SHRM-CP Exam

Employee Relations: How should an HR professional best work with other leaders to achieve an employee-friendly, non-unionized workplace? a. Ensure that two-way feedback mechanisms are encouraged. b. Create an open-door policy to allow for airing grievances. c. Analyze the leaders' span of control to ensure an appropriate ratio. d.Encourage frequent promotions of high-potential employees.

a .Ensure that two-way feedback mechanisms are encouraged. The most effective of the methods listed is creating feedback mechanisms that promote two-way communication.

Learning & Development: Although the founder of an organization is very competent, she has alienated nearly everyone in the organization. Colleagues have tried to share their concerns; however, she does not believe there to be an issue. Rather she believes she merely has a direct approach. Which assessment tool is best suited to display how her directness is impacting others? a. 360-degree assessments b. Situation judgment tests c. Assessment center simulations d. Emotional intelligence tools

a. 360-degree assessments 360-degree assessments gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development. If there is consensus among the findings, the founder may be forced to face facts. Situation judgment tests, assessment centers, and emotional intelligence tools won't be helpful in convincing the CEO that she needs to change.

Global Workforce: How does the issue of allegiance in global assignments affect the processes of global assignment selection and assignee management? a. A priority should be placed on the support needed for assignee's unique needs. b. High levels of allegiance can create risks of noncompliance with local laws. c. Allegiance to the home or host country should not affect selection of a global assignee. d. Greater attention should be paid to the logistics of the move.

a. A priority should be placed on the support needed for assignee's unique needs A global assignee may feel allegiance to the home country or to the host country, depending on the individual and the circumstances. This can affect the ease of the transition into a host country's culture and processes and of the assignee's return to the home country. It does not affect logistics, but it can indicate which candidates are likely to be more successful in global assignments. An employee who has a history of being compliant will probably be aware of and respect the need for compliance in different countries.

Structure of HR: In addition to cost, which is the most important factor to consider when reviewing the proposals of outsourced companies? a. Ability to meet specifications b. Length of time in business c. Available resources d. Company culture

a. Ability to meet specifications The vendor's ability to meet specifications is the most important of these factors.

Structure of HR: To reduce its manual workload, an HR department implements a system that allows employees access to information related to earnings, taxes, benefits, and vacation leave balances. The system also allows employees to update information for their tax withholding, direct deposits, and retirement fund allocations. What aspect of HR's role will be reduced? a. Administrative b. Strategic c. Transformational d. Operational

a. Administrative Using technology to reduce transactional time is an example of HR's administrative role.

Engagement & Retention: A company is expanding into a new country and wants to extend its collaborative, team-based approach to help engage its new workforce. Which driver of engagement should the HR director consider first? a. Align company practices to new country practices using valid research to guide changes. b. Continue with new country practices, as changes could cause engagement to decrease. c. Conduct a pilot test in the new workplace to see if localization of company practices will be accepted. d. Proceed without delay; collaboration is a global driver of engagement.

a. Align company practices to new country practices using valid research to guide changes The first step is to recognize that drivers of engagement may vary among cultures, and the HR director must obtain non-biased information about preferences among this new group of employees. Not addressing a different approach to collaboration up front may cause confusion as the teams integrate.

Technology Management: The HR director wants to transition from paper-based record keeping to digital record keeping. Which factors should the director consider before engaging in a purchasing process for HR technology? a. Alignment of user and departmental objectives b. Application of uniform guidelines for needs assessments c. Prioritizing the needs of external vendors d. Identification of readily available equipment

a. Alignment of user and departmental objectives User, departmental, and organizational readiness are all essential factors in the purchase of HR technology, so alignment of user and departmental objectives should be considered. An equipment solution or guidelines for needs assessments should be customized to fit each situation. While external vendors may be stakeholders, the needs should be tied to departmental and business objectives.

Employment Law: Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale? a. Allow employees to volunteer to be separated. b. Imply a chance that terminated employees might be called back. c. Treat separation volunteers as terminations. d. Constructively discharge least productive employees.

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

HR Strategy: Which organization is least likely to succeed in its strategic planning and management? a. An organization that shares strategic plans with top management only to preserve its competitive edge b. An organization that invites input from all divisions, managers, and employees to ensure buy-in c. An organization that researches internal and external factors before setting a strategy d. An organization that develops business and functional strategies after the organizational strategy is defined to ensure alignment

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

Learning & Development: Gaps between actual and desired performance are best identified in which phase of the ADDIE process? a. Analysis b. Design c. Development d. Evaluation

a. Analysis Training gaps are best identified during the assessment phase of training. The design and development of the training program and evaluation tools are based on the performance gap analysis.

Total Rewards: How does a broadbanding approach support an egalitarian organization? a. By encouraging de-layering efforts b. By restricting employee movement c. By decreasing the involvement of line managers d. By reducing the value of pay ranges

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

Employee Relations: How can HR help prevent its organization from committing an unfair labor practice? a. By training management on allowed speech b. By preventing the organization from firing workers involved in wildcat strikes c. By providing guidance on selective enforcement of contract provisions d. By engaging in a union avoidance strategy

a. By training management on allowed speech Training management on allowed speech may help to prevent a manager or supervisor from interfering with legal union activity.

Engagement & Retention: Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS? a. Category rating b. Narrative c. Management by objectives d. Comparative

a. Category rating Category rating methods, the least complex means of appraising performance, require managers to simply mark an employee's level of performance on a designated scale or checklist. The BARS method was designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior. Examples are then measured against a scale of performance levels.

Technology Management: Which is the most effective organizational policy on the use of social media? a. Clarify prohibitions for social media behavior in the handbook or code of conduct. b. Require all new employees to provide information on their social media accounts. c. Employ a member of the HR team to review employee social media accounts. d. Ban the use of personal electronics while on company property.

a. Clarify prohibitions for social media behavior in the handbook or code of conduct The best approach is to communicate clearly in the organization's handbook or code of conduct what is allowed and what is prohibited regarding the use of the organization's technology and behavior on social media toward the organization and fellow employees. Surveillance of employee social media accounts may be illegal in some areas. Rules of conduct should reflect the culture of the organization, so copying another organization's handbook may alienate employees. It is best to be up-front and consistent about what the organization wants rather than responding to situations as they arise.

Org. Effectiveness & Development: Which best describes the situation most likely to use a narrow span of control? a. Complexity of tasks b. Skilled manager shortage c. No requirement of team effort d. Significantly experienced subordinates

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

Total Rewards: When developing a pay structure, which data set should the HR practitioner use during the development process? a. Compiled job analysis, job documentation, and job evaluation b. Overall points or values used during job evaluation c. Average of low-paying and high-paying positions d. Information gathered from surveys, local markets, and like institutions

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

Workforce Management: HR has undertaken a review of the company's talent management plan in order to make recommendations for possible improvements. Which action should HR take first? a. Conduct a thorough review of the organization's strategic plan and goals. b. Look at the succession plan for key high-potential employees in the company. c. Evaluate the organizational structure to see if changes need to be made. d. Review all job descriptions to determine if they are still relevant.

a. Conduct a thorough review of the organization's strategic plan and goals Key to talent development is to first conduct a thorough review of the organization's strategic plans and annual goals in order to develop a deep understanding of all critical abilities needed to achieve those goals and to then evaluate whether the competencies to achieve these goals are clearly defined.

HR Strategy: Strategic management refers to the actions that leaders take to move their organization toward strategic goals and create value for stakeholders. Which benefit of strategic management is likely? a. Consistent decision making b. Decreased use of resources c. Systems thinking d. Focus on core competencies

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

Global Workforce: Which method should HR employ to support an international assignee during their assignment? a. Coordinate communication and visits to their home country b. Identify potential risks to the assignee and the organization c. Provide a country overview and information on everyday life d. Prepare a security briefing on the assignment country

a. Coordinate communication and visits to their home country To support an international assignee, HR should coordinate communication and visits to the home country during the assignment period.

Global Workforce: Which action best characterizes an organization that approaches global assignments from a strategic-systematic perspective? a. Coordinating critical functions among the home office and foreign locations b. Decreasing attention to worldwide integration of values and technology c. Focusing attention mainly on problems as they arise d. Approaching international assignments as noncritical short-term business expenses

a. Coordinating critical functions among the home office and foreign locations The strategic-systematic approach to global assignments, which is characterized by coordinating and controlling functions among the home office and foreign locations, is more cost-effective than the alternative tactical-reactive approach and yields much better long-term results.

HR Strategy: Which sections of the balanced scorecard include measures that directly impact financial results? a. Customer and operations b. Activity and results c. Short-term and long-term d. Strategic and tactical

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

Engagement & Retention:Which managerial competency would best support the relationship between the well-being and engagement of employees? a. Demonstrating interest in employees as individuals and contributors b. Offering feedback in a manner that focuses on an employee's work performance and does not intrude on the employee's life outside of work c. Managing with a task orientation style to reinforce organization and structure d. Treating all employees the same with respect to work to minimize the perception of favoritism among staff

a. Demonstrating interest in employees as individuals and contributors A nurturing style of management, demonstrated by getting to know employees' individual needs and abilities, has been shown to reinforce the relationship between well-being and engagement.

Learning & Development: Which method would be most effective when training a new receptionist to operate the phone system? a. Demonstrating the system b. Reviewing a case study c. Reading the system manual d. Presenting PowerPoint slides

a. Demonstrating the system Demonstration is best used when a trainee needs to see the correct way to operate equipment or concrete steps for completing a task. For many trainees, watching a task performed prior to trying it themselves is an ideal way to learn.

Learning & Development: According to the "pull" model, which approach should be used to develop an outside sales force's knowledge, skills, and abilities in relationship management in order to increase sales revenue in the shortest amount of time? a. Design a series of webcasts that review the latest techniques in relationship building. b. Implement a performance review system that measures employees' individual performance against a benchmark goal. c. Require the sales team to attend a sales training conference and deliver a report on what they learned. d. Conduct a mandatory on-site workshop to review how to close deals and earn commissions.

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

Org. Effectiveness & Development: HR is asked to advise on ways to help a development team become fully functional as quickly as possible. The team is dispersed geographically and faces very short deadlines. What team-building solution would you prioritize? a. Development of a roles and responsibilities chart b. Training on stress management c. Face-to-face socialization meetings d. Cross-cultural communications training

a. Development of a roles and responsibilities chart Defining roles and responsibilities would be a relatively quick way to make the group more efficient. Face-to-face meetings are impractical and time-consuming for a global team. Training would take time when the team is struggling to meet tough deadlines. Learning to manage stress is a good idea, but a better idea is to clear a possible source of stress, the confusion over roles and responsibilities.

Employee Relations: An employer with a unionized workplace wants to offer employees gift cards for reporting on a recent union meeting. How should HR advise the employer? a. Don't. This would be an unfair labor practice. b. Go ahead, as long as the reward is not cash. c. Try to get the information without using an incentive. d. You don't need to. You have a right to ask the union.

a. Don't. This would be an unfair labor practice. According to the National Labor Relations Act, promising or giving benefits to employees who oppose a union (e.g., rewarding employees who infiltrate or spy on union meetings or question other workers about their support for a union) is an unfair labor practice. The nature of the reward is irrelevant. The act of spying itself could be seen as intimidation and therefore a ULP. The union is not obliged to share this type of information with employers.

Talent Acquisition: How should an organization's value proposition be effectively communicated using deliberate messages about the organization to describe working conditions, culture, and the emotional connection employees have with the organization? a. Employment brand b. Position description c. Vision and mission statements d. Competency dimensions

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

Risk Management: What is the role of HR when it comes to whistleblowing? a. Establishing a communication process that allows direct access to upper-level decision makers and protecting whistleblowers from retaliation b. Gathering, assessing, and categorizing complaints from whistleblowers and presenting them to upper-level management during annual review cycles c. Working with mid-level managers to determine who is whistleblowing and seeking to ensure that the complaints are handled and withdrawn d. Seeking to prevent whistleblowing by any means necessary, including reassigning, retraining, or terminating employees found whistleblowing

a. Establishing a communication process that allows direct access to upper-level decision makers and protection whistleblowers from retaliation HR should ensure that whistleblowing complaints reach upper-level management and should protect whistleblowers from retaliation by coworkers or managers. In some locations, whistleblowers are protected by law. HR should not seek to independently address whistleblowing complaints or encourage or engage in retaliation against whistleblowers.

Structure of HR: Which activity is considered a strategic HR responsibility? a. Establishing common goals of an organization's core business functions b. Recommending outsourcing opportunities to reduce an organization's overhead costs c. Ensuring that transactional tasks are processed correctly d. Identifying enhancements to an HRIS

a. Establishing common goals of an organization's core business functions The three major areas of HR's involvement in strategy are participating in creating the organizational goals, aligning HR's functional strategy with the organizational strategy, and then supporting other functions as they work to fulfill their own strategic goals. HR must act as a business partner for all other functions. Completing tasks accurately, identifying HRIS enhancements, and recommending potential cost saving opportunities are transactional initiatives that could be part of an overall strategic plan

Engagement & Retention: A recent employee satisfaction survey indicated that 83% of respondents were satisfied with their jobs. The CEO believes that employee engagement initiatives have met expectations and that money budgeted for additional employee engagement efforts should be shifted to other projects. Which is the best way to respond? a. Explain that employee engagement is about performance outcomes not always reflected in survey results, so initiatives should continue. b. Thank the CEO for his faith in the survey results and assist in allocating the budget dollars elsewhere. c. Negotiate with the CEO to assess employee vigor, dedication, and absorption before ending the engagement effort. d. Recommend that a second survey be administered before shifting to other projects to ensure that the satisfaction scores are truly valid.

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

Total Rewards: What form of equity is an HR function assuring when it conducts annual surveys of compensation practices in its labor markets? a. External b. Internal c. Cultural d. Strategic

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

Structure of HR: How has the HR professional role evolved? a. From operational to strategic b. From strategic to operational c. From administrative to operational d. From operational to administrative

a. From operational to strategic HR professionals today balance three major roles: strategic, operational, and administrative. Increasingly, administrative roles are subordinated to focus on strategic roles that directly contribute to the bottom line.

Org. Effectiveness & Development: A team leader comes to HR for advice. The team is meeting its first milestone goals, but the team leader is worried about the effect on future productivity of one team member. This person spends more time socializing at meetings than talking about the task at hand. What should the HR professional recommend? a. Give the team time to develop its roles and relationships. b. At the next meeting, make a point of correcting the socializing behavior. c. Coach the individual privately on more professional conduct. d. Manage the risk now and replace the team member quickly.

a. Give the team time to develop its roles and relationships Team members often play different roles, and those roles may shift as a team develops or situations arise. Especially since the team is still young (i.e., meeting its first milestone goals), it may be valuable to have a member who is good at developing relationships and strengthening bonds of familiarity and trust. Correcting the behavior may hurt the team member's motivation and may weaken the entire team.

CSR: What type of system does HR help develop that puts rules and processes in place for the organization to go by? a. Governance b. Code of conduct c. Social audit d. Compliance program

a. Governance Governance is a system of rules and processes that ensure compliance with laws, ethical norms, and a social code of conduct. Codes of conduct and compliance are part of governance. A social audit is something you would perform to determine if you are in compliance.

Technology Management: What is the implication to the HR function of the increased use of applicant tracking systems (ATS)? a. Greater ease in measuring the effectiveness and efficiency of the recruitment process b. Better-quality applicants who will succeed in the positions they enter c. Decreased loyalty to employer and lower retention rates d. Increased time to hiring because of the amount of data

a. Greater ease in measuring the effectiveness and efficiency of the recruitment process An ATS collects and stores data about all stages of the recruitment and hiring process, which allows better control over the process but also more opportunities to measure the effectiveness and efficiency of the process.

Global Workforce: Which is considered a "pull" factor in attracting organizations toward globalization? a. Greater strategic control b. Need for new markets c. Government policies d. Globalized supply chain

a. Greater strategic control "Pull" factors are those attractions to globalization that support what an organization wants to achieve--in this case, greater control over strategic goals. The other factors are "push" factors, ones that oblige an organization to go global to remain competitive.

Employment Law: Which court case established the criteria for disparate impact? a. Griggs v. Duke Power b. National Federation of Independent Business v. Sebelius c. Ledbetter v. Goodyear Tire and Rubber Company d. Phillips v. Martin Marietta Corp.

a. Griggs v. Duke Power Griggs v. Duke Power recognized disparate impact and established that it is not necessarily enough to show a lack of discriminatory intent. Phillips v. Martin Marietta Corp. applied the sex discrimination provisions of Title VII to employment decisions. Ledbetter v. Goodyear Tire and Rubber Company involved sex discrimination in pay under Title VII. National Federation of Independent Business v. Sebelius considered two key PPACA provisions.

Risk Management: Which risk category would include the risk posed by infectious disease? a. Hazard b. Financial c. Operational d. Strategic

a. Hazard The hazard risk category includes risk sources from injury and illness. Infectious disease would fall under this risk category.

CSR: Which can best be used in the evaluation of the outcomes of a compliance program? a. How willing the participants are to report issues of noncompliance b. How many people attended the compliance program c. How often the compliance program is offered d. What knowledge participants retain after completion of the program

a. How willing the participants are to report issues of noncompliance The evaluation of a compliance program monitors which program activities are actually performed and what their outputs are-the actual results achieved by the program.

Total Rewards: Which metric related to benefits provides feedback on the quality and value of the benefit and helps evaluate the competitiveness of the total compensation strategy? a. Insurance participation rate b. Benefits costs as a percentage of total payroll costs c. Annual increase/decrease in health benefits costs d. Health-care expense per employee

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

Org. Effectiveness & Development: How does HR ensure organizational effectiveness and development (OED) interventions deliver value? a. Intervention objectives link outcomes to organizational goals. b. Organizational effectiveness and development processes are continually improved. c. Efficiency metrics are established at the beginning of the intervention. d. Interventions are completed on time and within budget.

a. Intervention objectives link outcomes to organizational goals The linkage to organizational goals is the best way to demonstrate HR's contribution to the organization's strategy. While the other actions are expected of HR, the critical activity is providing organizational effectiveness and development activities that affect the organization's bottom line. Outcomes must be determined before metrics can be developed.

Total Rewards: Which is an organizational benefit of using differential pay? a. It can incent employees to perform less desirable work or work in undesirable locations. b. It can identify employees who are not suited for certain types of work activities. c. It can reduce employees' taxable income while increasing benefit options for all. d. It can improve key measures when comparing individual and group collaboration and performance.

a. It can incent employees to perform less desirable work or work in undesirable locations By using differential pay, organizations are able to incent employees to perform less desirable work (shift work, hazardous area, being on-call or standby, frequent or regular travel) or in less desirable locations or locations that have a higher cost of living. The differential pay is provided separate from the employee's base pay to allow for organizational flexibility, resulting in the ability to better control fixed labor costs.

Talent Acquisition: What part of job documentation provides a written statement of the necessary qualifications of the job incumbent? a. Job specification b. Job ranking c. Job competencies d. Job context

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

Total Rewards: Which component of a total rewards system should an organization consider as an indirect benefit to employees? a. Life insurance b. Competitive salary c. Commissions d. Yearly bonus

a. Life insurance Life insurance is considered an indirect benefit. Salaries, commissions, and bonuses are part of an employee's compensation and are considered direct benefits.

Org. Effectiveness & Development: Which best demonstrates chain of command? a. Line of authority within an organization b. Balance between standardization and localization c. Extent to which policies govern the organization d. Number of individuals reporting to one supervisor

a. Line of authority within an organization Chain of command refers to a line of authority within an organization. Authority relates to the scope of responsibilities that define the area in which a manager is empowered to make decisions.

Technology Management: Which component in an information system enables operations? a. Logic tier b. Data tier c. Presentation tier d. Communications tier

a. Logic tier The logic tier contains the applications that use information in the data tier (databases, stored data) to perform operations (e.g., applicant tracking software, project management systems).

Workforce Management: A company decides to lower payroll costs by hiring an organization to assume full responsibility for its IT department. What is this process called? a. Managed services b. Professional employer organization c. Payrolling d. Temp-to-lease

a. Managed services Managed services, or outsourcing, allows an outside organization to fully run and staff the department. Payrolling, professional employer organizations, and temp-to-lease programs only provide employees to the organization.

Engagement & Retention: A sales organization's leadership team has just announced a very aggressive five-year sales plan. Which performance management method should HR suggest to support the plan's achievement? a. Management by objectives method to measure goals and objectives b. Critical incidents method to measure sales for each manager c. Behaviorally anchored rating scale method to define the sales behavior of management d. Comparative method to rate managers against each other

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

Structure of HR: An organization's HR department receives pressure from multiple different areas in the organization. Which HR structural alternative would work best for this organization? a. Matrix b. Center of excellence c. Centralized d. Global resources

a. Matrix A matrix structure, where HR staff reports directly to both HR senior management and senior management in other departments, would work well in this situation.

Global Workforce: Which type of program promotes ongoing career development support, repatriation assistance, and advice for international assignees? a. Mentoring b. Coaching c. Counseling d. Training

a. Mentoring Mentoring programs can be very significant for the international assignee. They provide a number of benefits including the value of having an advocate and personal mentor while abroad.

Employment Law: Which government body requires organizations to electronically submit illness and injury data? a. Occupational Safety and Health Administration b. Department of Health c. Department of Labor d. Environmental Protection Agency

a. Occupational Safety and Health Administration The Occupational Safety and Health Administration has revised its requirements to require certain employers to electronically submit injury and illness data for posting on the agency's website.

Talent Acquisition: Within a month at a new job, an employee feels disconnected from peers and unsure of job expectations. In what part of the employee experience does there seem to be a breakdown? a. Onboarding b. Recruiting c. Evaluation d. Orientation

a. Onboarding Onboarding includes the first months at a job and ensures that new employees understand the job, what is expected, and who they will be working with. Orientation is a part of onboarding, but it lasts for only a few days. Recruiting occurs before an employee joins the organization, and evaluation occurs later.

Org. Effectiveness & Development: Based on an analysis of future skills needed, an organization implements two new training courses. What type of intervention is this? a. Organizational b. Task c. Individual d. Functional

a. Organizational An organizational intervention is intended to change the organization's design, structure, and/or culture to improve performance across the organization.

Total Rewards: An exit interview assessment finds that the primary reason employees leave is for better total rewards offered at other organizations. Which is the best action HR should take to gather information on competitive total rewards packages to potentially offer its employees? a. Participate in an external remuneration survey to assess the competitiveness of the organization's current offerings. b. Conduct a focus group session for management input on the effectiveness of total rewards. c. Send an internally developed survey to local competitors asking what total rewards they offer. d. Survey employees to identify what total rewards the company should offer to them.

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

Total Rewards: An organization has been forced to hire new employees at higher pay rates than usual due to a tight labor supply. Employees who have been with the organization for one to three years are earning the same or only slightly more than the new hires they have to train. What is the organization experiencing? a. Pay compression b. Competency-based differential c. Red-circle rates d. Premium pay

a. Pay compression Pay compression, or salary compression, occurs when there is only a small difference in pay between employees regardless of their experience, skills, or seniority. Pay differentials may be narrowed over time in an organizational hierarchy.What job evaluation method assesses the responsibilities and requirements of each job and its relationship to other jobs in the organization?

Workforce Management: Staff have been reluctant to share on-the-job experiences with coworkers. HR wants to update all job descriptions to reflect the expectation that this should take place. How can HR assess that this change has been successfully implemented? a. Performance evaluations b. Management rewards distributed c. Peer evaluations d. Meeting attendance

a. Performance evaluations HR professionals play a key role in fostering knowledge management. They instill a knowledge-sharing attitude in new employees and use training and performance management systems to encourage creativity, innovation, and knowledge transfer.

Org. Effectiveness & Development: A company has separate divisions for distinct types of products. Each division has its own marketing, sales, manufacturing, and finance functions. What type of organizational structure does this illustrate? a. Product b. Flat c. Geographic d. Functional

a. Product Companies with a product structure usually have separate divisions for different products, and each division has its own functional departments.

Total Rewards: Which is an advantage of using the point-factor method in job evaluation? a. Provides documentation and an audit trail b. Easier for employees to understand c. Reduces administration, thus is less time-consuming d. Relies on some degree of judgment by evaluators

a. Provides documentation and an audit trail The correct answer is the most distinguishable feature of the point-factor method; it is the most systematic and analytical method and it includes documentation of the process. Other job evaluation methods do not have this.

Technology Management: Which will be one of the most interesting applications of artificial intelligence (AI) in HR? a. Providing more valuable observations about online job candidates b. Allowing HR professionals to work remotely c. Eliminating error-prone data transfer tasks d. Running a standard online interview with job candidates

a. Providing more valuable observations about online job candidates AI technology uses the analytical ability of computers to imitate human cognition, to form unscripted paths of questioning, and to make connections among the data the system has uncovered.

Learning & Development: An HR manager wants to make the organization's learning opportunities more accessible and convenient for employees. What type of framework would meet these goals? a. Pull model b. Asynchronous learning c. Synchronous learning d. Push model

a. Pull model The pull model for learning allows employees to access learning materials when and where they need it—for example, while traveling or through mobile devices. The push model provides learning on a schedule, as seen in classroom training and "one-off" training events, such as training on compliance requirements. Synchronous and asynchronous learning refers to delivery approaches, whether learners interact in real time (synchronous) or at different times (asynchronous). Push and pull models could use both approaches.

Org. Effectiveness & Development: A HR professional has been assigned to help a new product development team that has had difficulty achieving smooth collaboration. The members keep accusing each other of not doing what they're supposed to be doing and instead interfering in each other's work. What tool could help the HR professional and the product team in this situation? a. RACI matrix b. SWOT analysis c. Delphi technique d. Force-field analysis

a. RACI matrix The team needs to define and agree on roles and responsibilities. This can be done by using a RACI matrix. It defines roles in term of whether a person or group is responsible for performing a task, accountable to management for the performance, consulted for input into the activity, or informed of progress.

Org. Effectiveness & Development: An organization has experienced rapid growth, hampering its ability to respond quickly to competitive threats. Which form of restructuring will offer the best opportunity to minimize response times? a. Redistributing decision-making authority b. Using an extended organization approach c. Merging or acquiring a key competitor d. Downsizing to save internal costs

a. Redistributing decision-making authority Redistribution of decision-making authority-in this case, shifting authority downward toward line managers or outward from headquarters to the field-will shorten response time. Using an extended organization structure may decrease response time since aligning with external partners can be challenging. Growing more through a merger will make the need for restructuring more necessary. Costs are not the issue, and downsizing is not the organization's strategy.

Talent Acquisition: Which characteristic typically distinguishes a job function as essential? a. Requirements for highly specialized skills b. Requirements qualifications that can be completed quickly c. Specifications elements that can be performed infrequently d. Specifications that can be performed by many different employees

a. Requirements for highly specialized skills An essential job function is one that is performed regularly and requires highly specialized skills or expertise, and, in many cases, the reason the job exists is to perform the function. Nonessential functions typically can be performed by many different people, and, if not completed, there are often minimal consequences.

Global Workforce: An assignee returning to the United States after several years in Asia says he feels like an alien at home and at work. What is the assignee experiencing? a. Reverse culture shock b. Strong technical competence c. Weak cross-cultural awareness d. Career fatigue and burnout

a. Reverse culture shock Upon returning to their home country, many assignees experience reverse culture shock . The organization and their home surroundings are neither what they left nor what they anticipated returning to.

Global Workforce: Which of the following factors influence an organization to expand globally? a. Saturated market demand at home b. Attractive trade agreements with foreign countries c. Greater strategic control over global branding d. Favorable tax policies for domestic investment

a. Saturated market demand at home Saturated demand at home means that the only growth option (without developing new products and markets at home) is to find new customers in new countries.

Technology Management: Which should be a primary concern for employers regarding the "bring your own device" (BYOD) technology approach? a. Security and data integrity threats b. Expense reimbursement to employees c. Decline in face-to-face communication d. Protection of employee privacy

a. Security and data integrity threats While asking people to bring their own devices can lower costs and improve efficiency, effectiveness, and morale, it also raises a host of security concerns. Many security scenarios raise the risk for the unauthorized disclosure or destruction of business data. Fortunately, most of these concerns can be addressed through a well-crafted policy.

Learning & Development: Which is a likely outcome of a series of well-run knowledge cafés? a. Some people form unexpected new relationships with coworkers. b. Explicit and tacit knowledge will be merged for the chosen organizational knowledge areas. c. Predetermined outcomes are realized related to chosen organizational knowledge areas. d. A map is created that indicates how knowledge moves through the organization.

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

Workforce Management: Workforce planning is a technique used to help an organization reach its short- and long-term goals and objectives. The workforce analysis process consists of four steps. What is the first step? a. Supply analysis b. Demand analysis c. Solution analysis d. Gap analysis

a. Supply analysis Workforce analysis is a four-step process that begins with a supply analysis (Where are we now?), followed by a demand analysis (Where do we want to be?), a gap analysis (What is lacking?), and a solution analysis (What can we afford?).

HR Strategy: Which indicates that an organization is using strategic planning and management? a. The organization's structure, resources, and policies are aligned to meet the agreed-upon goals b. A cross-functional team is assembled across the organization to resolve issues that are in conflict with the strategy c. The mission, vision, and values have been defined and communicated consistently d. The core competencies of the organization are reflected in each department

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

Employee Relations: Which would constitute an unfair labor practice (ULP)? a. The union fines a member for criticizing union actions. b. A supervisor refuses to give a union member preferential treatment. c. Management issues a statement expressing its dislike for unions. d. The union distributes buttons for employees to wear to work.

a. The union fines a member for criticizing union actions. ULPs can be committed by employers and unions. In this question, the union commits a ULP by coercing a member and interfering with the member's freedom of speech. It is not a ULP for the union to distribute to employees items such as hats or buttons, and, in most cases, employees can wear them to work. An employer is not required to give union members preferential treatment, although it is obliged to honor the terms of a collective bargaining agreement. Employers also have the right to discourage unionization as long as they do not threaten, interrogate, punish, or spy on employees.

HR Strategy: Why is it important to involve stakeholders at various points in a project? a. They can increase acceptance of the project's eventual outcome. b. They are important in winning and keeping management support for the project. c. They contribute budget and deserve to be included in communications. d. They can sabotage the project team's efforts via pivots in expected outcome.

a. They can increase acceptance of the project's eventual outcome The best answer is that stakeholder involvement can improve and increase acceptance of the project's outcome. Stakeholders do not always contribute to budget or have access to management. They can be users rather than influencers or funders.

Global Workforce: How can HR ensure that the relative value of a position in a global organization is the same regardless of where the work is done? a. Use global job classifications. b. Create unique job classifications for each country. c. Conduct an employee survey. d. Complete a job analysis.

a. Use global job classifications Using global job classifications allows HR professionals to more clearly identify the relative value of a job position in the organization, regardless of where the work is done or local conventions.

CSR: Technological forces have had which critical effect on today's corporate social responsibility (CSR) practices? a. Using analytical capabilities has made CSR impacts more demonstrable. b. Organizing multicultural efforts through social media is easier. c. Monitoring tools have made it easier to track regulatory compliance. d. Telecommuting tools have helped organizations reduce their carbon footprint.

a. Using analytical capabilities has made CSR impacts more demonstrable Data mining and analytics capabilities have made CSR factors more readily measurable and their impacts more demonstrable and understandable. That in turn has increased accountability, helped shape regulatory requirements, and, where measurable performance results are positive, given organizations a powerful strategic tool.

Risk Management: An organization examines the level of probability for all types of losses to which it may be exposed. What aspect of risk is the organization studying? a. Vulnerability b. Risk tolerance c. Impact d. Mitigation planning

a. Vulnerability Vulnerability refers to the degree of probability that a loss will occur. Impact is the possible effect on the organization, and tolerance is the amount of risk the organization can handle if an event occurs. Mitigation planning occurs after analysis of probability, risk, and speed of onset.

Technology Management: An organization is entering the decline phase of its growth, and leaders are uncertain about its future. Still, all departments must continue to fulfill their tasks, now with a steadily decreasing head count. HR would like to purchase new technology that would support required productivity levels without new hiring. Would a software as a service (SaaS) technology meet this organization's needs? a. Yes, because the service can be scaled to the organization's changing needs. b. No, it will decrease the organization's flexibility and ability to shift to other solutions. c. No, it will require too much support from the overburdened IT function. d. Yes, it will be compatible with the organization's current technology.

a. Yes, because the service can be scaled to the organization's changing needs SaaS technology would meet this organization's needs because the service is generally priced according to the volume of use. Up-front costs are minimized, which fits with the limited cash flow in this type of organization and makes switching to another solution fairly simple. Another benefit of SaaS here is that, in most cases, it will not place a heavy burden on IT; the vendor performs most support tasks. The possible disadvantage is that integrating the software with existing technologies may be a challenge that IT cannot perform.

Engagement & Retention: What is often a desired outcome of programs that provide workplace exercise opportunities, healthier cafeteria options, mental health support, and so on? a. Increase in engagement metrics on surveys b. Higher voluntary turnover rates c. Diversity in the wellness dimension d. Ability to reduce sick day benefit to fewer days

a. increase in engagement metrics on surveys Research has found that engaged employees tend to be healthier. Organizations are therefore paying much more attention to the physical and mental health and well-being of their employees.

Learning & Development: Which factor differentiates successful training programs from unsuccessful programs? a. Results showing transfer of learning b. Building in-house technology applications c. Post-surveys showing positive responses d. Establishing ROI that is easily evaluated

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

Engagement & Retention: How will using a revenue-per-employee metric allow HR to demonstrate the impact of turnover on employee engagement? a. The revenue-per-employee metric is the best indicator of employee engagement. b. A decrease in revenue per employee may correlate with lower employee engagement. c. A decrease in revenue per employee may indicate higher employee engagement. d. The revenue-per-employee metric is not associated with employee engagement.

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

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

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

Risk Management: Several employees were hurt in an accident in the manufacturing department. To evaluate the effectiveness of the organization's risk controls, HR conducted a meeting with the department supervisor. Which document would provide the best information for this meeting? a. Occupational health and safety checklist b. After-action debrief report c. Compliance audit d. External agency incident report

b. After-action debrief report An after-action report examines what happened, why it happened, what was done at the time, and what could have been done better. The incident report, compliance audit, and OSHA checklist document only incidents, their frequency, and, in some situations, what was done; no evaluation is made of the effectiveness of the organization's existing risk controls.

Engagement & Retention: A manager of a new restaurant is having difficulty with her chef's interaction with servers as well as the quality of food he is preparing. After consulting with her HR partner, they plan to develop a performance management system. What is most critical to the effectiveness of the performance management system? a. Evaluation forms that clearly state management's expectations b. Aligned individual contributions that drive organizational results c. Timeliness of reviews that address poor performance immediately d. Equitable reward system that encourages desired behaviors

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

CSR: A CEO assigns employees to participate in fund-raising for a nonprofit school for students with learning disabilities. The company provides time off and covers the employees' expenses. Employee contributions and school accomplishments are communicated in newsletters and at annual meetings. How could this attempt at community involvement be improved? a. Avoid turning the involvement into personal gain through publicizing it. b. Allow employees more voice in choosing the community involvement partner. c. Provide volunteers with additional training in community work. d. Choose another community partner less involved in advocacy.

b. Allow employees more voice in choosing the community involvement partner Although the cause may be worthy, it would be better if employees were more involved in choosing a partner and project rather than being assigned to one by the organization's leader.

Talent Acquisition: Which is a best practice for developing an employee value proposition (EVP)? a. Each employee needs to develop their own EVP so they get a sense of buy-in. b. An EVP must provide an accurate picture of employment, including less-desirable attributes. c. It's a marketing tool, so an EVP should play up organizational strengths and omit weaknesses. d. The EVP should be restricted to tangible value such as remuneration and benefits.

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

Technology Management: How has the cloud repositioned HR software? a. As a product to be licensed b. As a service to be consumed c. As a product to be managed d. As a service to be licensed

b. As a service to be consumed The cloud repositions software as a service to be consumed. Software is migrating away from being sold or licensed as a complete singular product and moving toward a subscription service.

Employment Law: An employee claims that a less qualified candidate was selected for a promotion because the candidate was younger and more attractive. The employee files an age discrimination complaint with the Equal Employment Opportunity Commission (EEOC). What step will the EEOC take next if reasonable cause is discovered? a. Send the respondent a copy of the charge. b. Attempt reconciliation of both parties. c. Schedule a fact-finding conference. d. Notify both parties and end involvement.

b. Attempt reconciliation of both parties If a reasonable cause is discovered, the EEOC first attempts reconciliation of the parties. Notifying both parties and ending involvement occurs if a reasonable cause is not found. Sending the respondent a copy of the charge and scheduling a fact-finding conference both occur before the EEOC reviews the charge and assesses whether there was reasonable cause.

Risk Management: A technical recruiter receives a job description from a hiring manager. One of the requirements listed by the manager states that the position is not ideal for single parents. Which risk management strategy should the technical recruiter use to avoid similar situations in the future? a. Ignore the risk. It is unlikely that single parenthood will be a decisive factor for employment. b. Avoid the risk by training hiring managers and reviewing all job descriptions before use. c. Transfer the risk by asking for legal review of this job description. d. Mitigate the risk by informing candidates that they have the right to information about hiring decisions.

b. Avoid the risk by training hiring managers and reviewing all job descriptions before use This risk can and should be avoided through training and a review process. An employer cannot ignore, mitigate (lessen), or transfer the legal obligation to avoid discrimination.

Global Workforce: Which critical role must HR assume in light of globalization? a. Ensure that local management is not prejudiced by global policies b. Balance an organization's global strategy with policy localization to reflect national cultures and laws c. Oversee workforce management policy shifts due to increased offshoring d. Ensure that an organization's global strategy is not influenced by its workforce's local cultures

b. Balance an organization's global strategy with policy localization to reflect national cultures and laws In developing and implementing global strategies, global HR must balance standardization of policies influenced by the organization's values and global strategy with the need to localize these policies through programs and practices that reflect organizational and national cultures and local laws.

Talent Acquisition: As part of screening interviews, recruiters use an interview style that focuses on how applicants handled real life situations in the past as a way to qualify them for their openings. What type of interview technique is being used? a. Patterned b. Behavioral c. Experiential d. Nondirective

b. Behavioral Behavioral interviews explore real experiences and how the applicant responded to the experiences to predict future performance.

Structure of HR: An organization is concerned that its current approach to onboarding is not supporting their diversity and inclusion goals. What type of audit could help the organization set specific targets for improvement? a. Onboarding function b. Best practices c. Strategic d. Compliance

b. Best practices Best practices audits help an organization maintain or improve a competitive advantage by comparing the organization's practices to those of employers identified as having exceptional practices. In this case, a best practices audit could identify effective processes that the organization is not currently using. An audit of the onboarding function would measure the function's performance against its key performance indicators, but these KPIs may not be as challenging as competitors' best practices. Strategic audits focus on alignment of the HR strategy with the organization's strategy. Compliance audits focus on response to regulatory requirements, which are not as broad as diversity and inclusion goals.

Technology Management: A fitness organization requires its employees to wear technology that tracks wellness bio-data. What challenges to this technology are likely to emerge? a. High cost b. Biohacking and DNA privacy c. OSHA violations d. Carpal tunnel syndrome

b. Biohacking and DNA privacy Challenges likely to emerge from wearable technology include biohacking and DNA privacy issues. Other potential issues include the duty to accommodate and arguments about the commodification of labor.

Engagement & Retention: During the employee selection process, how can HR identify an employee who is more likely to become engaged in the organization? a. By selecting those interested in working with a mentor within the company b. By assessing how well the candidate will fit with the organization's culture c. By questioning potential employees to determine how engaged they were at their last job d. By hiring only those who have the most experience and education

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

CSR: An organization gains many benefits from its employees volunteering in the community. How can volunteering help the employees? a. By providing time off b. By building skills c. By increasing branding d. By improving the company culture

b. By building skills Volunteering can allow employees to learn new skills while helping in the community.

Engagement & Retention: How should HR improve an organization's onboarding program to reduce voluntary turnover during the first 90 days of employment? a. By implementing basic activities on the first day of work b. By conducting in-depth exit interviews to determine the cause of turnover c. By providing the opportunity for job sharing after 60 days d. By offering bonuses to new hires if they exceed 90 days

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

Technology Management: How can internal social networks benefit an organization? a. By helping the organization to gain perspectives from customers b. By fostering a desired workplace culture c. By creating employer brands d. By helping the organization remain current on HR trends

b. By fostering a desired workplace culture Social networks have many value-added uses, for both the organization and its employees, with each answer being a potential benefit to one or the other. However, internal social networks specifically can assist in creating a desired workplace culture and can improve communication and collaboration in the organization. The other answers would be most likely achieved through the use of external social networks.

CSR: Leadership has requested HR to design a program to allow employees to telecommute. How will this advance the organization's sustainability? a. By allowing the organization to apply for SA8000 b. By reducing organization's carbon footprint c. By reducing costs for the organization d. By allowing the organization to apply for ISO 26000

b. By reducing organization's carbon footprint There are seven areas in which HR has a role in when advancing sustainability. How people work is one of those areas; it can affect the organization's carbon footprint.

Total Rewards: Which is the best example of direct compensation? a. Deferred pay b. Cash achievement award c. Use of a company car d. Disability insurance

b. Cash achievement award Direct compensation is cash compensation. It includes wages, commissions, and cash achievement awards. Indirect compensation includes benefit programs and items like a company car, disability insurance, and noncash rewards.

Workforce Management: An organization is projecting future employee flow based on past transition rates. Which potential outcome is most likely from this approach? a. Employee flow will usually stagnate over the short term. b. Change can diminish the accuracy of the flow projection. c. Stakeholders will object to past analysis to project future flow. d. Future flow will remain roughly the same as past flow.

b. Change can diminish the accuracy of the flow projection Although past transition rates and probabilities provide a good basis for comparison, they may have limited value in predicting future trends in the face of change.

Learning & Development: What does an effective pre- and post-test training assessment measure? a. Effect of training on organizational goals b. Changes in knowledge before and after training c. Overall satisfaction of employees d. Time needed to improve performance

b. Changes in knowledge before and after training. With pre- and post-test measurements, a baseline of knowledge is established before the beginning of training and then, once training is completed, a second measurement is obtained and scores are compared for possible improvement.

CSR: Which best illustrates the principle of sustainability in the workplace? a. Competitive business practices are aligned with local norms in each operating region. b. Changes to a headquarters location are weighed against the effects on stakeholders. c. The organization implements a flat structure, with few layers of decision-making authority. d. Global HR policies are reviewed to make sure they comply with local laws and regulations.

b. Changes to a headquarters location are weighted against the effects on stakeholders Sustainable workplace policies focus on long-term effects and the integrated needs of people, the environment, and economic needs. Including a careful assessment of a change that would affect a large number of employees and the surrounding communities is sustainable.

HR Strategy: A strategic project meets the defined objectives but is unsuccessful in its impact to the strategy. Which action in the project planning process has the project manager overlooked? a. Outline of the critical path that specifies the logical flow of tasks in the plan b. Collaboration and agreement on how the project purpose supports the overall strategy c. Communication of expectations and objectives to the project stakeholders d. Definition of the essential work needed to certify that deliverables were complete

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

CSR: Which is one of the negative social effects of global technological forces? a. Increasing ethnocentrism b. Complexity of privacy issues c. Decreasing foreign investment in developing economies d. Economic imperialism by developed economies

b. Complexity of privacy issues Because of technology and integration of information, privacy issues have become much more ubiquitous and complex. Privacy issues range from employer-employee privacy to compliance questions raised by government requests for customer data from corporations. In response to the prevalence of issues, many countries have instituted privacy laws.

Org. Effectiveness & Development: What is the best approach HR can take to align organizational effectiveness and development (OED) with the goals of the organization? a. Reducing learning time for mastery of critical skills b. Connecting the organization's strategy and the intervention activities c. Involving managers in the development of training activities d. Increasing the budget for training and development activities

b. Connecting the organization's strategy and the intervention activities The most effective way to align HR activities with organizational goals is for HR professionals to participate in the strategic planning process. HR professionals should demonstrate the importance of an organization's OED activities by providing education and training in strategic planning and linking the outcomes of OED activities to organizational goals.

HR Strategy: Which example of an economic factor should be included in an environmental scan? a. Changes in workplace design and practices b. Consumer price index data c. Proposed energy consumption regulations d. Geographic population shifts

b. Consumer price index data Consumer price index data is an example of an important economic factor that should be included in an environmental scan. It is an indication of economic health, signaling inflationary and deflationary forces and possible changes in consumer spending habits. Regulatory changes represent a political factor, which may or may not have economic implications. Similarly, geographic shifts in population are social changes that may or may not affect the organization's workforce. Changes in workplace design and practices, such as telecommuting or the growth of mobile computing, could be social or technological.

Structure of HR: Which HR metric would best inform HR leadership as to whether the rest of the organization feels that HR does an adequate job supporting hiring processes throughout other departments? a. Success ratio b. Customer satisfaction c. Promotion pattern d. Human capital ROI

b. Customer satisfaction Customer satisfaction is a measure of various different customer opinions across services offered by HR. Success ratio refers to the proportion of selected applicants who are later judged to be successful on the job, promotion pattern refers to the percentage of internal promotions, and human capital ROI refers to the ratio of employment-related expenses to revenue minus nonemployment expenses.

Structure of HR: Which is the chief information officer likely most concerned about? a. Intranet technologies b. Database Security c. Enterprise resource planning (ERP) sponsorship d. HRIS features and capabilities

b. Data Security Security is an overriding concern for all types of organizations. ERP sponsorship and intranet technologies represent more narrow IT responsibilities that may be present in some, but not all, organizations. HRIS technologies are not a primary role for IT; in this area, IT fulfills a supporting role to HR. The security of the organization's information assets is a major concern for executive management, especially the chief information officer. Anything that impacts security will be closely scrutinized.

Org. Effectiveness & Development: What term describes how work groups are related in an organization? a. Hierarchy b. Departmentalization c. Process implementation d. Organizational process

b. Departmentalization Departmentalization describes the way an organization groups its tasks and then aligns those groups for better effectiveness and efficiency.

Talent Acquisition: Which evidence provides the best defense if a candidate challenges the organization's selection decision based on a preemployment assessment? a. Results of non-selected candidate's test scores b. Documentation of the test's validity c. Applications of every person who applied d. Non-selected candidate's application

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

Employee Relations: Which is a characteristic of alternative dispute resolution (ADR)? a. Results in disciplinary action b. Does not preclude litigation c. Exclusive to union environments d. Requires an external third party

b. Does not preclude litigation ADR does not prevent disputes from leading to litigation or arbitration, but it can result in fewer cases going to trial. It is generally used in union-free organizations.

Technology Management: Which best describes the impact of manager self-service technologies on internal HR? a. Diminishing the value of internal HR professionals b. Eliminating time-consuming duties for HR managers c. Requiring more monitoring to ensure compliance d. Increasing the potential for discrimination claims

b. Eliminating time-consuming duties for HR managers Self-service technologies provide employees and employers alike with around-the-clock access to benefit information. Typically, participants can enroll in benefits and access and update benefit, dependent, and beneficiary information online. Participants can also access benefit forms and documents and other helpful information such as frequently asked questions. Depending on customized system features, HR managers are typically able to review and edit benefit and HR data, make changes as they occur, communicate easily with employees, monitor file transfers, and review reports online-all time-saving tasks that have great potential to reduce HR workload.

Engagement & Retention: Workplace accidents have increased over the past few years. Which type of survey would best gather employee ideas that could improve overall safety in the workplace? a. Employee engagement survey b. Employee opinion survey c. Employee performance survey d. Employee attitude survey

b. Employee opinion survey Opinion surveys seek to gain opinions on certain processes. Attitude surveys attempt to determine employee perceptions of the working environment, and engagement surveys focus on employee satisfaction, commitment, and morale.

Workforce Management: A technology company's competitive strategy requires that it have highly trained employees with unique knowledge and skills. What HR activities should have a primary focus in HR's strategic plan? a. Performance management and training efforts b. Employee retention and succession planning c. Recruiting and organizational effectiveness d. Improving HR metrics practices

b. Employee retention and succession planning This organization's strategy is based upon the unique expertise of its talent. Therefore, the HR strategy should focus on retaining pivotal talent and planning for an orderly succession that will not disrupt productivity. This will ensure that there are career paths and internal opportunities, as the cost, time to fill, and maintaining the competitive advantage is most important. Recruiting, performance management, and training will not support strategy if employees are not retained. Metrics will play a role in assessing the effectiveness of HR's strategy, but it will not affect retention and productivity.

HR Strategy: Which is an example of an internal factor considered in an environmental scan? a. Currency fluctuations b. Employee skills c. Labor market d. Competitors

b. Employee skills All the factors except employee skills are external factors. Employee skills are internal to the organization.

Employee & Labor Relations: Which is an advantage of using a chosen officer in alternative dispute resolution (ADR)? a. Reducing expenses b. Empowering employees c. Providing quicker results d. Ensuring an objective perspective

b. Empowering employees In a chosen officer ADR system, the employee selects an individual from a list of individuals within (not outside) the organization. Having a choice provides some sense of empowerment.

Employment Law: How can HR utilize technology to support a culture of compliance? a. Mandating software as a service to store and restrict access to information b. Enabling secure and scalable databases to store employment documents c. Encouraging business process integration across all core business functions d. Focusing on greater use of e-procurement throughout the organization

b. Enabling secure and scalable databases to store employment documents With the electronic retention of employee files and other employment-related records, electronic record-keeping helps HR comply with legal requirements without having to provide physical storage space for paper records.

Technology Management: To reduce security concerns with increased internet use, which practice should HR enact? a. Allowing data transfer to personal mobile devices b. Encrypting employee computers and network communications c. Backing up all organizational data to off-site locations d. Requiring annual polygraph testing of employees

b. Encrypting employee computers and network communications Sensitive data can be protected by encrypting employee laptops, desktops, and network communications to ensure secure storage and sharing of confidential information.

CSR: Which PESTLE force has caused a change to corporate branding? a. Economic pressures b. Environmental concerns c. Political issues d. Technology

b. Environmental concerns Environmental concerns have resulted in sustainability becoming central to corporate branding.

Talent Acquisition: The director of a company's main office reported a colleague from the company's overseas office to HR for dressing inappropriately during the company's annual conference. The colleague, who was hosting the international delegation at the conference, had dressed in her country's traditional attire. What trait did the director display? a. Cultural determinism b. Ethnocentrism c. Bullying d. Culture shock

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

Risk Management: To meet a safety goal, an organization provided training to employees. The number of injuries, however, has not decreased over the last three years. What should the HR training manager do? a. Develop new training content. b. Evaluate and adjust the training. c. Require all employees to attend the training. d. Hire an outside consultant to provide the training.

b. Evaluate and adjust the training Evaluating the training will allow the company to identify whether the issue is with the training or the people, and adjustments can be made accordingly. Developing new content or hiring an outside consultant without evaluating the training could be a waste of time and resources. Making the training mandatory doesn't help if the training is ineffective.

Employment Law: A key manager is retiring, and the company wants her to keep working in a part-time capacity. She will work 20 hours a week and continue to perform a portion of her old duties. What Fair Labor Standards Act (FLSA) classification should the HR manager recommend for the manager? a. Nonexempt employee b. Exempt employee c. Independent contractor d. Temporary employee

b. Exempt employee The manager is considered a key employee, and, under the FLSA, manager is an exempt role. She is not working on a temporary or project basis and so is not an independent contractor or a temporary employee. The manager is too senior to be nonexempt.

Total Rewards: To better meet the growing need for new parents to balance work with family, which program should HR include as part of the organization's employee benefits? a. Automatic increased vacation time b. Flexible work schedules c. Unlimited unpaid leave d. Employee assistance program

b. Flexible work schedules Flexible work schedules help employees balance work roles with family roles. Increasing vacation time selectively will create problems with engagement and compliance. Unlimited paid leave is not equitable to the organization. Employee assistance programs can provide advice possibly but not relief for the basic problem here, the competition of work and life demands.

Talent Acquisition: For which position and in which situation would a stress interview be most appropriate? a. For positions that require the ability to lift a large amount of weight, where a high degree of physical exertion is required b. For emergency room nurses, where behaviors can have life or death consequences c. For positions that involve IT Information, to conduct technology troubleshooting for corporate employees d. For customer service positions, where "the customer is always right"

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

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

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

HR Strategy: Which is an example of a demographic factor examined during an environmental scan? a. Technology skills b. Generational differences c. Occupational shifts d. Turnover trends

b. Generational differences When examining demographic factors during an environmental scan, organizations should examine age, gender, generational differences, geographic shifts in population, ethnicity, unskilled labor, and the nontraditional labor force. The other items should be considered while examining other factors during the scan.

CSR: Which term describes a system of rules and processes put in place to ensure compliance with local and international laws, accounting rules, ethical norms, and environmental and social codes of conduct? a. Ethics b. Governance c. Compliance d. Rule of law

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

Total Rewards: Which is the best example of indirect compensation? a. Awarding store gift cards to top performers in a sales contest b. Granting compensatory time off to a salaried employee for extra hours worked c. Paying individual bonuses to team members for meeting critical project deadlines d. Paying non-management employees at a higher rate for overtime hours worked

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

Workforce Management: HR has defined key groups of employees who possess certain characteristics and abilities that are closely aligned with the organization's strategy. What effect will this have on the organization's staffing and compensation strategies? a. Slower increase in executive recruiting investment b. Greater clarity in compensation decisions c. Capping payroll for administrative compensation d. Diverting compensation from entry-level positions

b. Greater clarity in compensation decisions Having defined talent pools may clarify compensation decisions to ensure that key talent is motivated and rewarded. Having defined critical talent pools does not necessarily reduce the need for executive recruitment; this may be a factor of the labor market. Compensation for certain job descriptions will also be driven by market factors. Diverting compensation from lower-level positions could cut off the supply of future talent.

HR Strategy: What term refers to a company building a new global location from the ground up? a. Turnkey operation b. Greenfield operation c. Brownfield operation d. Internal expansion

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

Workforce Management: An organizational crisis is rapidly unfolding as several key employees have been killed in a car accident. How can HR best contribute to rapid recovery of operations? a. HR can notify all related clients of an impending workforce interruption. b. HR can fill in or supplement workforce gaps with the best qualified employees. c. HR can plan and execute the memorial celebrations for the employees' families. d. HR can write the press release and speak to the local media.

b. HR can fill in or supplement workforce gaps with the best qualified employees HR can research the most qualified candidates to handle operations based on critical skill sets and experiences. A workforce interruption may be avoided. Writing the press release, contacting the media, and planning a memorial are not necessarily HR responsibilities.

Workforce Management: HR has been approved to expend financial and staffing resources for the upcoming fiscal year on a staffing plan. Who would likely be chosen to participate in the plan development and implementation? a. Leader who has authorized the budget and wants to assure that the monies are well spent b. HR staff member with 17 years' experience who has participated in job analyses for many of the jobs c. Manager with staffing plan experience and a reputation that he is weak on follow-through d. Payroll specialist who has knowledge of what current employees are paid in each position

b. HR staff member with 17 years' experience who has participated in job analyses for many of the jobs. A staffing plan turns workforce analysis data (supply, demand, gaps, and solutions) into reality. The outcome of a job analysis is a job description that identifies the KSAs needed in the position. This firsthand knowledge can be valuable when assessing the ability to staff positions. Although it is valuable to have team members with experience, a staffing plan requires a two- to three-year commitment. While budget monitoring is important, the project leader could report regularly to the leadership team. Discussions about pay would not involve current employees' actual pay; pay grades and pay ranges may be part of the staffing plan discussion.

Learning & Development: HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill? a. Risk management b. Hardship testing c. Action learning d. Situation judgment tests

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

Engagement & Retention: A benefits manager notices that several senior-level employees in her department are disengaged. The manager meets with the employees and discovers that they feel confined to the office and have actually become bored with their jobs. Which activity should best assist with this low-level trait engagement? a. Allow the employees to leave early on Fridays. b. Have the employees create and present a new wellness series. c. Encourage the employees to take on more data entry tasks. d. Relocate employees to another area in HR to increase engagement.

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

Engagement & Retention: HR is asked to evaluate the organization's overall retention. Which would be the best information for HR to assess first? a. Management's opinion on retention issues b. How the current turnover rate compares to the industry average c. Various perceptions of key competitors d. Only the current year's turnover rate

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

HR Strategy: During what phase of the strategic planning process does motivating employees to work toward organizational goals take place? a. Development b. Implementation c. Formulation d. Evaluation

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

Workforce Management: Which type of flexible staff benefits the organization by bringing new ideas and energy into the workplace and potentially builds a pipeline for future full-time employees? a. Temporary employees b. Interns c. Seasonal workers d. Finite temporary help

b. Interns Internships benefit both the intern and the employer. The intern receives meaningful, practical work as well as opportunities to explore careers and learn new skills. The employer is able to bring new ideas and energy into the workforce and develop talent, and it can potentially build a pipeline for future full-time employees.

Workforce Management: A company designs and manufactures sophisticated and unique components for satellites. Its product development process can take a decade. It forecasts steady growth and demand for designers and technicians. What strategy is the company most likely to use to meet its workforce needs? a. Developing long-term relationships with temporary staffing sources and contracting as needed b. Investing in developing and retaining knowledgeable and skilled employees c. Attracting the best talent by offering the highest compensation rates in the market d. Focusing on automation of job tasks to decrease the demand for trained staff

b. Investing in developing and retaining knowledgeable and skilled employees The company's business model requires a high level of specialized knowledge and skills that will be hard to locate in the labor market. It also needs a high level of institutional knowledge-a continuity of knowledge about the company's products and processes, which is less likely with a temporary workforce. While some tasks can be automated, this company makes intense use of human capital. It would benefit therefore from building the workers it needs and retaining them and their knowledge and experience.

Employee Relations: What does the term "tripartism" mean in the context of union relations? a. Idea that the employment relationship includes the employer, the union, and the employee b. Involvement of national governments in the bargaining process c. Promotion of a works council to a position at the bargaining table d. Aggregation of employers in an industry into a single bargaining position

b. Involvement of national governments in the bargaining process Tripartism refers to the collaboration of governments, employers, and unions in developing contracts and resolving disputes. This is a common feature in some countries and an occasional feature in others (e.g., government intervention in times of national emergencies). Industry employer associations are common in some industries, but this is just another form of the union-employer relationship. The employment relationship in a unionized workplace does have three actors, but this is not what tripartism means. Works councils do not participate in collective bargaining.

Org. Effectiveness & Development: What is likely to be true of the team structure for a project team to launch a new product? a. It is likely to have high permanence. b. It is likely to have high skill diversity. c. It is likely to have low skill diversity. d. It is likely to have low authority dispersion.

b. It is likely to have high skill diversity A team created for a new product launch is likely to have high skill diversity, as it would be made up of members with sales, marketing, product design, logistics, and finance backgrounds. It would likely have high authority dispersion, as team members would work to find agreement on major decision points that impact all of their time lines and goals. It would likely have low permanence, as it would dissolve once the product is finalized and launched.

Workforce Management: Which alternative staffing arrangement meets the needs of an organization that is experiencing turnover in professional service positions due to employees desiring to work fewer hours? a. Contract workers b. On-call workers c. Seasonal workers d. Job sharing

b. Job sharing Job sharing is the practice of having two different employees perform the tasks of one full-time position. Each of the job-sharing partners works a part-time schedule, but together they are accountable for the duties of one full-time position. On-call workers are employees who report to work only when needed. Seasonal workers work only when needed to fulfill the ebb and flow of seasonal demands. Contract workers are used for long-term projects.

Employee & Labor Relations: A union has been accused of an unfair labor practice (ULP). What body has the authority to listen to the ULP charge? a. Labor association b. Labor board c. Labor council d. Labor union

b. Labor board. ULPs are generally heard by labor boards, commissions, or tribunals. It would be unreasonable to allow a labor union to investigate its own alleged ULP. Unless stated in the collective bargaining agreement, a labor association would have no authority to act if a ULP is found to have occurred. A labor council serves in an advisory role and would have no authority to act if the alleged ULP was indeed committed.

Employment Law: What type of communication helps ensure an employer's compliance with federal, state, and local law? a. Organizational training b. Labor posters c. Organizational code of conduct d. Total compensation statements

b. Labor posters Labor posters outline basic information that employees must be made aware of regarding employment law at various levels. The other three answer choices are not legal requirements. Total compensation statements, however, may be appreciated by employees, and organizational training is a beneficial way to ensure that employees are oriented to their new company.

HR Strategy: Which is the most low-risk strategy for global market expansion? a. Acquisition b. Licensing c. Internal expansion d. Merger

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

Total Rewards: After an acquisition, the HR director at the acquiring company is tasked with aligning the total rewards systems of both organizations. Which should the HR director review first? a. Organizational culture b. Mission and strategy c. Current benefit providers d. Company payroll costs

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

Org. Effectiveness and Development: Which would be the most effective quantitative measurement of customer service? a. Percentage of employees who have completed customer service training b. Numerical ratings on a customer satisfaction survey c. The organization's ratings on popular third-party consumer websites d. Volume of customer complaint calls handled per hour

b. Numerical ratings on a customer satisfaction survey A numerical rating is a quantifiable measure of desired customer service goals, and it serves as a baseline to measure performance. The best measure in this case is a numerical rating indicating a high level of customer satisfaction. Training is often necessary for improving performance but does not reflect actual performance. The volume of complaint calls handled is a legitimate measurement, but it measures efficiency rather than quality. Feedback or ratings on third-party websites are anecdotal and unscientific, so they may not portray reliable results.

Employee Relations: In what form of alternative dispute resolution (ADR) is an employee encouraged to speak to management regarding suggestions, concerns, or complaints? a. Formal steps b. Open door c. Suggestion box d. Equal opportunity

b. Open door Best-practice organizations encourage open-door/person-to-person meetings. If the meeting involves complaints or grievances, the issues are carefully documented. For these meetings to be effective, there has to be top management commitment. Neither formal steps nor equal opportunity describe a specific ADR process. Ideas from a suggestion box do not necessarily lead to discussions with management.

Risk Management: Which best demonstrates HR's role in managing organizational risk? a. Identifying past and current risks and avoiding those risks that affect the HR function b. Participating in the identification and management of threats and opportunities across the organization c. Defining the risk level that the organization is willing and able to assume d. Following management's lead in identifying, prioritizing, and managing risks within the HR function

b. Participating in the identification and management of threats and opportunities across the organization The best role for HR is one that is proactive, not reactive, and that considers risk from an integrated enterprise perspective. The definition of risk appetite and risk tolerance is best made by senior management, however.

Total Rewards: An organization implements changes to its pay structure, resulting in new hires now being started at the same wage as workers who have been on the job for two years. What type of pay variation will most likely be created? a. Lead-market strategy b. Pay compression c. Red-circle rates d. Green-circle rates

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

Employee Relations: What is a broad statement that reflects an organization's philosophy, objectives, or standards? a. Business case b. Policy c. Contract d. Mission statement

b. Policy A policy is a broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employment activities.

Global Workforce: According to Perlmutter's headquarter orientations, what structural strategy describes a company where host-country nationals usually staff and manage the local subsidiary? a. Geocentric b. Polycentric c. Regiocentric d. Ethnocentric

b. Polycentric In a polycentric staffing orientation, host-country nationals staff and manage the local subsidiary. Host-country nationals are not usually promoted to headquarters positions.

Risk Management: What factors does the risk equation use to determine level of risk? a. Speed of onset and effectiveness of current controls b. Probability of occurrence and magnitude of impact c. Source of risk and number of business processes affected d. Potential for secondary risk and effectiveness of strategies

b. Probability of occurrence and magnitude of impact In the risk equation, the level of risk equals the probability of occurrence multiplied by the magnitude of the impact of the risk event.

Global Workforce: Which is the best reasoning for offshoring production to remain competitive? a. Quality control levels will remain the same b. Proximity to new markets will lower costs c. Wage increase concerns are eliminated d. Labor relations concerns are diminished

b. Proximity to new markets will lower costs The main reason offshoring is considered is that it will lower costs.

Risk Management: An employee's ex-husband waits outside her place of work. When she emerges, he begins yelling. She retreats inside the building. The husband attempts to follow but is prevented by a door that locks automatically behind the employee. An HR staff member observes the incident. What action should the staff member take? a. Call for immediate revision of the organization's security policies. b. Recommend that those involved debrief the incident. c. Write a memo to the HR head, documenting the incident. d. None. The security measures worked as intended.

b. Recommend that those involved debrief the incident After-action debriefs are a good way to examine the effectiveness of a specific risk response strategy, presenting an opportunity for learning and improvement.

Talent Acquisition: Which identifies a direct cost of turnover? a. Lost productivity b. Recruitment cost c. Time to coach and mentor a replacement d. Loss of organizational knowledge

b. Recruitment cost Direct costs of turnover can be quantified. They include recruitment fees as well as costs for sourcing, hiring, and onboarding.

Employee & Labor Relations: Which action would be considered an unfair labor practice (ULP)? a. Conducting scheduled performance appraisals during negotiations b. Refusing to bargain with a legally recognized union c. Filing charges against the union for coercing employees d. Terminating an employee for just cause

b. Refusing to bargain with a legally recognized union In general, a ULP is a violation by an employer or a union of a country's labor laws. Refusal to bargain with a legally recognized union or to provide information necessary for negotiations is an example of the type of action considered a ULP. The other actions listed are within an employer's rights.

Total Rewards: Which type of survey should an HR professional use to collect information on base pay, incentive plans, and benefits? a. Marketplace b. Remuneration c. Competitiveness d. Global

b. Remuneration Remuneration surveys, the global terminology for compensation and benefit surveys, are used to collect information on prevailing market compensation and benefit practices. This type of survey allows an organization to check its remuneration structures against global and local trends.

Workforce Management: What best describes the difference between replacement planning and succession planning? a. Replacement planning is optional; succession planning is mandatory in order for an organization to achieve results. b. Replacement planning focuses on short-term needs; succession planning focuses on long-term needs. c. Replacement planning is designed for individual countries; succession planning is designed to serve corporate headquarters. d. Replacement planning focuses on long-term success; succession planning focuses on short-term success.

b. Replacement planning focuses on short-term needs; succession planning focuses on long-term needs Although the two overlap in practice, replacement planning focuses on the short term and succession planning focuses on the long term. Both are important in headquarters as well as nonheadquarters countries.

Structure of HR: What is a direct result of HR's evolving strategic role? a. Increased knowledge of employment law, compliance issues, and record keeping b. Required competence to develop talent through career development and succession planning c. Redesign of incentive systems to reward increased customer satisfaction d. More employee engagement programs to smooth generational differences in the workforce

b. Required competence to develop talent through career development and succession planning HR's talent management strategy needs to be aligned to the organization's strategies and business partners' needs. While the other activities listed are important, they are tied more to HR's operational and administrative roles. Operational activities focus on the day-to-day needs of managing people, while administrative activities tend to be transactional.

Risk Management: What phase of risk management is represented in the acronym MECE, which stands for "mutually exclusive and comprehensively exhaustive"? a. Risk-averse b. Risk identification c. Risk mitigation d. Risk management

b. Risk identification The organization wants to be confident that all plausible risks for strategic and operational aspects of the business avoid duplication or overlapping in the identification step.

Technology Management: What is the key benefit of an enterprise resource planning (ERP) system over function-based stand-alone systems? a. User-customized data interfaces for greater security b. Shared, current database for all departments c. Forecasting capabilities to run planning scenarios d. Greater analytical power and capabilities

b. Shared, current database for all departments An ERP integrates current data from across an organization's functional areas, while a stand-alone system would require a customized bridge to access the ERP database. While integrated data enables a more thorough analysis, stand-alone systems can provide significant analytical power. Customization and forecasting can be performed in integrated and stand-alone systems.

Risk Management: How is a risk control best understood by an organization? a. Ensuring that employees are following risk management guidelines b. Sharing a risk's occurrence or impact and its likelihood c. Restricting the amount of risk the organization assumes in its dealings d. Indicating what triggers a specific risk management response

b. Sharing risk's occurrence or impact and its likelihood A risk control is an action taken to manage a risk: to enhance the potential of an upside risk or to decrease the potential negative effects of a downside risk.

Engagement & Retention: Which best describes the impact when an organization's values are effectively paired with goal setting? a. Strengthens the organization's ability to reward accomplishments through a pay-for-performance system b. Shows employees how their individual efforts contribute to the success of the organization's strategy c. Provides ability to compare employees' performance against others by the goals they set d. Provides a way to measure how much work was produced based on the goals set by the employee

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

CSR: As part of a software company's corporate social responsibility (CSR) program, during non-working hours employees volunteer time and expertise helping low-income people build their own small businesses. Participation has been consistent but at a very low level. What recommendation should HR make to assist the company in increasing employee involvement? a. Realign the program's focus to mirror the organizational mission. b. Support employee participation with paid time off. c. Make company facilities available to participants. d. Increase the program's marketing budget to encourage participation.

b. Support employee participation with paid time off An organization's CSR programs are more effective in involving employees if the organization actively supports employee involvement, e.g., allowing time off, paying related expenses. Increasing awareness through publicizing the program without actively facilitating employees' participation will probably be ineffective. This program is well aligned with the company's focus. Using company facilities may be problematic (e.g., security issues, transportation for program participants).

Risk Management: How does duty of care translate to an organization's responsibilities? a. Managing risks to employees on assignment b. Taking all steps reasonable to ensure employee health and safety c. Complying with all local health and safety requirements d. Providing health benefits to all of its employees and their families

b. Taking all steps reasonable to ensure employee health and safety Duty of care reflects an employer's responsibility to take all steps reasonably possible to support employee health and safety and prevent harm, whether the employee is in the workplace or on a remote assignment. This may involve but is not restricted to providing access to health care and complying with regulatory requirements.

Engagement & Retention: Which best describes technology's impact on employee engagement levels? a. Anxiety among employees has declined, as many mundane jobs can now be done by technology. b. The boundaries between work and non-work life are increasingly overlapping, contributing to employee fatigue and burnout. c. Technology has enabled employers to more consistently comply with federal wage and hour laws due to time tracking. d. Employees can work fewer hours while many tasks are completed much more quickly.

b. The boundaries between work and non-work life are increasingly overlapping, contributing to employee fatigue and burnout. While technology has provided flexibility in how, when, and where work is produced, many times at lower cost, it has contributed to employees having a harder time separating work from non-work time, leading to fatigue and burnout.

Employee & Labor Relations: A technician in a diagnostic lab has filed a complaint with HR accusing a supervisor of selectively enforcing policies. Which action would constitute workplace retaliation? a. The technician physically attacks the supervisor and is discharged. b. The supervisor reassigns the technician from bench work to physically difficult duties. c. The technician is required to attend a dispute resolution meeting with the supervisor. d. The supervisor conducts a previously scheduled performance review.

b. The supervisor reassigns the technician from bench work to physically difficult duties Workplace retaliation occurs when an employer, an employer's agent, or a labor union commits an action that is harmful to an employee, usually after the employee has made a complaint but perhaps because an employee has given evidence to support a complaint. In this case, reassigning the employee to less desirable duties could be considered retaliation.

Talent Acquisition: Which statement about using social media as a primary recruiting tool is correct? a. The recruitment process will take more time. b. There is a risk of unintentional discrimination against certain groups. c. It is challenging to measure the effectiveness of social media as a recruiting tool. d. It lowers the quality of candidates while increasing the volume.

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

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

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

Engagement & Retention: An organization has become dysfunctional: Morale is low, reports of discipline-worthy offenses and conflicts with supervisors are increasing, and productivity is down. Which initial step would HR take to gain more information about possible causes? a. Department focus groups b. Third-party-administered survey c. Online survey d. Individual interviews

b. Third-party-administered survey Since the problem may be with employee relationships with supervisors and/or management, ensuring the anonymity of employee feedback may be essential to gathering useful information. Using a third party to report anonymous results would be an effective first step in gathering data.

CSR: How are local cluster developments used in corporate social responsibility? a. To create a sustainability sweet spot b. To create shared value c. To broaden the range of stakeholders d. To move up the sustainability maturity curve

b. To create shared value Porter and Kramer argue that the success of most organizations is dependent on a cluster of other organizations (related businesses, suppliers, schools) and infrastructure (roads, communication networks, water and energy supply). Shared value results when organizations build and enhance the local cluster and improve the conditions of those operating in it, benefiting the organization and its community.

Employment Law: What is the purpose of an HR compliance checklist? a. To mitigate disparities between required and actual practices b. To help ensure that the organization fulfills the requirements of HR laws and regulations c. To maintain an image of propriety for the brand d. To garner positive word-of-mouth with the organization's stakeholders

b. To help ensure that the organization fulfills the requirements of HR laws and regulations HR audits and compliance checklists are often used to help ensure compliance with laws and regulations. They may lead an organization to correct disparities between required and actual practices. They may also lead to an image of propriety and garner positive word-of-mouth, but that is not their purpose.

Global Workforce: Which is critical when considering forces for globalization? a. Determine whether a force is political, technological, economic, or social b. Understand which forces are significant to the organization c. Learn whether a force's origin is an emerging or a developed economy d. Identify whether a force will have a positive or negative impact on the organization

b. Understand which forces are significant to the organization An HR professional's goal in considering any aspect of globalization is to strive to understand which globalization events, forces, and trends are significant for an organization and for HR responsibilities in that organization. Whatever the force's type or origin, its impact will be unique for that organization.

CSR: HR is looking for ways to increase the organization's brand while developing the employees. How can this be achieved? a. Job rotation b. Volunteering c. Outsourcing d. Job sharing

b. Volunteering Volunteering gives people a chance to learn new skills while representing the organization. Job sharing and rotation may improve an organization's effectiveness and productivity but not perceptions of its brand by external stakeholders. Outsourcing, if performed without due diligence, can hurt the organization's brand, but performed appropriately it will affect productivity and effectiveness rather than brand.

Employment Law: How does the Weingarten ruling apply to nonunion employees? a. Weingarten requires that nonunion employees be allowed union representation during investigatory interviews. b. Weingarten does not require that nonunion employees be allowed union representation during investigatory interviews. c. Weingarten allows nonunion members to participate in picket lines without fear of reprisal from their employer. d. Weingarten protects nonunion employees from being harmed by unfair labor practices during an organizing campaign.

b. Weingarten does not require that nonunion employees be allowed union representation during investigatory interviews. Weingarten does not apply to nonunion employees, so employers are not required to allow union representation at an investigatory interview of a nonunion member. Weingarten does not cover unfair labor practices or participation in picket lines.

Employee & Labor Relations: What type of strike occurs without the approval of union leadership? a. Jurisdictional strikes b. Wildcat strikes c. Economic strikes d. Sympathy strikes

b. Wildcat strikes Wildcat strikes are work stoppages that are neither sanctioned nor stimulated by the union, although union officials may be aware of them. These strikes may also take the form of excessive absences, especially when there are no-strike clauses in contracts. Jurisdictional strikes are the result of disagreements between unions; they occur when one union's members walk out to force an employer to assign work to them instead of to another union. Sympathy strikes occur when one union expresses its support for another union's strike even though it has no dispute with the employer. Economic strikes are strikes that occur when collective bargaining fails to reach an agreement.

Workforce Management: HR has been asked to target and identify how the organization's strategic plans can be realized over a three-year scope. This will necessitate examining current organizational competencies against those needed in the future and reconciling the differences. Which process should HR recommend to assist the organization in making these determinations? a. Talent management b. Workforce analysis c. Succession planning d. Benchmarking

b. Workforce analysis Workforce analysis would allow HR to mine employee data, evaluate the internal environment, and forecast future external conditions. HR professionals can use the analysis to support and sustain organizational objectives and strategies.

Technology Management: Which is a challenge when following a best-of-breed HRIS purchasing strategy? a. Integrating data and technological infrastructure b. Working with multiple vendors c. Accepting increased access to data by employees d. Having a common interface across applications

b. Working with multiple vendors Organizations that implement a best-of-breed (BOB) strategy pick the best applications for each HR functional area, working with one or more vendors. For example, the organization might use a recruiting solution from one vendor and a payroll system from another. Increased access for many users (such as employees, managers, health insurers, workers' compensation carriers, senior executives, job applicants, and regulatory agencies) may apply to BOB or integrated solutions. The other choices here are characteristics of integrated solutions.

Engagement & Retention: What is the correct formula to calculate the monthly voluntary turnover rate? a. (Number of voluntary separations during the month/Number of employees at the beginning of the month) x 100 b. (Number of separations during the month/Average number of employees during the month) x 100 c. (Number of voluntary separations during the month/Average number of employees during the month) x 100 d. (Total number of separations during the year/Average number of employees during the year) x 100

c. (Number of voluntary separations during the month/Average number of employees during the month) x 100

Employment Law: An employee believes that he was laid off for filing charges that the plant managers were enforcing unsafe practices to save time. What is the maximum amount of time OSHA has to complete an investigation of charges of employer discrimination? a. 30 days b. 60 days c. 90 days d. 120 days

c. 90 days Employees can expect OSHA to complete investigations of employer discrimination within 90 days.

Technology Management: Which is an advantage of a best-of-breed (BOB) HRIS solution over an integrated solution? a. A BOB solution provides greater ease of integrating data from multiple HR functions. b. A BOB solution reduces the complexity of vendor management, because there is only one vendor. c. A BOB solution provides quicker implementation because the system is simpler and affects fewer employees d. A BOB solution features a common look and feel across applications, making learning and transitions easier.

c. A BOB solution provides quicker implementation because the system is simpler and affects fewer employees BOB solutions provide quicker implementation because they are simpler and affect fewer employees. The other advantages listed apply to integrated solutions rather than BOB.

Global Workforce: Which best describes a global organization? a. A large multinational corporation with global subsidiaries, vast resources, and a network of mobile global subject matter experts b. An organization with operations in both developed and emerging economies with established cultural diversity to achieve success c. An organization whose processes, actions, and decisions are firmly rooted in a carefully conceived global strategy d. An organization that is grossing more than $1 million and doing business in more than two countries

c. An organization whose processes, actions, and decisions are firmly rooted in a carefully conceived global strategy Because of technologies and the growing ease of doing business across borders, a global organization is no longer defined by its size or physical presence in multiple countries but by its global strategy.

Workforce Management: What driver of restructuring can cause organizations to focus on up-skilling and re-skilling employees? a. Expansion b. Strategy c. Artificial intelligence and robotics d. Downsizing

c. Artificial intelligence and robotics As artificial intelligence and robotics continue to impact the workplace, entire departments may be replaced. This may result in additional opportunities to deploy the workforce in new ways and require employees to be comfortable with using the new technologies, causing organizations to focus on up-skilling and re-skilling.

Structure of HR: Which task should HR consider for outsourcing? a. Attendance at disciplinary meetings b. Long-range HR strategic planning c. Benefits management and administration d. Design of management compensation

c. Benefits management and administration Organizations generally outsource services that are not core activities or that require special expertise that may not exist within their company. Designing effective compensation packages for management and developing HR strategic plans are core activities that should not be outsourced. The disciplinary process is best administered by those who have a vested interest in the outcome.

Engagement & Retention: How can HR best engage employees in developing the performance standards for a new performance management system? a. By rewarding equally regardless of the task performed b. By providing praise and recognition rather than monetary rewards c. By communicating performance expectations d. By evaluating performance annually rather than on a continuous basis

c. By communicating performance expectations The organization must communicate what it wants employees to do, and these behaviors have to be translated into performance standards. When performance standards are communicated, they must be defined so all employees understand the expected behavior. For example, if innovation counts, it must be identified and measured, and employees must be given clear examples of what represents innovation.

Talent Acquisition: How does an Internet recruiting approach provide the greatest benefit to a global organization? a. By reducing the time required to screen applications b. By providing a representative sample of potential candidates c. By increasing the volume of applicants for positions under tight time frames d. By increasing the percentage of qualified people who submit applications

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

CSR: How do the three spheres of sustainability support an effective corporate social responsibility (CSR) program? a. By incorporating a blend of local, regional, and global perspectives b. By limiting the measures of success to financial, earth, air, and water c. By offering an all-encompassing view of how an organization should function d. By allowing an organization to better focus on the community in which it operates

c. By offering an all-encompassing view of how an organization should function The term "sustainability" originally referred to an ecological or environmental goal. Now that focus has expanded to also consider an organization's social and economic impact (sometimes referred to as the 3Ps: people, planet, profits). Based on stakeholder demands, the three spheres attempt to provide a balanced focus to the organization's goals, objectives, and outcomes.

CSR: What is the relationship between corporate social responsibility (CSR) and sustainability? a. Sustainability has completely replaced CSR. b. CSR focuses on social concerns; sustainability focuses on environmental concerns. c. CSR encompasses sustainability. d. Sustainability focuses externally while CSR focuses internally.

c. CSR encompasses sustainability The definition of CSR has broadened from the traditional areas of ethics, governance, corporate philanthropy, and volunteerism to include sustainability.

Technology Management: Which is the best action an HR business partner should take when receiving an e-mail from the director of finance, that they have never communicated with before, asking for an employee's tax documents for an urgent mortgage verification request? a. Verify the director of finance is in the company directory and reply. b. Forward the e-mail to the HR director for further instructions. c. Call the director of finance's office and offer assistance. d. Reply to the director of finance's e-mail request promptly.

c. Call the director of finance's office and offer assistance This is a possible case of a spear-phishing attack, in which a cyber intruder asks for information or asks the recipient to click a link to a document or website. Any unusual request from an atypical sender should trigger suspicions and a cautious response. The safest course is to phone the extension number in the organization's directory and confirm the e-mail request. If it was a phishing attack, it should then be reported to the IT system manager.

Learning & Development: How do career planning and career management differ? a. Career planning focus on the individual, while career management focuses on the job. b. Career planning is only for entry-level employees, while career management is for executive-level employees. c. Career planning identifies personal abilities, while career management focuses on organizational staffing needs. d. Career planning is short-term, while career management is long-term.

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

Employee Relations: A workplace survey reflects dissatisfaction with an organization's current mediation process since too many problems seem to be unresolved. Which approach will create more accountability and closure to the complaint process? a. Peer review b. Open-door policy c. Chosen officer d. Ombudsperson

c. Chosen officer A chosen officer alternative dispute resolution (ADR) system allows employees to select an arbiter from a list of managers/officers. This provides a greater sense of empowerment and control over the situation.

Risk Management: Which evaluation method is best for an emergency response plan? a. Asking for insurance company input b. Comparing the plan to the previous plan c. Conducting a crisis drill d. Having a government agency review the plan

c. Conducting a crisis drill A simulated crisis in which the plan is tested will alert the company to changes that need to be made and is the best way to see how the plan performs.

Workforce Management: Which stage in the workforce analysis process considers the business challenges an organization faces when creating a forecast of the organization's future workforce composition? a. Gap analysis b. Solution analysis c. Demand analysis d. Supply analysis

c. Demand analysis A demand analysis forecast should consider a myriad of internal and external business issues. These issues may include new services/product lines, competitive forces and expansion/constriction in marketplaces, anticipated workforce availability within geographic boundaries, and so forth.

HR Strategy: What guidance from HR is useful to an organization that has decided to pursue a greenfield operation? a. Data regarding the skill sets that exist in the new operation b. Best practices for implementing a greenfield operation c. Demographic characteristics of the new location d. Recommendations for organizational alliances to pursue

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

Learning & Development: Which best identifies the difference between training and developmental activities? a. Developmental activities provide immediate skills; training activities have a long-term focus. b. Developmental activities mainly occur off site; training activities occur on site and on the job. c. Developmental activities have a long-term focus; training activities mitigate current skill gaps. d. Developmental activities manage the change process; training activities provide basic skills.

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

Employment Law: Which does not count toward the regular rate of pay for overtime calculations? a. Production bonuses b. Sales commissions c. Discretionary bonuses d. Shift premiums

c. Discretionary bonuses Discretionary bonuses do not count toward the regular rate of pay. All the other choices (shift premiums, sales commissions, and production bonuses) do count toward overtime calculations.

Talent Acquisition: After conducting a reference background check, HR discovers that a leading candidate misrepresented dates of previous employment on both the résumé and the job application. What is the most probable outcome of learning this information? a. Conduct a credit history check with a consumer reporting agency. b. Check criminal records for felonies or misdemeanors. c. Do not extend an offer of employment. d. Ask for references about the employee's professionalism.

c. Do not extend an offer of employment Every employer has a legal duty to exercise due diligence in hiring. In certain circumstances, an employer may give the candidate the opportunity to explain results of a reference background check that might have an adverse effect on an employment decision. However, most job applications include a statement that signing the job application attests to the truthfulness of the information contained in the document. Some employers even advise candidates at the onset of the application process about the potential negative consequences of providing any false or intentionally misleading information.

HR Strategy: When are HR mission statements, goals, and objectives created? a. During annual planning cycles b. As part of tactical HR planning c. During HR strategic planning d. When creating succession plans

c. During HR strategic planning The HR strategic planning process and the strategic plan it creates provide a critical link between corporate strategic plans and HR. They also ensure alignment between HR and the organization's mission, goals, and objectives.

Engagement & Retention: Which program best allows HR to support long-term employee engagement and retention? a. Wellness b. Concierge services c. Employee assistance d. Family assistance

c. Employee assistance Employee assistance and employee development programs focus on immediate and long-term needs of the employee.

Engagement & Retention: Exit data reveals a higher-than-normal rate of voluntary turnover. To investigate further, HR plans to survey the employees. Which type of survey should HR conduct? a. Opinion survey b. Performance survey c. Engagement survey d. Attitude survey

c. Engagement survey Engagement surveys focus on employee satisfaction, commitment, and morale, thus providing greater insights into employees' desire to stay with the company. Opinion surveys seek to gain opinions on certain processes, and attitude surveys attempt to determine employees' perceptions of their working environment.

Engagement & Retention: HR has noticed a higher-than-normal rate of voluntary terminations and determined that this warrants investigation. Plans are made to survey the employees. Which type of survey would best determine reasons for the employee departures? a. Attitude survey b. Opinion survey c. Performance survey d. Engagement survey

c. Engagement surveys Engagement surveys focus on employee satisfaction, commitment, and morale. Opinion surveys seek to gain opinions on certain processes, and attitude surveys attempt to determine employee perceptions of their working environment.

CSR: For an organization to be considered sustainable, what areas of practice are examined? a. Environmental, social, ethics b. Social, ethics, economics c. Environmental, economic, social d. People, profits, environment

c. Environmental, economic, social Environmental, economic, and social are the three spheres of sustainability.

Learning & Development: It is estimated that one-third of Fortune 500 CEOs have remained in their positions fewer than three years. Which does this indicate about executive development? a. Executives have the people skills and intellect to succeed but lack the personal drive and initiative to manage change. b. Executives have strong people management skills but lack the knowledge and intellect to outperform the competition. c. Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships. d. Executives are open to change and have the skills to succeed but are not getting honest feedback about their performance.

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

HR Strategy: Which activity is critical to ensure that strategy is implemented effectively? a. A project manager is assigned to develop a formal communication plan. b. The executive sponsor conducts a web conference to show leadership support. c. Feedback on strategic initiatives is obtained on a regular basis from all parts of the organization. d. The timeline of the strategic objectives is communicated broadly.

c. Feedback on strategic initiatives is obtained on a regular basis from all parts of the organization Effective strategic implementation requires two-way communication: communication of the strategic objectives and plans to the organization and feedback from the organization to those plans. The communication plan for strategic initiatives should include ongoing opportunities for feedback. This enhances understanding and improvement of the strategy.

Org. Effectiveness & Development: What would indicate a cultural shift as a result of an organization and employee development change initiative? a. Number of cultural assessments collected b. Summarized focus group data for management c. Fewer product returns due to quality issues d. Consensus on key cultural issues

c. Fewer product returns due to quality issues Organization interventions set measurable objectives so that the effectiveness of the intervention can be assessed. The objectives are related to the efficiency of the intervention in making change and its effectiveness in helping the organization achieve the desired performance. In this case, fewer product returns are a measurable result of activity and are aligned with an organization's strategic goals.

Talent Acquisition: Which onboarding activity would be the best way to help a management new hire understand and navigate the cultural and political landscape of the organization during the first 90 days on the job? a. Assigning meaningful work as soon as possible and clearly communicating responsibilities b. Regularly assessing professional development goals and formally tracking progress c. Fostering organizational relationships and providing frequent opportunities for open discussions d. Providing training on internal systems and general operating practices

c. Fostering organizational relationships and providing frequent opportunities for open discussions Onboarding should enable new employees to understand the organization they have joined. Such onboarding activities assist in a smooth transition and integration into the management position.

Employment Law: Which is a critical component of maintaining electronic employee records as opposed to paper-based records? a. File organization b. Level of legally required documentation c. Frequent backups of all data d. Security of data

c. Frequent backups of all data Frequent backup of electronic employee records is required for protection against data loss or corruption. The other choices apply to both paper-based and electronic record-keeping systems.

Talent Acquisition: Which best describes the process of sourcing? a. Implementing a selection process that supports globalization b. Identifying competencies to develop a global workforce c. Generating a pool of qualified applicants d. Determining which employees are ready for international assignments

c. Generating a pool of qualified applicants Sourcing is the process by which an organization generates a pool of qualified applicants. It is an ongoing process that must be integrated with other functions of the staffing process.

Org. Effectiveness & Development: What is the primary obstacle that must be avoided during the norming phase of team formation? a. Lack of trust b. Limited communication c. Groupthink d. Interpersonal conflicts

c. Groupthink During the norming phase, the team members unite behind rules and processes. The major obstacle here is groupthink, which occurs when members value a shared identity so much that innovation and creative problem solving (which may entail disagreement) is hampered.

Structure of HR: A manager has lost several staff members to a competitor in the last quarter however continues to meet team targets. Which type of report can HR share to ease this manager's dismay over losing staff members? a. Key talent retention b. Success ratio c. Human capital value added d. Turnover cost/rate

c. Human capital value added Human capital value added shows the productivity of retained employees, due perhaps to HR processes such as training for employees and supervisors and compensation strategies. This metric will increase since revenue will be divided by a smaller number of employees.

Structure of HR: Which is the most desired outcome of an HR audit? a. Recognition of HR's role as a credible business partner b. Confirmation that adequate controls have been established. c. Identification of areas of the function where performance could be improved d. Increase in the organization's efficiency

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

HR Strategy: After a company lays off 40% of its workforce, organizational output decreases by 20%. In order to better understand these changes, the HR director tasks the HR manager with improving the employee attitude survey response rate by 15% in the next quarter. What should the HR manager do first? a. Conduct a focus group to determine why people are not responding to the survey. b. Request that the CEO send a memo to all staff explaining the reason for the layoffs. c. Identify the survey response rates before the layoff to note any trends. d. Offer a group bonus to all employees if a target response rate on the survey is reached.

c. Identify the survey response rates before the layoff to note any trends. Response rates need to be compared before any further action should be taken. Offering group bonus incentives, forming a focus group, and having the CEO send a memo should occur after the response rates have been compared.

Risk Management: The vice president of operations has asked the chief human resources officer (CHRO) to determine the risk levels across the organization's three offices. With the help of the HR team, the CHRO conducts surveys, interviews, and focus groups to collect data. During which phase of the risk management process are these activities occurring? a. Evaluating risks b. Analyzing risks c. Identifying risks d. Managing risks

c. Identifying risks Surveys, interviews, and focus groups are methods used to identify risks. The organization must first identify the risks so that they can be analyzed, evaluated, and then managed.

HR Strategy: Which represents the best use of the balanced scorecard in strategic planning? a. Establishing internal strengths and weaknesses b. Demonstrating potential return on investment c. Identifying significant strategic objectives d. Supporting financial reporting of tangible assets

c. Identifying significant strategic objectives. The balanced scorecard can help leaders identify the key drivers of the organization's past and continued success. These drivers can then be used to develop strategies to achieve those goals.

HR Strategy: During which stage of strategic planning do managers develop action plans and assign projects? a. Manipulation b. Formulation c. Implementation d. Evaluation

c. Implementation During the strategy implementation phase of strategic planning, the plan is put into action. Managers develop action plans and allocate resources toward achieving organizational objectives.

Risk Management: Which best identifies the outcome of requiring all employees to be trained in business continuity and disaster recovery plans? a. Decreased risk of occurrence of risk events b. Decreased size of risk management budgets c. Increased confidence among organization stakeholders d. Increased risk of poor public relations

c. Increased confidence among organization stakeholders Preparation for crises and business interruptions demonstrates quality management practices and would boost stakeholder confidence and public image. It would not affect the likelihood of occurrence, nor would it decrease risk management budgets.

Technology Management: Which technology has the biggest impact on benefits administration? a. Streaming video b. Wireless communication c. Internet access d. Virtual reality technology

c. Internet access Benefits administration has gone from a paper-driven process to an online process. Employees can access an employee self-service portal from remote locations at any time of the day via the Internet.

Org. Effectiveness & Development: When considering major changes in the performance appraisal process, which approach would be most helpful in obtaining commitment from managers? a. Coaching managers on effectively using the new process b. Evaluating the ongoing organizational effectiveness and development effort c. Involving managers in determining what changes should be made d. Conducting isolated actions that best suit each manager's business unit

c. Involving managers in determining what changes should be made The first stage of designing an organizational effectiveness and development intervention requires an understanding the challenges. This would include determining the target audience's readiness for the upcoming change. In this case, soliciting management's input is a way to determine their readiness and commitment. Managers then could be involved in the design, implementation, and evaluation of the new performance appraisal process.

Employment Law: How does the Weingarten case apply to an investigatory meeting to obtain information that is the basis for disciplinary action? a. It encourages union representatives to tell workers to not answer questions. b. It confirms that a member of management can conduct the meeting alone. c. It allows a union representative to be present during the meeting. d. It protects the investigation through attorney-client privilege.

c. It allows a union representative to be present during the meeting The Weingarten case gave union workers the right to request the presence of a union representative at an investigatory meeting (a meeting whose purpose is to gather facts). Friends, relatives, or an attorney may not be present. These rights apply only to an investigatory interview, not to meetings that impose disciplinary action.

Total Rewards: What is true of a lead-lag market competition pay strategy? a. It leads the market on base pay and bonuses but lags the market on other benefits. b. It leads the market on base pay but lags the market on bonus eligibility. c. It leads the market during the first half of the fiscal year and lags the market during the second half. d. It leads the market during the first half of the calendar year and lags the market during the second half.

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

Talent Acquisition: An organization is in the process of updating its compensation system and has started the task of evaluating jobs and grouping those with similar duties together. Which documents would be most useful for this purpose? a. Job specifications b. Questionnaires c. Job descriptions d. Performance objectives

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

Learning & Development: Factory workers from the assembly department are assigned to the shipping department every other week. Which type of career development program are these workers participating in? a. Replacement planning b. Job enrichment c. Job rotation d. Mentoring

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

Total Rewards: What job evaluation method assesses the responsibilities and requirements of each job and its relationship to other jobs in the organization? a. Market-based b. Survey-based c. Job-content-based d. Quantitative

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

Workforce Management: Which technology has the primary mission of sharing information in meaningful ways to augment employee performance? a. Talent management systems b. Human resource information systems c. Knowledge management systems d. Project management systems

c. Knowledge management systems Knowledge management systems are increasingly popular as a knowledge-sharing tool in organizations. These systems facilitate access and exchange of information, expertise, and learning throughout the organization.

Technology Management: HR works with IT to develop policies and procedures for Internet use and social media posts on the organization's network. Which best describes the impact of this policy? a. Increasing productivity and eliminating outside distractions b. Facilitating the monitoring of employee work practices c. Limiting legal liability and ensuring data security d. Preserving the organization's employee value proposition

c. Limiting legal liability and ensuring data security Policies restricting access to certain websites (e.g., sexual content) aim at managing risk to the organization's data security posed by questionable sites. The policy may also deter downloading of materials that could be used to harass other employees and pose legal liabilities for the organization. This policy is not aimed at increasing productivity or monitoring activity. It may indirectly preserve the organization brand by preventing problems, but this is not its primary purpose.

Learning & Development: How can management best establish a culture that values career development in an individual development plan (IDP)? a. Have supervisors coach employees on career concerns. b. Assign employees responsibility for their own IDPs. c. Link career development to business objectives. d. Ask HR to implement career paths for employees.

c. Link career development to business objectives Although all of the options may help to establish a career development culture, actions taken by senior management that link career development to organizational goals will have the greatest impact.

Talent Acquisition: As part of new hire orientation, each new employee is assigned to a more experienced employee as an onboarding "buddy." What should be the primary role of the buddy? a. Developing the new employee's strengths, offering encouragement, and being a trusted advisor b. Training the new employee, communicating performance standards, and providing evaluations c. Making the new employee feel welcome, answering questions, and helping navigate the organization's culture d. Sharing skills, knowledge, and expertise with the new employee

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

Structure of HR: What is the primary function of executive management? a. Serve as the primary interface with the organization's stakeholders b. Implement strategy c. Manage core business functions and their effect on the organization's performance d. Lead the organization through a shared vision and the values

c. Manage core business functions and their effect on the organization's performance Executive management is primarily responsible for using the organization's resources to improve its value. This means creating strategies that align with external and internal environments and working with each business function to maximize a return on resources allocated to that function. Core business functions create and implement their own strategies in alignment with the organization's strategy. Executive management may be the primary interface with investors, but the administrative functions, such as public relations and government relations, interface with those groups. Leading a vision is critical to achieving a strategy and is in that sense a secondary responsibility of executive management.

Learning & Development: A hospital director wants to identify the best candidate for head nurse among currently employed nurses. Which type of assessment would be most effective in evaluating candidates? a. Peer assessment b. Patient assessment c. Manager assessment d. Self-assessment

c. Manager assessment Manager assessments would best identify future potential. The other three answer choices may provide helpful information but would not fully evaluate a nurse's current performance against the future job.

Risk Management: Which best identifies the impact of cognitive barriers on risk management? a. Leadership's example does not motivate good risk management practices. b. Units or functions may not communicate well with each other. c. Managers perceive risks in an outdated manner. d. Teams are rewarded for being risk-averse.

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

Org. Effectiveness & Development: A manager has come to HR because an employee cannot meet production standards. After further investigation, it is discovered that several other employees cannot meet production standards. Records show that all employees have been properly trained and certified. Which action should HR recommend to resolve the issue? a. Documenting underperforming employees with a verbal warning that is a precursor to termination b. Developing a new training program that is mandatory for all employees c. Meeting with each employee to determine the obstacles to production d. Providing remedial training with a different, more-experienced subject matter expert

c. Meeting with each employee to determine the obstacles to production Training is sometimes seen as the solution to all performance problems. In this case, the manager should meet with the underperforming employees to determine why they are not producing. Since other employees are meeting standards after receiving the same training, it may be that there is a different issue that must be addressed.

Engagement & Retention: An organization is experiencing low morale and decreased performance due to recent budget cuts and staff shortages. Which offering should HR recommend to most notably boost morale and performance among employees? a. Flexible work schedules b. New office equipment and work tools c. More communication and feedback d. Certificates of achievement and rewards

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

Employment Law: What best describes the population of the employee workforce that is protected under the National Labor Relations Act (NLRA)? a. Union b. Supervisory c. Nonsupervisory d. Nonunion

c. Nonsupervisory Nonsupervisory employees are covered under the NLRA. Supervisory employees are considered management. Both union and nonunion employees are protected by the NLRA. (It is a common mistake for many employers to believe that only unionized employees are covered.)

Engagement & Retention: A sales manufacturing company has traditionally used paper versions of its employee engagement survey. With a recent expansion to other states, the company has found the paper survey process to be difficult to manage. Which survey method would be most effective for the company in the future? a. Phone surveys b. Mail-in surveys c. Online surveys d. Focused surveys

c. Online surveys Assuming that the workers have access to computers and have at least basic-level computer skills, online surveys have higher response rates due to convenience.

Org. Effectiveness & Development: Which type of OD intervention would best address an assessment that determined a need to increase the performance capability across all levels and departments? a. Work process b. Interpersonal c. Organizational d. Technical

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

Structure of HR: What does an HR audit measure the effectiveness and the efficiency of? a. HR's contribution to the organization's financial status b. Internal customer satisfaction with HR services and quality of delivery c. Policies, practices, procedures, and strategies to support HR's goals d. Transparency and accountability in the use of the HR budget

c. Policies, practices, procedures, and strategies to support HR's goals An HR audit measures the adequacy of HR policies, practices, procedures, and strategies as HR works toward meeting its strategic goals. What an audit measures can vary according to an organization's focus, but in general audits measure effectiveness and efficiency of procedures in delivering outputs of desired quantity, timing, and quality. The audit, for example, could assess compliance with policies about using resources or with procedures designed to ensure alignment with legal requirements or customer service. The HR audit is not like a financial audit (although functional budgets may be audited by internal auditors).

Structure of HR: HR management creates a shared services center for career development counseling. Several months later, management notes high turnover in HR offices throughout the organization. Which is the most likely reason for this outcome? a. Natural elimination of redundant positions b. Strategic workforce management c. Poor management of the extended effects of an organizational change d. Weak organizational communication

c. Poor management of the extended effects of an organizational change Since the employees' departures from the organization were not intended and since they occurred in multiple offices, they may illustrate a 'ripple effect' of the change to a shared service concept that was not anticipated or managed. The creation of the center may have removed a source of job satisfaction and/or valuable career opportunities for HR staff.

Learning & Development: Which conditions encourage a higher retention rate for adult learners? a. Observing someone demonstrating a new skill b. Listening to the experiences of others c. Practicing what they have learned d. Reviewing and visualizing key concepts

c. Practicing what they have learned Immediate use of knowledge increases the retention rate of that knowledge to nearly 90%. Organizations will benefit the most from their investment in development programs if they provide opportunities for employees to immediately apply what they have learned to their work. For example, an employee who attends a class on project management software should attend the class as close to a project start as possible.

Structure of HR: In a sales and marketing environment, what are the 4Ps of marketing? a. Price, push, pull, and place b. Price, product, pull, and place c. Price, product, promotion, and place d. Price, push, promotion, and place

c. Price, product, promotion, and place The responsibility of marketing is often described as managing the 4 Ps: price (how much to charge), product (what to offer), promotion (how to reach potential customers), and place (where or how to sell). Marketing strategies are often characterized as "push" or "pull".

Talent Acquisition: Which tools are used in building an employment brand? a. Industry data b. Organizational structure c. Principles of marketing d.Needs analysis

c. Principles of marketing Job candidates need to be approached in much the same way as prospective customers: carefully identified and targeted, attracted to the company and what it has to offer, and sold on the job.

Employment Law: Which is the best example of a regulation? a. Civil Rights Act of 1964 b. Interpretation of legal matters related to expatriation c. Process by which the Department of Labor clarifies the exempt status of employees d. Fair Labor Standards Act

c. Process by which the Department of Labor clarifies the exempt status of employees Regulations are proposed, adopted, and enforced by administrative agencies. The Civil Rights Act of 1964 and the Fair Labor Standards Act are both examples of statutes. An interpretation of legal matters related to expatriation is an example of an agency guideline.

Global Workforce: What is one thing an organization can do to help ensure a global assignment's success for both the individual and the organization? a. Focus on expatriation rather than repatriation. b. View assignments as an activity rather than a process. c. Provide well-planned, ongoing training and support. d. Select a candidate based on functional competence and communication skills.

c. Provide well-planned, ongoing training and support Ongoing training and support is critical throughout the assignment, not just before. Both expatriation and repatriation require equal attention. Assignments should be viewed as a process, not an activity. All criteria, not just functional and communication skills, should be considered in candidate selection.

Structure of HR: In the balanced scorecard approach to strategic management, which action does the customer value most? a. Monitoring processes to ensure satisfactory outcomes b. Analyzing employee ability to accomplish goals c. Providing quality goods and services d. Designing clear long-range objectives

c. Providing quality goods and services The balanced scorecard measures an organization from four perspectives. The customer perspective captures the ability of the organization to provide quality goods and services, the effectiveness of their delivery, and overall customer service and satisfaction.

Structure of HR: Which administrative task should an HR manager delegate to an HR assistant? a. Ensuring compliance with laws and regulations b. Creating career development plans c. Reconciling benefits d. Conducting interviews

c. Reconciling benefits Reconciling benefits is a transactional activity, which is an administrative task. Conducting interviews and ensuring compliance with laws and regulations are both operational tasks. Creating career development plans is a strategic function of HR.

Employee Relations: Which action is an ombudsperson empowered to take after hearing both sides of a workplace dispute? a. Negotiating a mutually acceptable agreement on behalf of the employee b. Referring the matter for litigation if facts support the finding c. Referring the matter to further alternative dispute resolution (ADR) d. Imposing specific discipline on an employee if facts support the finding

c. Referring the matter to further alternative dispute resolution (ADR) An ombudsperson is a neutral party with limited powers; he or she cannot negotiate for one party. The ombudsperson can investigate the dispute, establish facts, and refer the matter, along with the evidence, to management or to other forms of ADR. The ombudsperson cannot impose a decision or refer the matter for outside litigation.

Global Workforce: A multinational corporation known for its big, premium-priced ultrasound scanners) introduces a cheaper and portable version in emerging markets. The portable scanner creates new markets in small hospitals and for immobile patients. Which globalization force does this exemplify? a. Hyperconnectivity b. Diaspora c. Reverse innovation d. Demographic dichotomy

c. Reverse innovation All of these choices are examples of forces shaping globalization. This scenario describes reverse innovation. Historically, multinationals innovated in developed-economy countries and sold those products in emerging-economy countries. Reverse innovation is doing just the opposite. It is about innovating for or by emerging-economy countries and bringing those products to developed countries.

Engagement & Retention: A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take? a. Review base pay programs to move employees more quickly through the pay ranges. b. Review recruiting practices emphasizing expectations around growth and development. c. Review exit interview data to see if it reflects limited promotional opportunities leading to employees leaving the organization. d. Review current promotional practices to encourage faster advancement for qualified employees.

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

Risk Management: A mining company has had a safety program in place for over ten years. It has been effective in decreasing accidents and injuries. What should HR recommend? a. Consider scaling the program back, since it has apparently changed employee behavior and created a safer workplace. b. End the program and develop an entirely new program. Ten years is too long. c. Review the technology used in the program to see if newer, more effective technology is now available. d. Leave the program as it is, since it appears to be effective.

c. Review the technology used in the program to see if newer, more effective technology is now available Changes in technology may mean that the organization could be better able to detect and deter threats. However, that doesn't mean that the organization should start from scratch with a new program. HR should work to assess the program and look for opportunities for continuous improvement.

Total Rewards: What can an organization do to help it succeed in its pursuit of external pay equity? a. Change to a lead-lag market competition pay strategy. b. Offer a one-time lump-sum bonus to underpaid employees. c. Share salary ranges in internal and external job postings. d. Increase base pay across the board instead of awarding performance bonuses.

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

Workforce Management: Which statement best describes a productive knowledge management system? a. Implementing changes and committing to employee development b. Acquiring knowledge from outside sources to solve problems c. Sharing of organizational learning and reducing knowledge loss d. Supporting new product development and creation of organizational policies

c. Sharing organizational learning and reducing knowledge loss Knowledge management programs typically focus on two key elements: expertise sharing and knowledge retention/reduction of knowledge loss due to employee attrition.

HR Strategy: Which is the difference between a strategic alliance and a joint venture? a. Strategic alliances take longer to create; joint ventures generally happen quickly. b. Strategic alliances create new economic entities; joint ventures create new individual entities. c. Strategic alliances do not involve equity; joint ventures require that both partners contribute equity. d. Strategic alliances are informal agreements; joint ventures are contractual agreements.

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

CSR: Which is a primary business benefit associated with implementation of an employee volunteerism program? a. Developing opportunities for employee recognition b. Expanding skill sets for employees who participate c. Strengthening the company's brand and reputation d. Enhancing sense of camaraderie and teamwork

c. Strengthening the company's brand and reputation While all of these may occur as a result of successfully implementing an employee volunteerism program, they are not all considered business benefits. Strengthening the company's brand and reputation is a business benefit. The others are benefits to the employees and/or the work environment.

Technology Management: Technology automates many HR tasks, shrinking the HR department. Yet, as HR evolves from transactional to transformational work, the workload may increase and become more complex. Staff may complain about being overloaded. Which is the best way to solve this problem? a. Decrease additional spending on technology. b. Outsource customer service related to manager self-service systems to an outside vendor. c. Support training to help HR staff make full use of available technology. d. Reassign tasks according to the staff's technological proficiency levels.

c. Support training to help HR staff make full use of available technology The best solution is to make sure that staff are making good use of all the capabilities that their technology includes. Sometimes staff are not aware of these capabilities or lack confidence in their knowledge. Training will help. Reassigning tasks wastes resources. Resisting technology means not benefiting from its capabilities. Outsourcing customer service will strain relationships with HR's clients as they become less familiar with issues and less visible to their clients.

Workforce Management: As the result of a reorganization, an employer is laying off 20% of its sales employees. Which existing practice will help ensure that the company retains the knowledge of the departing employees? a. Employees are permitted to telework. b. All new hires attend customer service training. c. The sales department maintains a customer database. d. The employer has multiple work locations.

c. The sales department maintains a customer database The sales department's customer database is an effective way to store and share information. The other answers do not necessarily influence whether knowledge is captured.

Workforce Management: Which type of social sharing of knowledge can allow an organization to increase its brand perception with the general public? a. Mentoring b. Coaching c. Thought leadership d. Benchmarking

c. Thought leadership Thought leadership allows organizations to magnify their impact in chosen areas by influencing other organizations in the industry to adopt their stance, and it may increase brand perception with consumers.

Total Rewards: How should an HR leader evaluate an organization's return on labor expenses? a. By reviewing the overall employee output compared to the overall sales revenue b. By adding salaries, overtime, benefits, and bonuses and then dividing by total costs c. Through a well-crafted pay-for-performance program that measures performance compared to goals d. By the number of high performers compared to low performers in the organization

c. Through a well-crafted pay-for-performance program that measures performance compared to goals. A well-crafted and executed pay-for-performance program allows an organization to evaluate the return on labor expenses.

Global Workforce: How does hyperconnectivity assist an organization in achieving its strategic goals? a. Through the interconnection of all PESTLE forces: political, economic, social, technological, legal, and environmental b. Through the significant increase in the speed of broadband connections c. Through the digital interconnection of people and things at any time and any place d. Through the economic interconnection between emerging and developed economies

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

CSR: Which is the most important reason for a global organization to have a values-based corporate social responsibility (CSR) strategy? a. To build a better corporate brand b. To avoid business scandals c. To create a foundation to make ethical decisions d. To be in compliance for local legislation

c. To create a foundation to make ethical decisions The values established create the foundation for ethical decisions. Avoiding business scandal, being in compliance, and building a better brand can also be considered reasons, but the values-based CSR strategy is the key to all decisions.

CSR: A small but growing organization is just beginning to build its corporate social responsibility (CSR) program. Which objective would be most appropriate for the organization at this stage? a. To develop an annual auditing tool for recipients of the organization's support b. To place senior executives on boards of prominent nonprofits in the local area c. To develop a CSR program that is aligned with the organization's business strategy d. To find local nonprofits that merit financial support and that share the same values

c. To develop a CSR program that is aligned with the organization's business strategy CSR has moved up the sustainability maturity curve. In the past, CSR was seen as a tactical, public relations–centered way to "pay back" or do good, or a compliance activity, or a defensive maneuver to protect a company's reputation and share value. It has changed to a strategic approach that is fully integrated into an organization's mission and core business strategies. The starting point for any CSR strategy is thus to align CSR goals with core business goals.

Org. Effectiveness & Development: What is the role of an HR professional attending a meeting in a work unit that is struggling to implement recent changes? a. To take no role and allow the unit's leader to take action b. To offer to modify work processes c. To engage the group in solving issues that have arisen d. To reinforce management's goal in the change

c. To engage the group in solving issues that have arisen The HR professional adds value in this OED engagement by using group process skills to facilitate problem solving. The group will be more successful in implementing solutions that they have helped develop. The team is probably aware by this point of management's goal in making the change. The HR professional is not sure yet that work processes are the team's issue. By avoiding involvement, the HR professional would be not be fulfilling HR's role to improve the organization's effectiveness.

Employment Law: How does the Veterans Opportunity to Work (VOW) to Hire Heroes Act amend the Uniformed Services Employment and Reemployment Rights Act (USERRA)? a. VOW defines employers' reemployment obligations, including timing of reemployment and discharge restrictions. b. VOW gives employees on military leave the same seniority-based benefits they would have received had they not taken leave. c. VOW recognizes claims of a hostile work environment on account of an individual's military status generally. d. VOW requires that military leave doesn't create a break in service for retirement plan purposes.

c. VOW recognizes claims of a hostile work environment on account of an individual's military status generally. VOW amends USERRA to recognize claims of a hostile work environment on account of an individual's military status generally. All other options are part of the initial USERRA regulatory provisions.

CSR: How have corporate social responsibility (CSR) strategies evolved in corporations? a. The strategies are intended to create visibility for the organization. b. The strategies are tied to the organization's net earnings. c. Values and goals have been redefined based on CSR principles. d. The involvement of less-senior employees is required.

c. Values and goals have been redefined based on CSR principles In many corporations, CSR principles have matured as a strategic approach that is fully integrated into an organization's mission and core business strategies.

Workforce Management: When is knowledge management most productive? a. When it develops new procedures and creates organizational policies b. When the organization implements change and commits to employee development c. When it focuses on sharing organizational learning and reducing knowledge loss d. When it focuses on acquiring knowledge from outside sources and solving problems

c. When it focuses on sharing organizational learning and reducing knowledge loss Knowledge management programs typically focus on two key elements: expertise sharing and knowledge retention/reduction of knowledge loss due to employee attrition.

Global Workforce: What document legally authorizes a person to take employment in another country? a. Immigrant visa b. Residence permit c. Work permit d. Nonimmigrant visa

c. Work permit A work permit is the official document giving a foreigner permission to take a job in a country.

Workforce Management: HR professionals must anticipate future talent needs as well as plan for the future employee talent pool. Which key factor typically contributes to an anticipated shortage in the labor pool? a. Abundance of knowledge workers b. Less diverse workforce c. Workforce skewed toward older employees d. Less reliance on contingent workers

c. Workforce skewed toward older employees When older employees represent a large portion of an organization's workforce, the organization can anticipate talent shortages as these employees reach retirement age. The amount of diversity and an abundance of knowledge workers do not contribute to a labor shortage. A labor shortage will force greater reliance on contingent workers.

Employment Law: What is the general minimum eligibility requirement set by ERISA for employer-sponsored 401(k) plans? a. 18 years of age, working at least 21 months b. 18 years of age, working at least 13 months c. 21 years of age, working at least 18 months d. 21 years of age working at least 12 months

d. 21 years of age working at least 12 months The minimum eligibility requirement under ERISA is the attainment of 21 years of age and 12 months of service. An employer can lower the requirement (for example, to 19 years of age or ten months of service), but it cannot raise the minimum.

Workforce Management: In which scenario would having a knowledge management program be beneficial to an organization? a. Employees volunteer at a charitable event on the weekend. b. An employer is implementing an education reimbursement policy. c. An organization is increasing the employer premium share of its medical insurance plan. d. A company's workforce has a large percentage of employees nearing retirement age.

d. A company's workforce has a large percentage of employees nearing retirement age A knowledge management program would be beneficial in an organization that has a large percentage of employees nearing retirement age; this will allow the organization to retain the departing employees' institutional knowledge. The other answers do not require knowledge use, retention, or transfer.

Employee & Labor Relations: Which is a core labor standard of the International Labour Organization? a. Prohibition of forced military service b. Guaranteed address of worker grievances c. Workers' right to strike d. Age limits for hazardous work

d. Age limits for hazardous work One of the eight core International Labour Organization standards prohibits hiring children too young to have completed compulsory schooling and employing those under 18 in hazardous work.

HR Strategy: A small publishing firm feels they are too small to benefit from strategic planning. Which short-term benefit is the best choice for HR to influencing leaders to begin the strategic planning process? a. Improve employee satisfaction and morale b. Identify conflicts of interest c. Increase corporate social responsibility d. Allocate resources more effectively

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

Workforce Management: The staffing plan turns analysis data and organizational objectives into reality. What type of analysis is most likely to be considered in the development of a global staffing plan? a. Trend analysis to predict future requirements based on experience b. Performance evaluations to assess performance against goals and objectives c. Process analysis to decrease costs or while improving effectiveness d. Analysis to determine gaps between current and future staffing requirements

d. Analysis to determine gaps between current and future staffing requirements One of the first steps in developing a global staffing plan is determining the gap between the current staffing situation and future staffing requirements. A trend analysis also may be useful as input to a staffing plan, but estimating future requirements based on experience may not adequately reflect changes in the staffing environment or corporate strategy.

Total Rewards: During a workforce planning session, HR identifies that within 5 years, 25% of the workforce will be nearing retirement age. The organization wants to ensure that there is steady recruitment of a new generation. Which activity during the benefits needs assessment is most relevant to the recruitment strategy? a. Review the strategy of the organization's competitor. b. Review the organization's management structure. c. Analyze the workforce demographics. d. Analyze the utilization data on all benefit plans.

d. Analyze the utilization data on all benefit plans Analyzing the utilization data on all benefit plans could result in changes to the benefit mix based on the demographics and possible elimination of underutilized or high-cost plans for the aging workforce. Reviewing the competitor's strategy or the organization's management culture is not part of the benefit needs assessment activity. It is assumed that the workforce demographics have already been analyzed to identify the population nearing retirement age.

Employee Relations: The HR director and union representatives are unable to resolve a formal grievance at either the local or national level. What is the next step in the formal grievance process? a. Withdrawal of grievance b. Individual bargaining c. Further negotiation d. Arbitration

d. Arbitration Arbitration is the next step when the internal grievance processes have been unsuccessful at resolving the matter. Individual bargaining is not permissible if there is a collective bargaining agreement. Withdrawing the grievance is not likely if the employee or union believes there is still an unresolved issue. Further negotiation is not likely to work if the negotiations have moved beyond both the local and national grievance levels.

Org. Effectiveness & Development: A manager has organized a team to assist with planning an event. At a meeting, one of the team members complained, dominated the discussion, and resisted each new suggestion. Which strategy should the manager use to control this behavior? a. Praise the team member for his contributions and encourage him to stay engaged. b. Model the desired behavior during future team meetings. c. Implement a progressive discipline plan to correct the behavior. d. Assess the team member's behavior and follow up with him through discussion and coaching.

d. Assess the team member's behavior and follow up with him through discussion and coaching There are three types of roles individuals play in groups: task, social, and dysfunctional. It is necessary to understand the roles at different steps in the group process. Make sure these roles are present when needed and managed when they obstruct progress.

Technology Management: What is the first step in an HRIS implementation? a. Soliciting vendors b. Evaluating available systems c. Selecting a project committee d. Assessing organizational needs

d. Assessing organizational needs Needs must be determined before selecting a project committee, soliciting vendors, or evaluating available systems. The organizational needs will drive what vendors are selected and what systems will be reviewed.

Talent Acquisition: For some supervisory and managerial openings, recruiters use work samples of job situations that include individual and group activities, in-basket exercises, and work-related performance tests to evaluate a candidate's abilities. The results are reviewed by a panel of trained assessors. What is this assessment method called? a. Practical exercise b. Cognitive ability test c. Aptitude test d. Assessment center

d. Assessment center Assessment centers are a method of evaluating candidates who are presented with content-valid workplace situations to which they respond and who are then evaluated on their responses.

Risk Management: How often should an organization review the components of its enterprise risk management framework? a. Every three years b. Only if a major incident has occurred c. When a new strategy is developed d. At an agreed-upon and regular interval

d. At an agreed-upon and regular interval Components of an organization's risk management framework should be reviewed at an agreed-upon and regular interval as well as after major incidents.

Structure of HR: Which tasks should an HR department outsource in order to focus on strategic activities? a. Information technology b. Employee orientation and engagement c. Talent acquisition and development d. Benefits and payroll administration

d. Benefits and payroll administration Benefits and payroll administration are low in strategic value and can be effectively outsourced to third-party vendors. Talent development, employee engagement, and information technology are strategic activities that should be handled internally.

Technology Management: An economic comparison of options for a new applicant tracking system shows that the cost of the system best suited to meet the organization's long-term goals exceeds the amount management has budgeted. What should the HR manager present to management to support the purchase of the more expensive system? a. Marketing plan b. HR forecasting c. SWOT (strengths, weaknesses, opportunities, threats) analysis d. Business case

d. Business case Business cases outline the allocation of organizational resources to strategic initiatives (such as applicant tracking systems). Marketing plans provide an overview of the business's marketing and advertising goals. Neither a SWOT analysis (an identification of an organization's internal strengths and weaknesses and external opportunities and threats) nor HR forecasting (the projection of labor needs and their effects) would convince management to spend more than the original budget on a new applicant tracking system.

Global Workforce: How does the demographic dichotomy bring new attention to generational differences? a. By enhancing investment opportunities into equipment and organizations for a younger generation b. By encouraging innovation in emerging markets and importing that knowledge to developed markets c. By allowing for mass migration of individuals from their homeland to multiple destinations d. By identifying educational skills and deficits between emerging and developed economies

d. By identifying educational skills and deficits between emerging and developed economies In the growing demographic dichotomy, developed countries are facing an aging workforce while emerging economy workforces are much younger. Globalization has brought new attention to generational, as well as cultural, diversity.

Structure of HR: How can HR add the most value in the strategic planning process? a. By serving as the facilitator for the planning sessions b. By critiquing the finished plan for alignment with corporate goals c. By recruiting other personnel to take part in the process d. By identifying the HR implications of the company's strategy

d. By identifying the HR implications of the company's strategy HR can provide the most value by ensuring that all HR implications are identified and fully considered. To do this, HR must be involved in the early stages of strategy development so they can be aware of and influence the organizational goals. HR also brings knowledge of the internal and external environments in which the company operates.

Talent Acquisition: How do robust orientation and onboarding activities contribute to a new hire's engagement? a. By eliminating the need for formal or informal mentoring systems b. By lessening the likelihood of workplace bullying and discrimination c. By supporting equal employment opportunity practices in the organization d. By providing employees with tools and strategies to be successful

d. By providing employees with tools and strategies to be successful Orientation and onboarding include processes that allow new employees to learn about the organization, its structure, and its vision, mission, and values as well as to complete new-employee paperwork relative to benefits and legal documents such as non-compete agreements, at-will statements, and employee handbooks. Employee engagement is partially determined by the new employee's treatment during the first 30 to 90 days of employment. A solid strategy will help build on that loyalty and help with retention and engagement issues throughout the employee's tenure. Mentoring and/or a buddy system may be part of orientation and onboarding.

Learning & Development: The 70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. Which type of experience does the 70 in the model represent? a. Developmental relationships b. On-the-job training c. Coursework and training d. Challenging assignments

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

Learning & Development: Which factor has the greatest impact on maintaining peak performance? a. Risk management b. Cultural obstacles c. Training opportunities d. Challenging assignments

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

Employment Law: What source of law ensures that the same principle applied in one court decision is used to make future legal determinations? a. Executive orders b. The Constitution c. Agency guidelines d. Common law

d. Common law Common law is the source of law that establishes legal precedent. The other responses also offer legal protection but are not derived from court decisions.

Employee Relations: Which action can be taken by HR to help prevent industrial actions? a. Hiring outside counsel for handling grievances b. Negotiating a provision in contracts against sympathy strikes c. Eliminating the peer panel program for dispute resolution d. Communicating the perspective of employees to management

d. Communicating the perspective of employees to management. HR can help managers and supervisors understand how employees might view the employer's behavior. HR can also educate management about what honoring the contract requires and how to avoid behavior that may be perceived as bullying.

Total Rewards: When conducting a benefits needs assessment, what is the next step HR should take after analyzing the design and utilization data for all benefit plans? a. Review the organization's total rewards philosophy, compensation approach, and related objectives. b. Review the organizational strategy to align with the current benefits offered. c. Analyze the current and projected demographics of the organization's workforce. d. Compare organizational needs, employee needs, and current benefit offerings.

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

Risk Management: Which training method is best used for training employees on an emergency response plan? a. Scheduling employee participation meetings b. Showing training films, webinars, and videos c. Providing precise, easy-to-read manuals d. Conducting drills and role plays

d. Conducting drills and role plays The best way to practice any skill is to actually do the tasks involved. This also holds true for training in emergency response plans. If having the entire plant take part in the drill poses a production issue, parts of the plan can be drilled at a time.

HR Strategy: An international discount supermarket chain's competitive strategy is to provide the lowest-price products by minimizing operational overhead. Which generic competitive strategy is it using? a. Focus b. Differentiation c. Value chain d. Cost leadership

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

HR Strategy: A project manager must form a cross-departmental team to implement a new program. Which steps should be taken first to ensure that the project is completed on time and in scope? a. Select team members, review qualifications, gain corporate support, and evaluate performance to date. b. Gain stakeholder support, secure project funding, develop use case analysis, and communicate results. c. Measure performance, communicate roadblocks, reset project schedule, and request additional support. d. Define tasks, communicate expectations, assign tasks, and monitor progress.

d. Define tasks, communicate expectations, assign tasks, and monitor progress Defining tasks, communicating expectations, assigning tasks, and monitoring progress are the first steps in the project management process. The other answer choices are incorrect because the steps listed within them occur either before the task force is assembled or after the initial launch of the project.

Structure of HR: Why is it important for an HR director to establish internal partnerships with the managers of each business unit? a. Approve the majority of requests from the business units b. Acquire the support of the business units when necessary c. Make future decisions without input from the business units d. Demonstrate how HR can provide business unit value

d. Demonstrate how HR can provide business unit value Building strong partnerships between HR and business units allows HR professionals to illustrate how they can help the units with HR-related issues such as staffing and performance appraisals. Partnerships also increase HR's understanding of other business unit operations by providing them with an expert contact in each area. By building these partnerships, HR professionals create environments where future decisions are made collaboratively and support between departments is reciprocal.

Total Rewards: An HR manager discovers a discrepancy between the organization's current compensation policy and the laws of the location the organization operates in. Which is the best first step the HR manager should take to address this? a. Ask the CEO his opinion on what approach is best. b. Investigate regulations that most benefit the organization. c. Request that the governmental agency provide a recommended approach. d. Determine which regulation most benefits the employee.

d. Determine which regulation most benefits the employee The general rule is to follow the regulation that most benefits the employee. This needs to happen as a first step in order to be able to analyze the impact to the organization and provide an effective recommendation to the CEO and other organizational leaders (demonstrating the Consultation competency).

Talent Acquisition: Which is a potential challenge in trying to build a strong global employment brand? a. Importance of trust and reliability in sustaining the employment brand b. Brand being dependent on the web and many countries having limited access c. Direct link between the consumer and the employment brand d. Different value that countries and cultures may place on different things

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

Employment Law: What is a key employer responsibility under the Occupational Safety and Health (OSH) Act? a. Permanently display all relevant OSHA standards at all workstations in multiple languages. b. Provide copies of the OSH Act and relevant standards to every new employee at the time of hire. c. Provide personal protective equipment, including prescription eyewear, at employer expense. d. Display the OSHA poster in a conspicuous place where it can be seen by all employees.

d. Display the OSHA poster in a conspicuous place where it can be seen by all employees The OSHA poster must be displayed in a conspicuous place where it can be seen and read by all employees. A copy of the OSH Act must be made available to employees upon request, but the act does not specify that it must always be provided at the time of hire. Employers must provide personal protective equipment at the organization's expense, except for prescription eyewear and footwear that can be used off the job. OSHA citations must be posted at the worksite where an alleged violation has occurred, but permanent display of OSHA standards at all workstations is not required.

Employee Relations: What advice would you give an HR colleague facing an employee grievance in a unionized environment? a. Immediately escalate the matter to the vice president of HR. b. Agree to change some work rules to settle the grievance. c. Try to exclude the union representative from all meetings. d. Document all grievance meetings and take notes.

d. Document all grievance meetings and take notes The best advice is to document all meetings related to the grievance, since individual grievances can become the grounds for union reactions.

Learning & Development: Which program gives technical workers the ability to earn as much as they would in a management position? a. Perquisites b. Maturity curves c. Pay for performance d. Dual career ladder

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

CSR: An organization is moving from employees working in silos to a team environment. Which corporate social responsibility activity best supports this initiative? a. Joining an internal committee b. Outside training c. Team building d. Employee volunteerism

d. Employee volunteerism All activities listed will help with employees learning to work within a group, but employee volunteerism is the only one that can be part of a corporate social responsibility activity.

Learning & Development: What positive outcome will result from coaching high-potential employees? a. Employees will be less engaged in their current jobs. b. Employees will change jobs less frequently. c. Employees are more likely to leave the organization. d. Employees will contribute more effectively to the organization.

d. Employees will contribute more effectively to the organization Coaching high-potential employees allows them to contribute more frequently and more effectively to the organization. It also reduces turnover and creates employees with skills the organization needs now and in the future.

Employment Law: Which activity is prohibited by the National Labor Relations Act (NLRA)? a. Yellow-dog contracts b. Arbitrary injunctions c. Collective bargaining d. Employer domination of unions

d. Employer domination of unions The NLRA attempted to balance the interests of management and labor and prohibited the employer from unfair labor practices such as union domination. The NLRA did not prohibit collective bargaining; it established mandatory subjects for collective bargaining.

Employee Relations: Which is an appropriate action for HR during an investigation into charges of discriminatory employment practices? a. Conduct an HR audit. b. Provide the accused party with legal representation. c. Involve local law enforcement. d. Ensure confidentiality as much as possible.

d. Ensure confidentiality as much as possible Initially supporting a timely investigation and then ensuring confidentiality as much as possible is the best course of action for HR.

HR Strategy: How should an HR leader best address HR as a cost center? a. Charge other core business functions for HR services b. Reduce HR fixed costs while maintaining control over variable costs c. Increase HR operational efficiency in recruitment and retention d. Ensure that HR services are aligned to the organizational strategy

d. Ensure that HR services are aligned to the organizational strategy The best response to this perception is to demonstrate the strategic value of HR services such as recruiting and onboarding. Increasing efficiency and decreasing costs will not change the organization's financial structure. Charging for HR services is a management decision.

CSR: Why is ethics an intrinsic part of a corporate social responsibility program? a. Ethics is based on laws and regulations. b. Ethics increases external stakeholders' influence. c. Ethics allows for the adherence to the letter of the law. d. Ethics dictates behavioral guidelines for an organization.

d. Ethics dictates behavioral guidelines for an organization Ethics is a set of behavioral guidelines an organization expects all to follow. Compliance is based on laws and regulations and allows for adherence to the letter of the law.

Engagement & Retention: An engineering company aspires to have a culture that supports a family-friendly environment. What work/life program would support such a culture? a. Family movie night b. Financial planning c. Wellness program d. Family assistance program

d. Family assistance program Work/life programs help employees balance the demands of their work and home lives. Family assistance programs provide a variety of family resources and support, including child-care and elder-care assistance.

Total Rewards: Which is the most important factor an HR leader should use when planning pay increases? a. HR workload b. HR systems c. Employee support d. Financial implication

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

CSR: HR has been charged with benchmarking the organization's sustainability performance against that of its global competitors. Which resource will best help HR accomplish this? a. OECD Guidelines for Multinational Enterprises b. ISO 26000 c. United Nations Global Compact d. GRI Sustainability Reporting Standards

d. GRI Sustainability Reporting Standards The GRI Sustainability Reporting Standards enable meaningful and consistent comparisons of organizations' sustainability performance.

Technology Management: Which action should HR take in order to fully realize the benefits of workplace data analytics? a. Use dashboards as tools to review relevant data. b. Use only data gathered by HR professionals. c. Eliminate real-time data processing tasks in the office. d. Gather good-quality data to make relevant decisions.

d. Gather good-quality data to make relevant decions Data analytics is the process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions. The challenge of data analytics for HR is to identify what data should be captured and how to use the data to model and predict capabilities so the organization gets an optimal return on investment on its human capital.

Org. Effectiveness & Development: At the request of senior management, an HR manager is assigned to solve a problem with a critical product development team. The manager has little information other than the fact that the team has fallen significantly behind schedule and the project leader is inexperienced. What should the HR manager do first? a. Implement conflict resolution skills for the entire team immediately. b. Arrange for the project leader to be coached in project management skills. c. Add a consultant to the team who is expert in group facilitation. d. Gather information through interviews and observation of the team at work.

d. Gather information through interviews and observation of the team at work The first step should be understanding the reason for the issue and whether it can be solved by improving team effectiveness. It may be that the delays have been caused by external factors or that the schedule was unrealistic from the beginning. Interviews and observation will provide data for the HR manager to identify and eliminate possible causes.

Employment Law: What U.S. employer action does the Patient Protection and Affordable Care Act (PPACA) require? a. Cover employees' adult children up to age 28. b. Establish annual limits on essential health benefits for employees. c. Provide notices of material changes up to 90 days prior to the start of open enrollment. d. Give plan participants a summary of benefits and coverage prior to an enrollment change.

d. Give plan participants a summary of benefits and coverage prior to an enrollment change Under the PPACA, employers are required to provide plan participants and beneficiaries with a summary of benefits and coverage prior to enrollment or reenrollment. The requirement to provide notices of material changes is 60 days in advance of the effective date of change, and the requirement for coverage of adult dependents is 26 years of age. Establishing limits on essential health benefits is prohibited.

Global Workforce: Which statement characterizes globalization? a. Developed economies play an increasingly dominant role in globalization b. Global interconnections reached a peak in the 1980s and 1990s and have since decreased c. Technology has become the single shaping force in globalization d. Global markets, economies, and technologies are increasingly interconnected

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

CSR: A cosmetics company that denounces animal testing as a primary part of its branding was recently reported to be working with suppliers that routinely test on animals. Which aspect of the corporate social responsibility (CSR) strategy is misaligned? a. Social b. Environment c. Compliance d. Governance

d. Governance An organization with good governance is transparent and accountable at each level and function. By buying from suppliers that test on animals, the organization is intentionally deceiving consumers and being opaque rather than transparent.

Employment Law: What type of visa is necessary for employers to hire and retain highly skilled foreign workers, usually those working in specialty occupations that require theoretical or technical expertise in specialized fields? a. L-1 b. B-1 c. F-1 d. H-1B

d. H-1B H-1B nonimmigrant work visas are the most commonly sought by U.S. employers. The U.S. employer must petition for entry of the employee based on their need for a non-U.S. resident employee in a professional-level position.

Technology Management: An HR function has purchased applicant tracking software that allows external recruiters to access certain areas of the organization's information system. Throughout the purchasing process, HR has excluded the IT function. What is a possible outcome? a. The applicant tracking system will not meet the HR organization's needs. b. The applicant tracking system will not work properly. c. The vendor will refuse to implement the new system. d. IT refuses to allow the software to be loaded into the system.

d. IT refuses to allow the software to be loaded into the system HR's approach to this project does not recognize IT's responsibilities and needs. IT may refuse to allow the system to be installed on a shared system out of concern for security and incompatibilities or because they cannot estimate the demand the additional technology will have on IT's support resources.

Risk Management: Which is the most appropriate example of risk mitigation? a. Requiring vaccination programs for assignees b. Training interviewers about proper questions to ask during hiring interviews c. Requiring criminal background checks for applicants d. Implementing an emergency communication system for assignees

d. Implementing an emergency communication system for assignees A risk mitigation strategy seeks to reduce the negative impact of an event. A communication system cannot prevent crises, but it can decrease stress and reduce assignees' exposure to threats.

Total Rewards: An organization conducts a pay survey and finds that some of its key employees are underpaid. They want to raise the pay for these employees but are concerned about adding to their salary burden. Which of the following is their BEST option? a. Cost-of-living adjustments b. Market-based increases c. Step-rate adjustments linked to performance d. Incentive pay

d. Incentive pay By definition, incentive pay is paying for performance beyond normal expectations. Employees receive the incentive pay only if specific goals are met. As long as incentive pay and base pay are not commingled, employees should perceive it as a reward (and not an entitlement) and the employer will benefit from a greater return on investment for performance beyond normal expectations.

Structure of HR: A global company with a dedicated HR structure has locations on several continents. A new labor law in one of these locations impacts the company's overtime rules. What should HR in that location do first to address this change? a. Await instruction from corporate HR on how to proceed. b. Seek an exemption from the new law from local authorities. c. Adjust local labor policy to align with the new law. d. Inform corporate HR of the new law.

d. Inform corporate HR of the new law In a dedicated HR structure, the embedded HR department advises corporate HR on local conditions that may affect policy. Seeking an exemption is not practical. Instructions cannot be sent if corporate HR has not been informed. Local policies should not be changed without consulting with corporate.

Global Workforce: How does the Global Integration-Local Responsiveness matrix aid HR in developing policies and determining staffing needs? a. It provides a deeper understanding of the contrast between headquarters and local cultures b. It indicates whether stronger links between headquarters and locations must be developed c. It defines an employer brand that HR can use for global recruitment and deployment d. It defines HR's role at headquarters and subsidiaries

d. It defines HR's role at headquarters and subsidaries The Global Integration-Local Responsiveness matrix shows an organization's strategic choices in terms of a desire to integrate its global operations and to allow local operations to develop their own strategies. This defines HR's role: whether it will direct, advise, or monitor HR policy at the local level.

Talent Acquisition: What is the purpose of observation as a tool for use in a job analysis? a. It provides anecdotal support for proposed revisions to make processes faster or more efficient. b. It determines when gaps exist between desired and actual work output. c. It is like the use of gemba in kaizen in that it helps supervisors see which employees are living up to their roles. d. It provides a realistic view of short-cycle jobs, from which needed knowledge, skills, and abilities are inferred.

d. It provides a realistic view of short-cycle jobs, from which needed knowledge, skills, and abilities are inferred A job analysis is conducted for the job, not the person doing the job. Observation involves direct scrutiny of employees performing the tasks of a job, recording observations, and translating them into necessary knowledge, skills, and abilities. It works best for short-cycle jobs in production.

Global Workforce: Why is cross-cultural training critical for international assignees and their families? a. It increases the ability to mentor. b. It shortens the culture shock phase. c. It supports HR's duty-of-care obligations. d. It reduces the risk of failed assignments.

d. It reduces the risk of failed assignments Effective international assignments involve many practices. Cross-cultural training for assignees and their families not only reduces the risk of failed assignments but also helps to manage expectations and to facilitate adjustment and performance.

Learning & Development: Which is an advantage of blended learning over only instructor-led training? a. Minimizes technology and security constraints b. Requires less coordination between learning methods c. Takes less time to develop training solutions d. Less expensive to deliver

d. Less expensive to deliver Blended learning has lower delivery costs than strategies that rely exclusively on face-to-face training. However, it generally takes more time to develop and coordinate all aspects of the program as a result of the use of multiple methods.

Learning & Development: In Kirkpatrick's evaluation approach, what level measures changes in productivity after training? a. Level 1: Reaction b. Level 2: Learning c. Level 3: Behavior d. Level 4: Results

d. Level 4: Results A Level 4 evaluation assesses training in terms of business results such as customer satisfaction or productivity ratings.

Learning & Development: When designing a training program, which should a global HR professional consider first? a. Standardization and translation considerations b. Local differentiation and stakeholder support c. Budget and ethical considerations d. Local regulations and formal agreements

d. Local regulations and formal agreements Local differentiation and stakeholder support have implications for all aspects of the training analysis, design, development, and evaluation process. These precede the other issues mentioned.

Org. Effectiveness & Development: Which best identifies the reason why many organizational effectiveness and development (OED) programs begin with data collection? a. Best practices that will support the intervention are identified. b. Undue influence from organizational leaders is lessened c. Provides information to prepare more accurate activity-based budgets d. Multiple perspectives that allow for a deeper understanding of the issue are provided

d. Multiple perspectives that allow for a deeper understanding of the issue are provided Data collection from all affected parties leads to a deeper understanding of the issue, including multiple perspectives on the issue itself and its effects and possible causes. Management personnel are stakeholders whose needs must be managed in an OED intervention. A better understanding will probably result in more efficient budgeting, but this is not the main purpose of the data collection. Best practices are explored once the need is more fully understood.

Structure of HR: A graphic designer is leaving a technology consulting firm after five years. Can the designer use copyrighted materials to launch a start-up company? a. Yes, the firm and the designer share ownership of the work. b. Maybe. Mediation is needed to determine ownership. c. Yes, the work belongs to the graphic designer. d. No, the work is the property of the employer.

d. No, the work is the property of the employer The work is the property of the employer. Copyrighted or patented material is the employer's intellectual property. The graphic designer doesn't own the work, and the employer and the graphic designer don't share ownership of the work. No mediation is required.

Employee & Labor Relations: A scientist is hired to perform research for a new product at a pharmaceutical company. Which clause is most critical to include in the employment contract? a. Benefits provided by the company and date of eligibility b. Commitment to drug-free workplace and employee assistant programs c. Severance provisions for involuntary resignation and disability d. Non-disclosure of trade secrets and other confidential information

d. Non-disclosure of trade secrets and other confidential information The most important information to include in the employment contract involves the protection of the organization's intellectual property (IP). The employee will have access to confidential information and research that would be of value to competitive firms. The organization must safeguard this information. The protection of IP is of particular importance when hiring scientists.

Global Workforce: What is the difference between offshoring and outsourcing? a. Offshoring creates a more favorable climate for corporate taxation; outsourcing allows closer proximity to production resources b. Offshoring occurs when a firm moves a division across borders; outsourcing occurs when a company relocates a division within borders c. Offshoring does not involve a company's core competencies; outsourcing allows for movement of core competencies to a vendor d. Offshoring relocates processes or production to another country; outsourcing transfers portions of work to outside suppliers

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

Technology Management: To capitalize on innovation and collaboration, HR must balance certain issues. Which are the most challenging? a. Home country and global b. Text and video c. Competing stakeholders d. Openness and security

d. Openness and security For effective information management, a balance must be struck between openness, in the form of easy access to a large amount of information, and the security of that information from those who would misuse it.

Structure of HR: Which part of the organization is responsible for assembling products? a. Product design b. Sales c. Information technology d. Operations

d. Operations The operations part of the enterprise makes the products that the sales force sells or provides the organization's services to outside customers.

Risk Management: Management decides that training supervisors to identify and prevent bullying is not necessary, and they do not fund a program budget. What does this illustrate? a. Precedence of global standardization in the organization b. Risk avoidance management strategy c. Poor governance d. Organization's risk tolerance

d. Organization's risk tolerance Management has decided that it is willing to accept the risk that bullying will occur and possible organizational costs. This is an example of an organization's risk tolerance, the amount of unmanaged risk that management is willing to accept.

Org. Effectiveness & Development: HR acts to develop a team in order to improve customer service, efficiency, and processes. What activity does this illustrate? a. Gap analysis b. Onboarding c. Strategic planning d. Organizational development

d. Organizational development Organizational development includes interventions aimed at improving the overall short- and long-term performance of an organization. Gap analysis seeks to identify reasons for a discrepancy between goals and actual performance. Onboarding focuses on acculturating individual new hires. Strategic planning is a process of setting goals, objectives, and action plans.

Learning and Development: Which best describes the process where training or educational activities occur at multiple levels? a. Climate of engagement b. Positive organizational culture c. Learning design d. Organizational learning

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

Global Workforce: What compensation and benefits strategy embraces incentive plans that promote achievements of local subsidiary objectives over a corporation's global ones? a. Geocentric b. Regiocentric c. Ethnocentric d. Polycentric

d. Polycentric In a polycentric approach, a subsidiary's cultural norms are more likely to be understood. Local compensation and benefits policies, programs, and practices are more likely to be implemented.

Risk Management: Which situation that leads to workplace violence can be controlled by an organization? a. Domestic problems b. Unstable economy c. Low employee self-esteem d. Pressure for increased productivity

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

Org. Effectiveness & Development: HR has been tasked with examining structures and processes to make the organization more agile and quick to respond to threats and opportunities. What type of intervention is this? a. Competitive b. Organizational c. Remedial d. Proactive

d. Proactive This is a proactive intervention, taken to improve the organization's capabilities rather than to correct specific deficiencies, such as a dysfunctional culture that is affecting ethical conduct or engagement. That would be a remedial intervention. Competitive is not a type of intervention. An organizational intervention focuses on change at the organizational rather than team or individual level. A proactive or remedial intervention may include specific activities that focus on the organization and/or individuals.

Structure of HR: Which activity most effectively conveys HR's value as a strategic business partner? a. Ensuring that all employee background checks are conducted as required by law b. Presenting HR's training initiatives to the company's executive team c. Conveying how the company's marketing strategy could be adjusted to further penetrate its targeted market d. Providing information to internal stakeholders which demonstrates HR's impact on the business operations

d. Providing information to internal stakeholders which demonstrates HR's impact on the business operations Providing stakeholders with information about HR's impact on other segments of the business operations aligns HR's efforts with the company's business strategy. Giving advice and recommendations on the marketing strategy is outside of HR's scope of expertise. Providing the company with training success ratios and ensuring that all background checks have been completed both provide value but are administrative, rather than strategic, tasks.

Employee Relations: Which step is necessary in conducting an effective investigation of employee complaints that may lead to discipline? a. Soliciting employee input on interview questions b. Selecting a neutral external investigator c. Providing a verbal report of the investigation results d. Providing protection against retaliation

d. Providing protection against retaliation Providing protection against retaliation is a necessary step in an investigation for ethical and risk management reasons.

Employment Law: The Occupational Safety and Health (OSH) Act of 1970 established the first national policy for workplace safety and health. This federal law requires employers to provide safe and healthful working conditions for employees. How often are OSHA inspections scheduled? a. Semi-annually b. Quarterly c. Annually d. Random or when a complaint has been filed

d. Random or when a complaint has been filed OSHA inspections are scheduled at random or when a complaint of unsafe conditions has been filed.

CSR: Which change might a corporation make in the way it does business to create a sustainability sweet spot? a. Switching supply chain vendors to those whose more socially responsible practices slow down the delivery cycle b. Altering its production facilities to use renewable energy sources (wind, solar) despite the increase in costs c. Reducing how much of its processes are automated in order to employ more local workers d. Redesigning products so that components are made locally from recycled materials, thereby reducing production costs

d. Redesigning products so that the components are made locally from recycled materials, thereby reducing production costs Sustainability sweet spots create a win-win situation in which the changed products, procedures, or processes have a positive impact on society and/or the environment but also on the organization's bottom line. A change that does social or environmental good but costs the organization may be admirable but is not a sweet spot initiative.

Employment Law: During a company event at a local establishment, an employee fractures his arm. An HR coworker is unsure of whether this should be reported to OSHA and asks the HR manager's opinion. What should the HR manager recommend? a. Report an accidental injury to OSHA within 30 days of the event. b. Don't report the injury, as the event happened off company property. c. Report a workplace incident to OSHA within 14 days. d. Report an occupational injury to OSHA within 24 hours of learning about the event.

d. Report an occupational injury to OSHA within 24 hours of learning about the event A fracture is an occupational injury, and OSHA requires that occupational injuries be reported within 24 hours of learning about the event. Although the event occurred off-site, it was a company-sponsored outing and the person was there in his role as an employee; therefore, it is considered an extension of the traditional workplace.

Technology Management: Which technology can reduce HR's transactional workload? a. Social media b. Webconferencing c. Blogs d. Self-service systems

d. Self-service systems Self-service technology can relieve HR of many data entry/revision tasks; managers and employees can perform these transactions themselves.

Talent Acquisition: Which recruitment method would best support an organization's attempts to attract Generation Y applicants? a. Outplacement firms b. Trade and professional organizations c. Media advertising d. Social media

d. Social media Born in the mid-1980s and later, Generation Y has grown up with technology and has a high use and familiarity with electronic communications, media, and digital technologies. Other demographic groups also use social media, so the organization would reach them, too. However, social media would be well-suited to communicate with Generation Y candidates.

Global Workforce: Which is a benefit of a localization strategy? a. Consistent business perspective for senior managers b. Ability to sell the same products worldwide c. Greater standardization of business processes d. Strong customer ties and responsiveness

d. Strong customer ties and responsiveness Localization enables an organization to place greater emphasis on local customers, products, partners, and labor sources. It also enables an organization to meet specific legal and cultural requirements and become a part of local networks.

Risk Management: What are the primary categories of barriers to effective risk management? a. Time, money, and resources b. Location, personnel, and equipment c. Opportunities, threats, and weaknesses d. Structural, cognitive, and cultural

d. Structural, cognitive, and cultural The primary categories of barriers to effective risk management are structural, cognitive, and cultural. An organization's structure, willingness to change, and values will impact its willingness to engage in risk management. Time, money, and resources and location, personnel, and equipment may be impacted by risk management efforts, but they don't drive those efforts. Similarly, opportunities, threats, and weaknesses may be part of what the organization looks at as part of its risk management efforts, but they don't drive those efforts.

HR Strategy: A three-year-old company has achieved excellent results through perceptive market timing and aggressive marketing. Which type of strategy is the company following? a. Efficient cost advantage strategy b. Strong corporate culture strategy c. Effective organizational structure d. Successful differentiation strategy

d. Successful differentiation strategy Differentiation strategies focus on setting a product or service apart from its competition by giving it unique characteristics that consumers value. Differentiation comes from a variety of factors, including product/service features, marketing approach, and delivery system.

Org. Effectiveness & Development: An organization's job descriptions have not been reviewed and revised for the past five years. What part of the organizational model can this negatively impact? a. Values b. Leadership c. Culture d. Systems

d. Systems Outdated job descriptions can be inaccurate and interfere with hiring and performance management tasks. It would be considered a problem with the organization's systems—the policies, processes, and tools used to support work.

Employment Law: A bona fide occupational qualification (BFOQ) is a job criterion that employers can use to hire a foreign national. To use the BFOQ defense, what must employers prove? a. That foreigners cannot perform the key duties required by the job b. That local employees can perform the key duties required by the job c. That foreigners can perform the key duties required by the job d. That local employees cannot perform the key duties required by the job

d. That local employees cannot perform the key duties required by the job Employers who use the BFOQ defense must prove that all, or substantially all, local employees cannot perform the key duties and responsibilities required by the job position.

Learning & Development: Which is a trend in career development that an HR team leader must consider before engaging in career planning with team members? a. The career projectory is longer, and employees may have to wait longer to reach positions of responsibility. b. Employees will be more successful in career development if they focus on developing in their current functions. c. The employer is expected to lead the process of career development by promoting employees along a traditional career path. d. The employee is expected to assume greater individual responsibility for career development.

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

Employee Relations: An employee refuses to follow a supervisor's job instructions. The supervisor discharges the employee on the spot for insubordination. Which best describes the handling of this case? a. No further investigation is needed. b. There was sufficient evidence for dismissal. c. This was an appropriate manager action. d. There was insufficient due process.

d. There was insufficient due process. The termination was conducted in a hasty manner, and more deliberation would have reduced legal risk. Rather than a summary discharge, the supervisor's initial reaction should have been to schedule a meeting with HR and the employee to discuss the event. On the positive side, the employee was told the reason, it was documented in the file, and HR acted promptly. However, HR's investigation was not thorough and seems as hasty as the supervisor's action.

Workforce Management: Which is a primary goal during supply analysis? a. To obtain an accurate accounting of all HR and people-related costs b. To determine the need for layoffs and early retirements during downsizing c. To identify a list of factors to be analyzed using environmental scanning d. To provide a snapshot of an organization's current pool of talent

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

HR Strategy: How is a growth-share matrix used in a large organization? a. To analyze the concept of systems thinking across the organization b. To monitor growth in each business line to develop a year-over-year comparison c. To provide an overview of internal strengths and opportunities d. To understand the competitive position and value of each sector of the business

d. To understand the competitive position and value of each sector of the business The growth-share matrix is used in large organizations to assess what type of value their divisions, investments, or products produce. The vertical axis measures the rate of growth, and the horizontal axis measures the market share or competitive position in the market.

Employee Relations: What is a distinguishing characteristic of peer review dispute resolution programs? a. Employee's ability to select panel members b. Use of third-party negotiators c. Power to change organizational policies d. Use of trained employee panels

d. Use of trained employee panels Peer review panels are trained panels of employees (or employees and managers) that hear and resolve employee complaints.

Global Workforce: Which practice supports a strategic decision toward global assignments? a. Creating assignments based on solving specific short-term issues b. Choosing average and good performers for selection as assignees c. Sending assignees to another country to manage a special project d. Viewing assignments as leadership and career development opportunities

d. Viewing assignments as leadership and career development opportunities Organizations that employ a global strategy will use more strategic and systematic approaches toward filling global assignments. They will use a wide variety of global assignment types; choose high-potential and top executives as assignees; view assignments as leadership, career, and organizational development opportunities; and make assignments for many reasons other than situational project management.

Total Rewards: A differential piece-rate pay system works best in which type of environment? a. When the focus is on what employees can become as opposed to the skills they already have b. When managers need flexibility to determine who should be paid what rate when employees are hired c. When the current employee skill set needs to be recognized while encouraging individuals to increase skills and knowledge d. When a link between the attainment of goals or achievement and the level of desired pay is needed

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

Risk Management: Which best exemplifies a risk mitigation approach? a. A firm partners with another firm to increase the likelihood of its winning a design bid. b. A company uses a thorough substance abuse screening program for pre-hires. c. An organization chooses not to assign employees to a destabilized country. d. Workers operating dangerous machinery cannot exceed a set shift length.

d. Workers operating dangerous machinery cannot exceed a set shift length By limiting the length of the work shift, the company mitigates the risk of accidents caused by fatigue and inattention. This is aimed at reducing the probability of the occurrence of accidents, at least for this cause. Decisions not to assign or not to hire are risk avoidance measures. The partnering strategy is a way of enhancing upside risk.