pre-tax method to defer pay toward their group health plan costs as well as their out-of-pocket medical costs. FSA health care claims below the annual elected deferral must be paid by the employer when they are incurred even though the employee's FSA payroll deductions have not yet created a sufficient balance to cover the expense.

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. The systematic survey and interpretation of relevant data in order to identify external opportunities and threats C is correct. The definition of environmental scanning includes two essential elements: a systematic effort to collect and identify data and a focus on external factors such as opportunities and threats that impact results.

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. Think and feel engaged C is correct. Employee engagement is broad concept of employee satisfaction that leads to behaviors that positively influence business-level performance

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. 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 C is correct. The overall purpose of human resource capital management planning is to identify what skill sets are needed for the company to successfully execute the company's strategy.

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. Will the unemployment rate significantly affect the job market? C. The unemployment rate is an economic factor that can significantly affect the vitality of the job market

When designing a compensation system, where would you start? A. With an evaluation of what the external market pays B. With a review of what similar roles within the company pay C. With a job analysis D. With a job description

C. With a job analysis C is correct. A job analysis informs what knowledge, skills, abilities, and other characteristics are needed to perform the job effectively. Without a measure of effective performance, you cannot determine which jobs are similar or compare to the external market in order to benchmark the position.

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. Broad-banding D is correct. Broadbanding is a term that refers to pay ranges with a wide spread. This is often done to facilitate the management of pay levels within the pay range. A side effect of broadbanding is to reduce the opportunity for promotions due to a smaller number of ranges. That can adversely affect morale.

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. COBRA benefits to spouses of deceased workers D is correct. COBRA provides up to 36 months' continuation of group health benefits in the event of a divorce or death of the employee's spouse. None of the other choices are valid COBRA provisions.

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. Candidate availability data D is correct. Succession plans are planning tools created to anticipate managerial staffing requirements and contain summary availability information of identified candidates.

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. Conduct a job analysis D is correct. A job analysis is a systematic study of jobs to determine what tasks and responsibilities they include, the qualifications required, the conditions under which work is performed, and the reporting structure involved. A job analysis is the first step of an organized study of an organization's jobs to determine what activities and responsibilities they should include.

During a routine records audit, HR discovers that a high-potential employee, who was hired 2 years previous, falsified experience information on his employment application. What is the first step to be taken? A. Terminate the employee on the spot B. Counsel the employee C. Reprimand the employee D. Conduct an investigation into the circumstances

D. Conduct an investigation into the circumstances D is correct. The first step to take in response to the discovery of a personnel record that appears to be falsified is to investigate the situation to determine the circumstances and then take appropriate action based on the findings.

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. Ethnocentric D is correct. An organization with an ethnocentric orientation is an organization that exercises a tight control over its international operations. Little to no autonomy is allowed. Key positions are typically held by the organization's headquarters staff.

An organization has identified a group of high-performing employees and has implemented a special 65 development program for these employees. What type of career management program is this organization implementing? A. Coaching B. Job expansion C. Dual-career ladder D. Fast-track program

D. Fast-track program D is correct. A fast-track program is one in which high-potential employees receive extra attention with planning and coaching assistance often provided to assist their development.

An employee attended a training session on project management. She was prompted to do so after her last performance evaluation where she was rated as "needs improvement" in the area of project management. She is now in her performance review meeting almost a year later, and her manager rates her as "needs improvement" again in the same area and suggests further training. The employee is unwilling to attend more training. Why do you think she is resistant to the idea of attending another training session? A. Change tolerance B. Peer pressure C. Nonsupportive manager D. Lack of trust

D. Lack of trust D is correct. This employee may feel as though training didn't work for her before so there is little trust in the same training session being effective. To help this employee get over this barrier, the manager should work with her to develop an individual learning/development plan. This will help her commit to continuing to develop because there will be buy-in on her part.

Which key performance indicator in a balanced scorecard primarily addresses actions that will prepare the organization for future success? A. Finance B. Customers C. Internal business processes D. Learning and growth

D. Learning and growth D is correct. "Learning and growth" is a balanced scorecard key performance indicator that examines the actions that help prepare an organization to achieve future success.

Which statement specifies the activities an organization intends to pursue along with the direction management has chosen to follow for the future? A. Values statement B. Vision statement C. Performance statement D. Mission statement

D. Mission statement D is correct. The mission statement is a concise statement of strategy that provides a brief idea of what activities the organization intends to pursue and the direction they will take.

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. Participation on a project team organized to develop a new operating system D is correct. Project team participation is an example of a nonfinancial reward that increases involvement in a workplace activity, which serves to help build the employee's competencies.

A manager conducting the organization's annual performance evaluation considers rating an employee very high because of some recent successes in spite of an overall performance level for the past year as merely satisfactory. If the manager rates this employee very high primarily based on the employee's recent job performance, which appraisal error would be involved? A. Halo B. Bias C. Leniency D. Recency

D. Recency D is correct. If the manager rates this employee high primarily because of his recent job performance and does not take the whole year into account, he would be committing a performance rating error called recency effect.

What post-training evaluation method utilizes performance evaluations to measure success? A. Reaction B. Learning C. Behavior D. Results

D. Results D is correct. Kirkpatrick's Four Levels of Evaluation includes results (that is, how the training program affects organizational goals), which are effectively done by an analysis of worker performance evaluations.

Which of the following evaluation methods provides the most valuable measurement information? Which of the following evaluation methods provides the most valuable measurement information? A. Reaction 67 B. Learning C. Behavior D. Results

D. Results D is correct. Kirkpatrick's Four Levels of Evaluation measures reaction, learning, behavior, and results, with results being the effect that the training has on the business or environment resulting from the trainee's enhanced performance.

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. The exit of educated individuals from less-developed to higher-developed countries D. Brain drain occurs when educated and skilled workers move from less-developed countries to higher-developed countries. It also refers to when individuals study abroad but do not return home following their studies.

Which type of pay system is best suited to routine jobs where the qualifications of the job incumbents increase over time? A. Performance-based merit pay system B. Person-based system C. Productivity-based system D. Time-based step-rate system

D. Time-based step-rate system D is correct. A time-based step-rate system is best suited to routine jobs where the qualifications of the job incumbents increase over time, enabling an organization to reward long-term employment.

What term identifies an undesirable form of engagement where employees appear to be engaged but do not feel engaged? A. Transformational engagement B. Transitional engagement C. False engagement D. Transactional engagement

D. Transactional engagement D is correct. Transactional engagement is an undesirable form of engagement that identifies behavior where employees behave as if fully engaged but actually are not. Such behavior is associated with negative well-being outcomes, which pose a risk to the dependability of their performance.

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. You get a higher response rate because of employee access convenience. D is correct. Statistics show that 24-hour access, along with a greater sense of security, is an advantage of an online survey.