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A sales position opens at a publishing company on March 31st. Applicants are interviewed three weeks later and the successful candidate is hired on April 30th . She has a one-month notice period at her current position, so she remains at her current job for another 31 days and starts her new job on June 1st.What is the time-to-hire for the sales position? 31 days 21 days 61 days 30 days

61 days Explanation: Time-to-hire is the amount of time that passes from when the position opens to when the employee starts their first day of work. In this scenario, this would the number of days from March 31st to June 1st, or 61 days.

Training new employees takes time and weakens productivity. As an HR professional, it's your responsibility to ensure that employees are satisfied and remain with the company for a long as it suits both parties.What are some examples of effective retention strategies? (Choose three) Allow flextime and telecommuting to provide a healthier work/life balance Make improvements based on information gathered from stay interviews Reduce work-related stress by making jobs less complex and challenging Promote internally instead of hiring new staff to handle increased workloads Offer a competitive benefits package that includes health care and life insurance

Allow flextime and telecommuting to provide a healthier work/life balance Make improvements based on information gathered from stay interviews Offer a competitive benefits package that includes health care and life insurance Explanation: There are a number of different ways to help retain staff. A major factor for many employees is the value and composition of their benefits package. For others, flexible working hours and the ability to work from home is key. Conducting stay interviews is a great way to find out what your employees value most. You can then make improvements to the work environment to better satisfy their needs.

Different positions require employees to be able to fulfill specific job functions in order to execute their role effectively. Which statements describe essential job functions in the given scenarios? (Choose two) A broadcast journalist is creative and artistic An account executive meets with clients to discuss strategy A graphic designer researches innovative trends An architect produces detailed drawings

An account executive meets with clients to discuss strategy An architect produces detailed drawings Explanation: An essential job function is one where the described task or responsibility is critical to that role. In this case, the ability to strategize is inherent to the account executive's role, as is the architect's ability to draw. However, traits such as creativity and innovation are not vital to the given job functions, but serve in an auxiliary capacity.

Employers are required to communicate information about compensation and benefits programs to their employees.Which examples are techniques employers can use to ensure employees receive all the information they need about compensation and benefits programs? (Choose three.) An employee asks a supervisor to clarify how retirement contributions are calculated A manager tells employees to research how the compensation program works Employees receive detailed information about how their performance will be appraised A company uses a third party to provide employee self-service applications An employee is told the portion of benefits the company pays is private information

An employee asks a supervisor to clarify how retirement contributions are calculated Employees receive detailed information about how their performance will be appraised A company uses a third party to provide employee self-service applications Explanation: The techniques employers can use to communicate information about compensation and benefits programs include providing employees with comprehensive details about performance appraisals; advising supervisors to explain complicated aspects of programs directly to employees; and using secure, self-service applications provided by a third party to relay information.

As an HR professional in a large metal manufacturing organization, you must apply your knowledge in choosing the right benefits program for employees. The workforce is comprised primarily of low-wage production line workers who build and assemble machine parts. Many of them come from poor backgrounds with a history of emotional and mental issues. Another important consideration is that workplace injuries occur fairly frequently, since most employees operate dangerous machinery.Which benefits program is most suitable for supporting the psychological wellbeing of employees? A retirement plan A group incentive program A health insurance plan An employee assistance program

An employee assistance program Explanation: Employee assistance programs, or EAPs, deal with behavioral problems. Some common elements include crisis management support, financial advice, psychological counseling, and substance abuse counseling. Although a few in-house programs still exist, EAP services are usually contracted through a third-party vendor. This helps protect the employees' privacy, may make it easier for them to feel comfortable discussing personal information, and helps insulate the employer from certain liabilities.

As an HR professional, you need to be aware of what constitutes an employment contract.Which example best describes an implied contract? An independent contractor works full-time hours over a three-year period A manager tells a temporary employee they will be hired on a permanent basis A document clearly outlines the job responsibilities and the salary per annum An employee handbook states the only reason the company fires employees is for misconduct

An employee handbook states the only reason the company fires employees is for misconduct Explanation: An implied contract is an enforceable agreement that is expressed indirectly from a combination of an oral statement, written documentation, and conduct. Implied contracts are usually created over time.

Which approaches help employers communicate all the information employees need about compensation and benefits programs? (Choose three.) An organization provides detailed information on how the retirement benefit program is structured An employee uses a self-service application to access her payroll information Employees are provided with a summary of retirement plan benefits upon request A supervisor meets with an employee to explain how the Family Medical Leave Act works A company's communication plan gives a high-level summary of who is eligible for benefits

An organization provides detailed information on how the retirement benefit program is structured An employee uses a self-service application to access her payroll information A supervisor meets with an employee to explain how the Family Medical Leave Act works Explanation: As part of effectively communicating information about compensation and benefits programs, employers should provide employees with detailed information about the programs; encourage supervisors and managers to have face-to-face talks with employees to resolve compensation and benefits queries; and utilize electronic tools, such as self-service applications, to deliver information to employees in a secure manner.

A well-developed recruitment strategy generally costs less and provides a greater return on investment than ineffective and inefficient programs.What factors should you consider when measuring the recruitment and sourcing efforts of your workforce? (Choose three) Best sources for Internet job postings Average time it takes to recruit for a job opening If the company is viewed as a preferred place to work The selection rates and acceptance rate of applicants Cost to create staffing objectives

Average time it takes to recruit for a job opening If the company is viewed as a preferred place to work The selection rates and acceptance rate of applicants Explanation: A good recruitment strategy offers a streamlined process that reduces the time it takes to identify, interview, and hire candidates. This means that a position is filled more quickly, saving the company time and money, in terms of in terms of advertising, posting vacancies, and calling sources to find acceptable candidates. You should examine selection and acceptance rates of applicants; having a solid recruitment strategy is key to getting candidates to view the company as an employer of choice.

A new group of trainees have joined your organization. As an HR leader, you are responsible for ensuring they understand the company's core values and conduct themselves ethically and acceptably.What is the most effective approach to achieve this desired behavior? Be at work on time every day and don't take long coffee breaks Tell trainees that their conduct will be closely monitored and regularly reviewed to determine suitability Send trainees an email detailing the company's code of conduct and all related rules and regulations Coach trainees on how to behave using evaluations and employee self-assessments

Be at work on time every day and don't take long coffee breaks Explanation: The most effective way of teaching employees what is acceptable in the workplace is to model ethical behavior. Modeling does not have to be formal, such as in certain training situations. It can also be informal, where employees learn by observing their co-workers. That's why HR should ensure that all staff, themselves included, provide positive examples of how to behave.

Corporate governance involves the relationship between a corporation's stakeholders.Which key stakeholder represents the shareholders' interests? Board of directors Finance employees Shareholders Management

Board of directors Explanation: The board of directors (BOD) are chosen by the shareholders to represent the shareholders' interests with management. They can be categorized as either inside directors or outside directors.

Mary, a recent psychology graduate, has been offered a counsellor's position at a school. She's apprehensive about accepting the offer because she has limited experience and doesn't know if she can handle the pressures of the job. She explores other opportunities but realizes that she loves helping children and that she could make a difference in their lives, so she accepts the offer.Which stages in career development does Mary apply? (Choose four) Commitment Assessment Preparation Retention Investigation Transition

Commitment Assessment Preparation Investigation Explanation: Mary applies the assessment stage when she explores her weaknesses, such as her limited experience. The investigation stage takes place when she researches other job opportunities and the preparation stage is when she realizes the job aligns with her strengths and interests. She enters the commitment stage when she accepts the job offer.

You can use various techniques to ensure that the right knowledge, skills, and abilities can be drawn on when needed to meet key organizational objectives.What are the main types of analysis you can perform to assess the internal workforce? (Choose three) Compare current and future needs to determine limitations Research the economy as a means to identify suitable job candidates Perform an organizational analysis to determine the organization's ability to increase its efficiency Evaluate the human capital requirement needed to address future organizational objectives Examine the movement of staff within the company to determine current organizational needs

Compare current and future needs to determine limitations Evaluate the human capital requirement needed to address future organizational objectives Examine the movement of staff within the company to determine current organizational needs Explanation: Supply analysis looks at workplace demographics and measures whether the organization is able to meet its current needs, based on its workforce levels. Demand analysis is used to measure human capital requirement, such as whether a company should expand or retrench, to meet prospective goals. Finally, gap analysis is where you compare the supply and demand analysis, to determine staffing deficiencies or surpluses.

There are several regulations related to benefits that HR professionals should be familiar with.Which federal benefits regulation provides employees who have lost benefits with continuation of their group health plan? American Recovery and Reinvestment Act (ARRA) Retirement Equity Act (REA) , 1984 Patient Protection and Affordable Care Act (PPACA) Consolidated Omnibus Budget Reconciliation Act (COBRA)

Consolidated Omnibus Budget Reconciliation Act (COBRA) Explanation: COBRA allows employees and their families who have lost health benefits to continue group health benefits provided by their group health plan for restricted periods, under significant circumstances such as job loss, death, divorce, and other similarly significant life events.

It's not uncommon for employees or unions to pursue legal action against their employers in a process known as litigation. And as you may know, HR professionals perform a number of tasks during each of the first four steps in the employment litigation process. Of the steps in this process, the first is notification.Which role does HR perform during this step? Assist in conducting an internal investigation Plan the time and effort required for case preparation Attend the plaintiff's deposition Consult with the company's legal counsel

Consult with the company's legal counsel Explanation: Notification is the first step in the employment litigation process. During this step, immediately upon receiving the notification of a potential legal action, HR should contact the organization's legal counsel. At that point HR may be instructed to gather documents and information necessary for the company to respond to the complaint and comply with the court's requests.

You work as an HR professional in an agricultural organization. The company has come under pressure due to a severe drought and is in the process of developing next year's labor budget. Which accounting practices are best suited to working within a tight budget? (Choose two) Periodically monitoring performance results to determine overall results Continually auditing expenditures in areas such as policy compliance and administrative duties Forecasting employees' compensation packages to determine the labor budget Making personnel decisions based on a prescribed budget

Continually auditing expenditures in areas such as policy compliance and administrative duties Making personnel decisions based on a prescribed budget Explanation: The top-down approach to budgeting is most suitable because it ensures control over costs. Upper management sets a strict budget and managers make personnel decisions and adjustments to stay within the prescribed budget. Auditing is also essential for controlling costs. It requires expenditures to be continually monitored in key areas, such as administrative duties and processes, policy compliance, documentation record keeping, and overall performance results.

You're creating a detailed job description for a new trainee position. To do this, you need to understand what tasks the job will involve and the skills they will require.Which are steps in the task process analysis? (Choose three) Create a task flowchart detailing each step and decision point Ask employees to complete a job-analysis form Research ways to perform tasks more efficiently Observe employees to see what tasks they perform Interview employees about their long-term career goals

Create a task flowchart detailing each step and decision point Ask employees to complete a job-analysis form Observe employees to see what tasks they perform Explanation: The first step is to have employees complete a job-analysis form to describe their essential duties and responsibilities. Employees should also be observed throughout the day to see what tasks they perform and how long each task takes to complete. Once all task-related information has been gathered, you can develop task flowcharts. These provide a detailed breakdown of each step and decision point, and indicate when input from others is required.

Controlling costs is an important aspect in accounting practices related to compensation and benefits.What accounting practices should HR professionals use for tracking and reporting on compensation policies and programs? (Choose two) Departments are monitored to ensure policy compliance Upper management sets budget expectations Qualitative costs are estimated in terms of dollars Internal software is recalibrated to ensure security

Departments are monitored to ensure policy compliance Upper management sets budget expectations Explanation: In the top-down budgeting approach, senior management sets the budget expectations and managers implement them by making the required personnel decisions and adjustments. Each department's policy compliance, documentation record keeping, and overall performance results must be continually monitored.

During the hiring process, it's important that you select the right candidate for the job. To do this, you can employ various techniques. Which option best describes a behavioral interview? Determines how applicants might react in the future Tests applicant's ability to withstand pressure Interviewer asks specific questions about certain skills and abilities Agenda is flexible

Determines how applicants might react in the future Explanation: In a behavioral interviewer, the interviewer examines how candidates reacted to past experiences or situations. The objective is to determine how the candidate may respond to similar situations in the future.

Due to a recent economic downturn, a manufacturing company is experiencing a sharp reduction in sales. Management decides to sell off a branch of the company to recoup its losses. To help sustain the remaining business arms, the company decides to open a smaller branch in another country, where labor costs are cheaper. The company sends a lawyer to the new location to determine if such a move is viable.Which technique has been used to resolve the company's dilemma? Mergers and acquisitions (M&A) Corporate restructuring The STARS method Divesting a business

Divesting a business Explanation: Divesting a business, or divestitures, is when a company disposes of some or all of its business units in order to cut costs. The company may be sold in its entirety, it can declare bankruptcy, or relocate overseas. In this example, the company has divested the business by selling of part of its business units. In this instance, the company is also considering moving offshore, which is a characteristic of divestiture.

A female employee has laid a claim of negligent retention after being sexually assaulted by a supervisor at an office party. The offender was known to have previously made unwelcome sexual advances towards two other female employees. However, the incidents were considered to be misunderstandings and never officially documented.What actions should have been taken to avoid negligent retention in this case? (Choose three) Dismiss the supervisor immediately Warn female employees to be vigilant and act professionally Document the issues in the supervisor's evaluations Acknowledge the inappropriate behavior promptly with the supervisor Employ a mediator to discuss the incident with the parties concerned Initiate a progressive discipline process after the second incident

Document the issues in the supervisor's evaluations Acknowledge the inappropriate behavior promptly with the supervisor Initiate a progressive discipline process after the second incident Explanation: Employers can prevent negligent retention claims by acknowledging problems with employees as early as possible and referencing the relevant company policies. Any issue, no matter how minor, should be documented and recorded in employee personnel files. A progressive discipline process should also be initiated if the problem recurs. The disciplinary actions should also be documented as they occur.

As an HR professional, part of your role involves managing employee personnel files. What type of information would you include in these files? (Choose four) Documentation about the employee's current and past work performance Any reports from disciplinary hearings, including written warnings The employee's medical history, including his or her disability status A copy of the employee's resume, and work permit, if required A copy of the employee's salary structure

Documentation about the employee's current and past work performance Any reports from disciplinary hearings, including written warnings A copy of the employee's resume, and work permit, if required A copy of the employee's salary structure Explanation: Information stored in employee personnel files is highly confidential and should be treated with care. It's common to include a copy of the employee's work application and resume, as well as performance evaluations and salary reviews. In addition, you should include a list of any disciplinary actions. Medical information should be stored in a separate file.

As an HR professional, you're responsible for developing a mentoring program to support the professional development of employees. Which are characteristics of an effective mentoring program? (Choose four) Workforce diversity Effective coordination Trained mentors and matched participants Job enlargement Support from leaders Effective assessments

Effective coordination Trained mentors and matched participants Support from leaders Effective assessments Explanation: Successful mentoring initiatives require visible and consistent support from an organization's business leaders. They generally have a dedicated coordinator to help ensure the program is both relevant and flexible enough for the mentoring partners. Well-organized mentoring programs encompass both mentor training and effective matching to ensure a productive and positive mentoring experience. To ensure the plan's continued success, effective assessment is essential. It provides important feedback about the program's benefits, its value to the organization, and the areas that need improvement.

What are some of the key legal considerations associated with employee handbooks? (Choose three) Effective disclaimers Appropriate language Values statements Benefits Controlled distribution

Effective disclaimers Appropriate language Controlled distribution Explanation: Effective disclaimers help the organization protect itself, refute the notion that the handbook creates any kind of contract between the employee and employer, and limit the application of the policies in the handbook. Using appropriate language in the handbook means stating the organization's policies and procedures accurately and avoiding guarantees, promises, and discriminatory language. Controlled distribution means that the organization keeps a record that verifies that all employees have received the handbook. The employee should sign a statement acknowledging receipt of the handbook and agreeing that the handbook does not constitute an employment contract.

An IT company is seeking the services of a Java developer who has at least 20 years of experience. The candidate should have knowledge of team management and be familiar with the expected work demands in terms of working hours and travel. Current employees are from a range of diverse cultures and background, which contributes to the company's unique organizational culture. The company would prefer a senior candidate who has the ability to mentor junior employees who are inexperienced in management. In your search for the ideal candidate, you use various techniques. For instance, you advertise on Facebook and LinkedIn. You also ask employees if they know people who fit these precise requirements. What sourcing method is the best, in this instance, to identify suitable candidates? Job postings Employee referrals Social media Diversity groups

Employee referrals Explanation: Employee referrals are useful if you need to fill a specialized position that most candidates aren't necessarily qualified for. This sourcing method is also useful if you're looking for a candidate who is already familiar with the work environment, based on their relationship with the person who referred them, and who understands the demands of the job. In this example, the position is a specialized job that won't be easy to fill using normal sourcing methods, such as job posting. In addition, the job requirements lend itself best to an employee referral.

You are conducting succession planning, focusing on a period of one to three years into the future.What information should you base your planning on? Employees who have enforced the organization's business strategy in the past Short-term goals specified in the organization's business strategy Employees with potential to tackle cross-functional tasks The organization's attrition rate

Employees with potential to tackle cross-functional tasks Explanation: Succession planning is long-term planning that focuses on identifying key employees and enabling them to evolve into future leaders who can address cross-functional tasks. These employees should be able to execute the company's business strategy in the future. Succession planning also allows organizations to swiftly fill key positions when they become vacant.

Good onboarding programs provide employees with a better understanding of the organization, and foster a sense of belonging. As an HR professional, it's your responsibility to help coordinate onboarding activities.What steps can you take to ensure effective employee onboarding programs? (Choose four) Ensure a two-way flow of information Focus on tasks associated with employee administration Focus on delivering organizational policies Involve multiple staff members Include a general introduction to the organization Extend activities over a long period of time

Ensure a two-way flow of information Involve multiple staff members Include a general introduction to the organization Extend activities over a long period of time Explanation: Strong onboarding programs provide employees with an understanding of the company culture. The program should take place over an extended period of time, and you should schedule regular follow-ups to determine if the employee requires additional support. The flow of information throughout the onboarding process is strategic and two-way, as employees engage with other staff members and learn how they fit in to the organization.

Positive employee relations can be challenging to incorporate into any organization's culture. Which strategies can organizations use to build positive employee relations? (Choose four) Encouraging a competitive culture Demonstrating powerful leadership Ensuring employee-management cooperation Ensuring continuous communication Encouraging employee involvement Providing meaningful recognition

Ensuring employee-management cooperation Ensuring continuous communication Encouraging employee involvement Providing meaningful recognition Explanation: Continuous communication contributes toward positive employee relations. Both rewards and recognition are critical to convey management's perception of the value of employees, teams, and departments in the organization. A positive environment helps improve trust and collective bargaining outcomes, and it helps resolve grievances quicker. When employees are involved, they feel empowered to positively affect their environment.

You work for an electronics company that is struggling to maintain its edge in the market. Your competitors are adapting better to changing technologies and offering more innovative products.What techniques can you use to increase creativity and innovation in the workplace? (Choose three) Establish a company culture that values problem solving Offer challenging but flexible jobs Enhance focus by removing distractions like workplace social networking Implement a performance-based rewards program Penalize ideas that aren't well thought out

Establish a company culture that values problem solving Offer challenging but flexible jobs Implement a performance-based rewards program Explanation: Establishing a company culture that values creative thinking and problem solving is the first step towards increasing creativity and innovation in the workplace. Offering jobs that are both challenging and flexible empowers employees to push themselves and find new ways to add value to the company. Companies should also consider using a performance-based rewards program that recognizes and values creative and innovative contributions.

Senior management at a beauty franchise is in the process of implementing an internship program that offers on-the-job training for students. This will consist of unpaid internships for the purposes of gaining valuable skills, as approved by the Department of Labor.Which additional requirement applies to the outreach program? Safe working conditions Assistance for veterans and those who served in the military Diversity and equal employment assurances FLSA provisions regarding wages and compensation

FLSA provisions regarding wages and compensation Explanation: The Fair Labor Standards Act, or FLSA, establishes conditions around minimum wage and maximum hours for workers in the US. According to the provisions of the Act, employers need to ensure interns at the outreach program understand and accept that they will not receive any monetary compensation. And employers need to ensure such individuals are in fact studying and not employed. In exchange, interns are given the opportunity to gain skills and make future career connections. Internship programs are also a chance for the company to observe an individual's performance prior to making an employment offer.

As an HR professional, you will often conduct various tests to help map the type of resources an organization will need to meet business needs now, as well as in the future. What types of internal workforce assessments can you use to do this? (Choose three) Gap analysis Strategy analysis Supply analysis Demand analysis Competitive analysis

Gap analysis Supply analysis Demand analysis Explanation: Supply analysis is the technique of assessing current needs to understand the movement of staff within a company. It includes both qualitative and quantitative analysis. You can use demand analysis to predict the human capital requirement needed to address future organizational objectives. Finally, gap analysis determines shortcomings to help identify deficiencies in staffing, as well as potential surpluses.

The health insurance organization you work for has made a strategic decision to merge with a sister company providing vehicle and travel insurance. The merger will have a significant effect on the roles and responsibilities of all departments. As HR manager, how can you support and advise management during this organizational change? (Choose three) Help management communicate with staff Give management time to create their own incentive plans Ensure the current organizational culture drives what the changes should be Develop a strategy for the change Ensure organizational leaders show their support

Help management communicate with staff Develop a strategy for the change Ensure organizational leaders show their support Explanation: HR should develop an organizational change management strategy to educate employees about the various aspects of the change. They should also ensure management communicates with employees throughout the process so workers know what is expected of them. HR should encourage organizational leaders to personally commit to the change and model the desired behavior changes.

What are some features of an applicant tracking system? (Choose three) Helps streamline the recruitment, selection, and hiring processes Monitors the progress of individuals as they proceed through the stages of the hiring process Records information about each applicants' gender and race Tracks the workplace demographics and provides data about the company's hiring practices Helps companies easily locate applicants who match specified job criteria

Helps streamline the recruitment, selection, and hiring processes Records information about each applicants' gender and race Helps companies easily locate applicants who match specified job criteria Explanation: The purpose an applicant tracking system is to make the selection process more efficient, by tracking each applicant's resume. In this way, companies can easily identify candidates that match a specified job description. These systems can also be used to track the gender and race of all applicants; the purpose is to ensure that applicants are sourced from an appropriate demographic group.

To combine a number of different systems and help make the management of human resources easier, your organization has rolled out a Human Resource Management System (HRIS).Which functions are typically performed by an HRIS? (Choose three) Identifying required employee skills and experiences Storing data related to employee productivity Managing inventory and the supply chain Automating payroll and accounting activities Facilitating project planning

Identifying required employee skills and experiences Storing data related to employee productivity Automating payroll and accounting activities Explanation: HRIS software is often used to automate and manage routine payroll and accounting activities. It can help an organization understand its workforce's collective skills, talents, and experiences, and identify shifting skillset requirements. HRIS can also store various HR-related information, such as employee performance and historical data, and provides powerful reporting tools and analysis capabilities.

As an HR professional, you're responsible for reviewing and managing the compensation packages and benefits programs your company offers its employees.What are the benefits of benchmarking during this process? (Choose three) It helps the organization retain current employees It defines key performance metrics for determining suitable compensation packages It helps the organization recruit high-quality candidates It provides an estimate of the cost-to-hire for budget purposes It shows how top competitors set up and manage their benefits programs

It helps the organization retain current employees It helps the organization recruit high-quality candidates It shows how top competitors set up and manage their benefits programs Explanation: Benchmarking helps ensure a company's pay structure and benefits programs remain competitive with the market. This reduces employee turnover and attracts high-quality candidates for future positions. The benchmarking process also helps organizations learn about the best practices and approaches that top competitors use to set up and manage benefits programs.

Which steps are employers allowed to take while monitoring for safety and security? (Choose four) Perform a body search Surveil employees around the clock Monitor video surveillance Inform employees that their phone calls are being monitored Monitor Internet usage Read instant messages

Monitor video surveillance Inform employees that their phone calls are being monitored Monitor Internet usage Read instant messages Explanation: Video surveillance is an important security tool. Employers that use video surveillance must generally inform employees what surveillance is in effect, why, and the conditions under which footage will be reviewed, and how the information obtained will be used. Phone calls may or may not be private. Some states require that employees be informed if their calls are being monitored. Generally, employer monitoring must stop if the call turns out to be personal. Computers used at work and all their contents belong to the employer and are subject to monitoring and search at any time. E-mails sent using the employer's equipment are also the property of the employer. As such, they can be monitored, reviewed, and seized at any time, unless the employer's policies have led the employees to expect otherwise.

You are an HR professional at a marketing firm. Last week a potentially devastating security breech occurred, when a disgruntled former employee gained unauthorized access to a server room and attempted to destroy highly confidential proprietary information. When security personnel confronted the employee, he blamed his actions on having been unfairly dismissed after chronic carpal tunnel syndrome and tendonitis, which caused his performance to suffer to the point of dismissal.Based on the disgruntled former employee's symptoms, which type of workplace illness or disease is most likely the cause? Musculoskeletal disorder Sick building syndrome Computer vision syndrome Bronchitis

Musculoskeletal disorder Explanation: Carpal tunnel syndrome and chronic tendonitis, or inflammation of the tendons, are two common issues associated with musculoskeletal disorders, or MSDs, which can result from repeated stress to a part of the body because of the way a task is performed. Many MSDs are due to bad workplace ergonomics. Ergonomics is the science that addresses the way a physical environment is designed and how efficient and safe that design is for the people in the environment.

Common law tort claims happen when an individual's safety, well-being, finances, enjoyment of property, or reputation are negatively affected. Which common law tort applies when a customer experiences verbal abuse from an employee who is known to demonstrate disrespectful behavior on the job? Defamation Invasion of privacy Negligent hiring and retention Fraudulent misrepresentation

Negligent hiring and retention Explanation: Someone experiencing verbal abuse from an employee known for this behavior is a form of negligent hiring and retention. Negligent hiring and retention occurs when employers fail to exercise reasonable care in hiring or retaining employees. Employers have a duty to protect workers, customers, and visitors from foreseeable injury caused by such employees.

What responsibilities do employers have when implementing a reduction in force? (Choose four) Entering into a plea bargain with employee unions Offering outplacement services, such as support for writing résumés and getting referrals, to all retrenched or downsized employees Issuing a release to the press, explaining the reasons for the reduction in force Making a deliberate effort to bolster morale among the staff who stay behind to help reestablish trust Establishing a clear channel of communication with employees Requesting that downsized employees sign an agreement of separation and release from employment

Offering outplacement services, such as support for writing résumés and getting referrals, to all retrenched or downsized employees Making a deliberate effort to bolster morale among the staff who stay behind to help reestablish trust Establishing a clear channel of communication with employees Requesting that downsized employees sign an agreement of separation and release from employment Explanation: When implementing a reduction in force, employers should communicate clearly and transparently with employees on what's happening. Employers should also make outplacement services available to downsized employees, which can include support for writing résumés, getting referrals, and career counseling. There should also be a deliberate attempt to bolster morale among employees left behind to reestablish trust. And employees who are being downsized should sign an agreement of separation, which officially releases them from employment. They have twenty-one days to sign this form, and after they've signed it they may retract their signature within seven days.

Organizations offer various types of benefits programs to their employees.What example describes an employee assistance program? Offers might include legal support or financial advice Provides death benefits through group insurance Protects employees who are injured during personal or work time Allows employees to visit qualified physicians Helps employees counterbalance work-related ailments

Offers might include legal support or financial advice Explanation: Employee assistance programs (EAPs) are commonly provided by a third party. They protect employee privacy and could include elements such as legal support, financial advice, psychological counseling, and crisis management.

An employer decides to include several employees nearing retirement age in an impending layoff, reasoning that they don't have many years left at the company anyway.Which federal law prevents employers from discriminating against employees in this manner? Answers A. Consolidated Omnibus Budget Reconciliation Act (COBRA) B. Health Insurance Portability and Accountability Act (HIPAA) C. Worker Adjustment and Retraining Notification (WARN) Act D. Americans with Disabilities Act (ADA) E. Older Workers Benefit Protection Act (OWBPA)

Older Workers Benefit Protection Act (OWBPA) Explanation Show answer The Older Workers Benefit Protection Act (OWBPA) specifies that it is unlawful for employers to discriminate against employees based on their age, specifically when considering aspects such as life insurance, pension programs, and retirement packages.

As part of your organization's human resource development program, you're planning a list of activities for the sales team. It's important that they take away key skills and competencies to help them deal with future job demands.To best ensure this, you need to be familiar with a selection of theories on how to motivate adult learners.Which example represents the McGregor's Theory X of Theory Y motivation theory? High performers set achievable goals and address a problem rather than leave the outcome to chance Satisfiers are factors that motivate people and dissatisfiers are factors that demotivate One type of manager believes that people are motivated by basic needs, where others assume people are competitive

One type of manager believes that people are motivated by basic needs, where others assume people are competitive Explanation: McGregor's Theory X and Theory Y explores the contrasting beliefs that managers hold about workers. Theory X managers believe in control and Theory Y managers believe in motivation. McGregor argued that the command-and-control business environment of Theory X was not as effective as the self-actualizing business environment of Theory Y.

A drug regulatory authority has made a number of updates to its best practices policies and standard operating procedures. To remain compliant, the pharmaceutical company you work for will need to make considerable changes in key areas.As an HR professional, which strategies can you use to manage employees during the change management process? (Choose three) Promote employee participation in the change process Encourage employees to educate themselves about how the change will affect them Anticipate resistance to change and find ways to deal with it Educate employees about the various aspects of the change Dissuade employees from providing negative feedback on the change process

Promote employee participation in the change process Anticipate resistance to change and find ways to deal with it Educate employees about the various aspects of the change Explanation: For a change management process to be successful, employees should be well-informed and understand the need and vision for the change. HR should expect some resistance, and help facilitate change by removing obstacles like uncertainty and fear. To cultivate a sense of ownership and empowerment, employees at every level of the organization should participate actively in the change process from the outset.

How can organizations help to ensure employee involvement? Document performance evaluations carefully, provide job task variety, and communicate the company's mission and vision to inspire employees to succeed Provide job task variety and autonomy, whether within a team or individually, and provide a suitable work schedule with support for employee suggestions Communicate the company's vision to inspire employees to succeed, provide a suitable work schedule, and ensure job variety in addition to autonomy Take special care when documenting performance evaluations, provide job task variety and autonomy, and provide a suitable work schedule

Provide job task variety and autonomy, whether within a team or individually, and provide a suitable work schedule with support for employee suggestions Explanation: The organization of job tasks is a critical factor in how well employees like their work. Organizations and employees should work together to find scheduling arrangements that best suit them. And a system should be in place to incorporate suggestions, as employees often have ideas that can be helpful in improving work methods, processes, and workplace safety.

What are some actions you would take when implementing an affirmative action plan? (Choose four) Providing details on placement problems Outlining internal audit and reporting systems Compiling percentages of minorities for each job group Addressing obstacles to achieving placements Establishing objectives to increase minority representation

Providing details on placement problems Outlining internal audit and reporting systems Addressing obstacles to achieving placements Establishing objectives to increase minority representation Explanation: Some actions associated with the implementation of an affirmative action plan include defining strategies to increase the number of women and minorities in the workplace, outlining the details related to placement problems, and solving these issues, as well as describing internal audit and reporting systems.

Shaun, a male nurse at a local hospital, files a complaint of sexual harassment against another staff member, Sarah, who he claims repeatedly uses sexual innuendo or makes lewd jokes towards him. When HR confronts Sarah on the matter, she says the Employee Handbook doesn't stipulate anything about verbal comments constituting sexual harassment. Furthermore, she is unaware her behavior could be considered grounds for dismissal.Which actions should have been taken to prevent incidents of sexual harassment? (Choose two) Providing harassment training to all employees Including a note on the importance of anti-harassment policies and procedures in the employee handbook Dispersing the company's zero tolerance policy on sexual harassment to all employees Investigating all complaints of sexual harassment at the company

Providing harassment training to all employees Dispersing the company's zero tolerance policy on sexual harassment to all employees Explanation: In addition to having created a zero tolerance policy on sexual harassment in the workplace, in writing, the policy should have been dispersed to all employees in various ways. This is to ensure everyone at the organization is aware that behavior contravening the requirements as laid out in the policy is serious and could potentially be considered grounds for dismissal. Harassment training should be provided as well.

There are a number of legislations related to benefits that HR professionals should be well informed about.Which benefits legislation protects an employee that reports suspected unethical and illegal activities within his department? Pension Protection Act (PPA), 2006 Securities and Exchange Act, 1934 The Uniformed Services Employment and Reemployment Rights Act (USERRA) Sarbanes-Oxley Act (SOX), 2002

Sarbanes-Oxley Act (SOX), 2002 Explanation: SOX contains whistleblower provisions to help protect employees who come forward with evidence of wrongdoing.

What should you do if an employee is providing ambiguous responses? Ask questions that require elaborate answers Seek additional information Practice empathetic listening Use speculation to determine answers

Seek additional information Explanation: You can seek further information and practice active listening to clarify ambiguity. When using this approach, you should first state that you are confused and then ask questions that require "Yes" or "No" answers. If necessary, you could also examine the employee's body language to establish whether the information is deliberately being communicated with ambiguity.

Incidents of violence in the workplace can result in negative publicity and significant financial losses to the company.As an HR professional, what can you do to counter workplace violence? (Choose three) Put emergency plans in place so that staff know how to react when violent incidents occur Set up a mental wellness program to help employees with psychological illnesses and other personal problems Implement a recruitment policy that prevents candidates with a history of alcohol abuse from being considered Impose a zero tolerance policy for weapons in the workplace Arrange for company parties and events to be held in alcohol-free locations

Set up a mental wellness program to help employees with psychological illnesses and other personal problems Impose a zero tolerance policy for weapons in the workplace Arrange for company parties and events to be held in alcohol-free locations Explanation: Employers can mitigate the risk of workplace violence by removing the conditions often associated with these incidents. A mental wellness program can help resolve personal matters that have the potential to escalate. Removing alcohol from company events can help maintain a professional atmosphere that could otherwise get out of hand.

A football team is purchased by a female business person of Asian origin, who makes various changes to the club's policies. Under her leadership, men and women are now welcome on the executive committee and administrative positions are reserved for females only. In addition, the club's new holiday policy means that facilities are closed on Christmas Day. Finally, hiring preference is given to individuals who are citizens of the US.Which of the five protected classes of Title VII of the Civil Rights Act of 1964 are applicable in this scenario? (Choose two) Race B. Color C. Religion D. Sex E. National origin

Sex National origin Explanation: Title VII of the Civil Rights Act of 1964 recognizes five protected classes: race, color, religion, national origin, and sex. In this example, the club's discriminatory practices include reserving positions exclusively for females. This violates the Act's rule against sexual discrimination. In addition, the club's hiring practices violate the Act's rule against discrimination based on nationality.

A company has just been informed that the Office of Federal Contract Compliance Programs, or OFCCP, will be conducting a compliance check to review the employer's record-keeping practices to ensure compliance with the various HR-specific regulations. The documentation that HR has kept pertaining to employee benefits should date back how many years in order to be compliant? Six years Three years Five years One year

Six years Explanation: During an OFCCP compliance check, the employer's record-keeping practices are reviewed to ensure compliance. At a minimum, benefit records should be retained for a six-year period. This documentation typically includes a summary of the benefits program and a description thereof, annual report records, as well as amendments to or terminations of the plan.

Which examples describe appropriate ways to conduct a termination meeting? (Choose two) Speaking clearly and directly when informing an employee about termination Putting off answering questions from the departing employee Making it clear to an employee that the decision to terminate won't be reversed Presenting negative feedback to the departing employee

Speaking clearly and directly when informing an employee about termination Making it clear to an employee that the decision to terminate won't be reversed Explanation: Setting the stage correctly by opening the termination meeting in a courteous manner is important when conducting termination meetings. The tone and approach should be courteous, clear, and direct. It's also important to define the separation by getting straight to the point by stating that the individual's employment is being terminated. Support this by citing reasons behind the decision and make it clear that the termination can't be reversed.

Which statement is an example of modeling? HR outlines self-improvement goals for employees looking to advance their careers within the company An e-mail detailing the updates to HR policies is sent out to all employees Staff are taught new skills by observing an onsite trainer The Learning and Design department makes self-directed courses available

Staff are taught new skills by observing an onsite trainer Explanation: The modeling approach teaches employees to learn new behaviors and skills by watching other people. Formal modeling can be provided by a manager or trainer. Informal modeling is also effective and involves observing the behavior of other workers.

A company's compensation strategy determines how it will attract, keep, and encourage its employees, and demonstrate its core objectives, in a cost-effective way.Which steps are involved in the strategic compensation process? (Choose three) Answers A. Strategically evaluate the compensable factors relevant to the business strategy B. Communicate the compensation plan to senior management C. Consider the requirements of the business strategy D. Compare all tangible costs with nonmonetary benefits E. Analyze current pay rates and business strategies

Strategically evaluate the compensable factors relevant to the business strategy Consider the requirements of the business strategy Analyze current pay rates and business strategies Explanation: The steps in the strategic compensation process are: consider the requirements of the business strategy; strategically evaluate the compensable factors relevant to the business strategy; analyze current pay rates and business strategies; determine a measure for each job and a plan for employee advancement; and communicate the compensation plan to all employees.

Which career development approach should you implement to help employees deal with personal problems and realize their potential? Support programs Coaching workshops Mentoring programs Evaluation programs

Support programs Explanation: Support programs help employees overcome personal problems that prevent them from reaching their true potential. This approach is also effective for employees who are not elevating their potential through training and counseling.

An employee complains about the processes used to dispose of waste is inadequate. You are required to evaluate the situation. What framework should you use in your investigation? The Employee Assistance Program (EAP The Corporate Social Responsibility (CRS) program The values statement The code of conduct

The Corporate Social Responsibility (CRS) program Explanation: The Corporate Social Responsibility or CSR is an organization's sense of responsibility towards the environment and the community. It is based on three P's, namely people, planet, and profit. In this instance, the investigation should be based on people, which involves fair employment practices.

An employee does not want to provide survivor benefits to his spouse in the event of his death.Identify the benefit regulation that applies. The Employee Retirement Income Security Act (ERISA) of 1974 The Retirement Equity Act (REA) of 1984 The Patient Protection and Affordable Care Act (PPACA) The Consolidated Omnibus Budget Reconciliation Act (COBRA)

The Retirement Equity Act (REA) of 1984 Explanation: The Retirement Equity Act of 1984 requires written approval from a spouse if the participant does not want to provide survivor benefits in his or her retirement plan.

There are many aspects of an organization's benefits and compensation programs that employees should be kept abreast of.What information must be communicated to employees about benefits and compensation? (Choose four.) The algorithms benefits programs use to track and record benefits payouts The proportion employees pay toward a specific benefit When payouts only contain employee contributions What happens to benefits upon termination of employment How employees can access benefits information online The form in which benefit surveys are conducted

The proportion employees pay toward a specific benefit When payouts only contain employee contributions What happens to benefits upon termination of employment The form in which benefit surveys are conducted Explanation: The communication to employees about benefits and compensation should cover cases where payouts only contain the employee's contributions; the portion the employee pays towards a certain benefit in the benefits program; how the organization conducts benefits surveys; and the impact that termination of employment has on the employee's benefits.

The manufacturing company you work for has recently lost some big clients and sales figures have dropped considerably. You have put together a business case that outlines the change needed to resolve the underlying issue. What elements should you include to help management make an informed decision? (Choose three) The methodology used to identify the underlying issue The scope of the suggested change, including the time and resources required A detailed implementation plan An explanation of how the change will address the problem A description of what the problem is and how it affects the company's strategic objectives

The scope of the suggested change, including the time and resources required An explanation of how the change will address the problem A description of what the problem is and how it affects the company's strategic objectives Explanation: The business case should first identify the root cause of the problem and highlight the negative impact it has on the business. Next, it should outline the proposed solution and demonstrate how it will resolve the problem. It's important to define the scope of the solution by including the schedule, required resources, and deliverables.

HR at a travel agency franchise is in the process of issuing the company's annual online employee survey to employees for completion. However, when asked to proofread it, one of the company stakeholders notices that a couple of questions in this year's survey are almost verbatim the same as in previous years. In one category, for example, respondents are asked to rate their reaction to the statement, "I have the resources I need to do my job well." When queried on the matter, HR says this is intentional.Why does HR repeat some questions in subsequent surveys? To establish a benchmark against which to cross-reference data Because the company's legal department insists on it To make the survey easier and faster to compile Because all HR surveys are compiled using the same online template

To establish a benchmark against which to cross-reference data Explanation: When analyzing employee engagement data, HR should keep some questions consistent from one survey to the next. This helps to create a benchmark or baseline, since a particular year's data can then be compared against responses polled in previous years' surveys. If none of the questions had been representative of information gathered the previous year, for example, HR would have nothing relevant to compare results to. However, despite keeping some questions consistent, HR shouldn't get overly fixated on individual responses; rather the aim of the employee survey at a higher level should remain the focus.

What key organizational strategy element can best be described as where an organization wants to be? Values B. Mission C. Vision D. Purpose

Vision Explanation: An organization's vision conveys where it wants to be in the future and creates enthusiasm about the company's future prospects.

Which example describes the calculation for thre cost per hire? You calculate the sum of advertising and recruiting agent expenses, plus the referral compensation, divided by the number of people employed over a given period. You divide the number of qualified applicants, say 10, by the total number of overall applicants, 25. You divide the number of people who left the company's employ, per year, by the average number of individuals employed per month. Then multiply the quotient by 100.

You calculate the sum of advertising and recruiting agent expenses, plus the referral compensation, divided by the number of people employed over a given period. Explanation: The cost per hire metric is used to calculate the amount (in dollars) expended on each new recruit during the hiring process. This figure is calculated by working out the sum of external and internal costs, divided by the number of new hires. In this case, external costs are advertising and recruitment agency expenses. Referral compensation is a type of internal cost.

Outsourcing is where work responsibilities are delegated to external or third-party vendors that have no relationship to the company.Which option is an example of onshoring? To cut costs and provide scaling flexibility, an American parts manufacturer hires a company in a neighboring state to handle parts delivery Due to a shortage of experienced financial analysts, you seek the services of a firm in a neighboring country Owing to an economic downturn, an American-based company decides to subcontract their marketing needs to an overseas company You outsource a public relations event for a new product to a company located in the same town

You outsource a public relations event for a new product to a company located in the same town Explanation: Onshore sourcing is where a vendor is located within the same country as the company. In this case, the same town.

Your organization has developed a new product.What strategies can you use to successfully launch this product in a new market? (Choose two) You do a full product launch and then gather feedback from consumers You incorporate existing information and approaches from your current market You perform several beta tests before the full launch You coordinate training sessions to prepare employees to cope with change

You perform several beta tests before the full launch You coordinate training sessions to prepare employees to cope with change Explanation: To successfully launch a new product in a new market, an organization should build on existing knowledge and expertise gained from other markets; test a limited range of product releases before doing a full launch; develop an organizational culture of flexibility and innovation and include training to enable employees to handle change.

Steven, a senior project manager, has expressed dissatisfaction with his annual salary increase. His salary is $80,000 and the midpoint salary range for his position is $100,000.What is Steven's compa-ratio? 20000 0.8 0.2 0.008

0.8 Explanation: The compa-ratio is calculated by dividing the current salary by the midpoint salary range for a given position, and multiplying it by 100. In this case, $80,000 is divided by $100,000 and multiplied by 100 to return a compa-ratio of 80%.

Risk is the potential that negative events will lead to an unwanted outcome.Wrongful termination is an example from which risk category? Business continuity risks Workplace privacy risks Employee health and safety risks Security risks Compliance risks

Compliance risks Explanation: Compliance risks are caused by not following laws and regulations. Examples of compliance risks may include potential penalties, legal expenses, and fines due to noncompliance with laws and regulations. Compliance risks also include lawsuits arising from unfair employment practices such as discrimination, wrongful termination, and sexual harassment.

Consider a scenario in which a disgruntled employee writes damaging articles about the company where he works in the local newspaper. Which common law tort applies in this instance? Fraudulent misrepresentation Invasion of privacy Defamation Employee's duty of loyalty

Employee's duty of loyalty Explanation: An employee publishing falsehoods about an employer in the local newspaper violates the employee's duty of loyalty. This tort means the employee must not harm the employer's business or damage the employer's reputation, products, or services. This duty ends immediately upon separation of employment.

The ADDIE (Assessment, Design, Development, Implementation, and Evaluation) training development model helps ensure that employee training activities and strategies align with and complement organizational goals.Which steps are involved in the design phase? (Choose four) Evaluate results Identify the target audience Choose an instructional designer Identify necessary content Analyze the training needs Determine training objectives

Identify the target audience Choose an instructional designer Identify necessary content Determine training objectives Explanation: The design phase of the ADDIE model involves the following steps:Establishing training objectives that include specific, measurable, action-oriented, realistic, and timely aspectsIdentifying required content by reviewing the needs assessmentDetermining the target audience by analyzing members' backgrounds and expertiseAppointing an instructional designer, either in-house or via a third party.

Training delivery methods can be categorized as either traditional, technology-driven, on-the job, or blended learning.Which of the following is an example of self-directed training? Mary combines computer-based training with an experienced mentor and coach Max brainstorms with another trainee after the expert lecturer initiates the exercise Gwen shadows an experienced member of her team Maria relies on a set of workbooks and job aids Taku takes his webinar training during work hours

Maria relies on a set of workbooks and job aids Explanation: Self-directed training is a traditional training delivery approach whereby learners use available training materials, unsupervised and at their own pace. These training materials can include workbooks and job aids, for example.

Which strategies can organizations use to build positive employee relations? (Choose four) Meaningful employee reward programs Continuous communication High employee involvement Above average health and safety policies Cooperative employee-management connections Exceptional recruitment programs

Meaningful employee reward programs Continuous communication High employee involvement Cooperative employee-management connections Explanation: Continuous communication is one way to ensure positive employee relations. Employees appreciate the opportunity to talk to management about problems, and to help solve issues in the company. Employees also feel more satisfied and committed toward an organization if they believe their efforts are recognized and valued. Both rewards and recognition are critical to convey management's perception of the value of employees, teams, and departments in the organization. A positive environment helps improve trust and collective bargaining outcomes, and it helps resolve grievances quicker. The more involved and connected employees feel, the more likely they'll be happy in their jobs. Involvement strategies are a powerful way to keep employees connected to the company. When employees are involved, they feel empowered to make a positive contribution.

Tracking and reporting compensation policies and programs is important to help control costs.Which accounting practices should you follow for tracking and reporting purposes? (Choose two) Monitor expenditures continually Keep employee performance reviews for the legally required duration Have managers make adjustments to stay within budget Reassess organizational objectives each quarter

Monitor expenditures continually Have managers make adjustments to stay within budget Explanation: In top-down budgeting, managers are responsible for implementing the budget set by senior management. This involves making the required personnel decisions and dealing with any required adjustments. Auditing is another important aspect of controlling costs. You can't have an effective, efficient budget without continually monitoring expenditures.

What are some features of corporate restructuring? (Choose four) Moves from a top-down hierarchical structure, to a flatter organizational structure Helps an organization adjust to current economic conditions Redefines job requirements and expectations of employees Requires a temporary freeze in operations while the new structure is implemented Maintains existing reporting relationships within a revised hierarchy Often involves changes to a company's debt-servicing schedule

Moves from a top-down hierarchical structure, to a flatter organizational structure Helps an organization adjust to current economic conditions Redefines job requirements and expectations of employees Often involves changes to a company's debt-servicing schedule Explanation: Corporate restructuring refers to the act of reorganizing a company in response to changing market conditions to ensure it remains lucrative. You may need to implement financial restructuring, which can affect a company's equity holdings and debt-servicing schedule. With corporate restructuring, companies often reduce the number of hierarchical levels. As a result, jobs are redefined and reporting relationships are modified.

Which of the following actions relate to an organization's responsibilities? (Choose two) Receiving and managing customer work or service orders Creating products or services and delivering them to customers Applying corporate governance at the highest standards, at any cost Providing full data access to all employees

Receiving and managing customer work or service orders Creating products or services and delivering them to customers Explanation: The demand for products or services is what drives a business. Receiving customer orders is a daily activity that forms part of an organization's core operations. Creating and delivering products or services to customers is another essential operation. It fulfills customer demand and converts assets into profits.

Which key principal risks should organizations prioritize? (Choose two) Safety Market Strategic Privacy

Safety Privacy Explanation: Safety and privacy are two key principle risks for most organizations. Failure to provide safety in the workplace can result in serious consequences, such as negative company publicity and low employee morale. Failure to properly protect the privacy of employee information can result in non-compliance with employment and privacy-related laws and regulations.

Most organizations implement policies to enforce their ethical standards. Which policies can be applied to report unethical behavior? (Choose two) Mission statement Values statement Record retention policy Code of conduct

Values statement Code of conduct Explanation: Show answerThe code of conduct and values statement guide employee behavior and actions. The code of conduct provides a detailed description of acceptable and unacceptable behaviors, while the values statement defines the organization's principles and what it stands for.

You work as an HR professional in a software development company. Over the past two years, the employee turnover of mid-level programmers has increased considerably, which had a negative impact on productivity and client relations.What should you do to improve staff retention? Increase flexibility by allowing programmers to work from home and choose their own working hours Implement a bottom-up management style that encourages programmers to have their say in all management decisions Establish a strong organizational culture to promote personal investment and team commitment Align compensation based on what other successful software companies are doing for similar positions

Align compensation based on what other successful software companies are doing for similar positions Explanation: The best approach is to use benchmarking to find out what compensation and benefits your top competitors are offering their mid-level programmers. Once you've learnt from their best practices for setting up and managing benefits programs, you can make the required changes bring your packages in line with the market.

Which efforts are representative of an organization that embraces the spirit of inclusion and diversity? (Choose two) An HR professional provides inclusiveness training to company leaders B. A company deals with employee complaints once per quarter An organization fosters a respectful environment where all employees have the same opportunities A company determines and sets employees' start and end times for the workday

An HR professional provides inclusiveness training to company leaders An organization fosters a respectful environment where all employees have the same opportunities Explanation: HR has an important part to play in diversity management and leadership for changing employee needs. It can help create and empower an organizational culture that fosters a respectful, inclusive environment where each employee has the opportunity to learn, grow, and contribute to the organization's success. Employees often have ideas that can be very helpful in improving work methods, processes, and workplace safety. Employers should encourage contributions from employees and support their input on a wide range of work-related issues.

As HR manager of a software company, you have been tasked with developing a strategic compensation plan for the business. You're busy with the third step of the process, which involves forecasting the compensation market.Which activities should you perform? (Choose three) Analyze current pay rates and business strategies Conduct pay surveys to gather data for evaluating and ranking job positions Complete a cross-impact analysis to assess the impact of interacting trends on the compensation strategy Create a pay structure using job evaluations and external market trends Measure employee performance against the business strategy

Analyze current pay rates and business strategies Conduct pay surveys to gather data for evaluating and ranking job positions Complete a cross-impact analysis to assess the impact of interacting trends on the compensation strategy Explanation: To forecast the compensation market, you should analyze current pay rates and business strategies, conduct surveys or interviews with experts, and then perform a cross-impact analysis to assess the impact of interacting trends on the compensation strategy.

Which standardized test is described by the following statement:You assess how quickly a candidate is able to learn the fundamentals of a new programming language. Cognitive ability Integrity Personality Aptitude

Aptitude Explanation: Aptitude tests are used to measure an individual's ability to learn or apply a new skill.

You are the HR manager of a startup clothing retailer. Business is booming and the company is looking to expand its product range and open several new stores.However, your human capital is limited and taking this step will require professional growth and development at the management level. To discuss how best this can be achieved, you consult the financial advisor, retail manager, and business owner.What is the best approach for determining the professional requirements for your business growth? Identifying what professional goals and ambitions your retail manager has Involving other employees to share their insights and knowledge about the proposed expansion Initiating the business development process and tackling each requirement as you go Benchmarking with larger retail companies to understand what skills and qualifications their leaders have

Benchmarking with larger retail companies to understand what skills and qualifications their leaders have Explanation: Since the company has limited management experience, the most practical approach is to determine what competencies, qualifications, and licenses other large, successful retail organizations have, and determine how it compares to your business. Benchmarking in this way enables you to learn what is needed to support your business growth.

Your company is considering taking on a large project. While it offers exciting new opportunities for growth, there is also the risk that the current workforce won't meet the tight deadline.Which risk response serves the business's best interests? Commit to the project and hire additional staff on short-term contracts Err on the side of caution and don't accept the project Commit to the project and motivate employees to work more efficiently Refer the client to another company, to avoid the risk of failing

Commit to the project and hire additional staff on short-term contracts Explanation: The best outcome would be to accept the project and put plans in place to reduce the risks associated with managing the workload. By hiring additional staff on short-term contracts, the business will be able to meet the project deadline and be able to reduce its workforce back to its original size once the workflow decreases.

Which example represents Skinner's Behavioral Reinforcement Theory? Conduct is fueled by its consequences, so management can control future behavior by using various reactions to current behavior Individuals want to be treated equally The decision to exert effort depends on expectation, instrumentality, and valance

Conduct is fueled by its consequences, so management can control future behavior by using various reactions to current behavior Explanation: Skinner's Behavioral Reinforcement Theory believes positive reinforcement will help ensure that employees repeat desired behaviors. Negative reinforcement can be used to ensure a certain outcome doesn't occur; punishment can be used to further decrease undesirable behavior; and extinction is the stage where the behavior has become "unlearned."

During a performance appraisal, Cheryl tells her manager she enjoys the new challenges of assisting a team of developers on a complex new project. But she also tells him that while she'd like to continue to grow her career at the company, she doesn't want to become part of management. What type of leadership development is this an example of? Mentoring Dual career ladders Coaching Upward mobility

Dual career ladders Explanation: The dual career ladders approach to management or leadership development recognizes that some employees want to continue to grow with the company, but don't want to become managers. The nonmanagement side of this concept moves the person through a number of jobs that increase in complexity, so the organization's needs are met and the individual's personal development priorities are addressed. This progression isn't necessarily upward; in many cases a lateral move to another role provides ample challenges and opportunities for advancement.

You've been asked to review your organization's compensation system to ensure it supports organizational objectives. You'll need to evaluate each job in terms of its relative value to the organization.Which method is used to rank and map jobs to dollar values? Market-based Ranking Classification Factor comparison Point

Factor comparison Explanation: The factor comparison method is more complex than ranking, classification, and point factors because it ranks each job by selecting compensable factors, then maps dollar values to the factors in order to determine pay rates. This method is seldom used, in part because of its complexity.

HR professionals are often required to work as a team, in their department, and within the broader organization. As such, it is important to develop good communication skills. Which are features of effective team communication? (Choose two) Consistent feedback to individuals during team meetings, whether positive or negative Good emotional intelligence skills A positive attitude Unanimous decisions within the team Assistance

Good emotional intelligence skills A positive attitude Explanation: Emotional intelligence skills facilitate relationship building as it helps with understanding other people's feelings and communication styles. A positive attitude is also advantageous for team communication because it promotes positive interactions and team cohesiveness.

The Copyright Act is a law that governs the use of content and intellectual property.Which scenarios infringe on the Copyright Act? (Choose two) Kate develops an employee performance rating system specifically for her organization. When she leaves the company, she makes use of this system in her new job. Pat registers her report on consumerism. Her granddaughter finds her report used in a documentary on consumerism, 80 years after her death. Abu is contracted to design a series of model homes. He develops the first blueprint, replicates it, and then adjusts it to create a new design. Valerie creates a marketing brochure for personal hygiene products and appends a registered white paper on the impact of poor personal hygiene without consent.

Kate develops an employee performance rating system specifically for her organization. When she leaves the company, she makes use of this system in her new job. Valerie creates a marketing brochure for personal hygiene products and appends a registered white paper on the impact of poor personal hygiene without consent. Explanation: Under the Copyright Act, when employees produce work as part of their day-to-day responsibilities, the employer is regarded as the owner of the work. Furthermore, the owners of copyrighted work are required to give permission before their work can be printed, duplicated, distributed, adapted, or sold.

Organizations can provide support for employees and make resources available to promote inclusion and diversity within the organization. This should be done in particular for which groups? (Choose two) Answers A. Lesbian, gay, bisexual, and transgender individuals, Asian-Americans, and Latino-Americans B. Men, especially men nearing retirement age C. All employees, not just minority groups such as multicultural groups or former members of the military D. Women, African-Americans, individuals with disabilities, and former members of the military

Lesbian, gay, bisexual, and transgender individuals, Asian-Americans, and Latino-Americans Women, African-Americans, individuals with disabilities, and former members of the military Explanation Show answer Diversity involves the human contingent of an organization - the race, age, culture, gender, disability, sexual preference, national origin, or any other factor that makes up the personal identities of the employees. Because the US labor force consists of a diverse spectrum of women, minorities, and ethnic immigrants such as African-Americans, Latin-Americans, Asian-Americans, and other races and multicultural groups - to name but a few - resources should be made available to promote inclusion of these groups. Also included are people with disabilities, former members of the military and their allies, as well as people from the lesbian, gay, bisexual, or transgender (LGBT) community.

The Occupational Safety and Health Act was designed to be extremely comprehensive, and it's crucial to know when it applies. Consider an example. While performing routine maintenance on a boiler at a farm, the farmer's son is severely injured when a gas line catches fire as he enters the area where welding is being done.Is this scenario covered under the OSH Act, and why? No, if only immediate members of the employer's family are employed on the farm No, the son is considered a temporary worker Yes, because OSHA applies everywhere in any working environment where there may be safety hazards Yes, if the injuries to the farmer's son were to prove fatal

No, if only immediate members of the employer's family are employed on the farm Explanation: A boiler is an example of what's considered a confined space. Because employees who work in confined spaces often face increased risk of exposure to serious hazards, entry to such spaces requires a permit. In addition, OSHA mandates that the employer notify exposed employees of the hazards and have a written confined space plan that complies with OSHA standards. However, the OSH Act does not apply on farms at which only immediate members of the employer's family are employed.

An electronics and IT retailer has decided to open its own call center to support customers instead of outsourcing this service to a third party.What approach should HR take to address the human capital shortfalls that could arise during this strategic implementation? Hire the appropriate staff once the call center facility is complete and operational Recruit new employees who have suitable experience to manage and operate the call center Reassign employees with call center experience to run the call center Train the sales team on how to provide customer support and have the sales department absorb the call center function

Recruit new employees who have suitable experience to manage and operate the call center Explanation: The best approach is to recruit new employees who have the skills and competencies required to operate a call center. HR needs to be proactive and complete the recruitment process before the call center facility is up and running.

An HR team's been tasked with promoting diversity and inclusion within a large auto retailer. While the company prides itself on its fair hiring practices and inclusive culture, the HR team is facing some opposition from employees, predominantly men, who don't believe that inclusiveness training is relevant or necessary.What should the team do? Reiterate and clarify the difference between diversity and inclusiveness to employees Outline that the company needs to meet a quota for hiring minorities Explain that the training's mandatory, because diversity is regulated by law Exempt the mostly-male sales team from having to attend inclusiveness training

Reiterate and clarify the difference between diversity and inclusiveness to employees Explanation: While diversity and inclusiveness are not the same thing, there is a correlation. Employees need to understand that diversity relates to the human contingent of an organization - the race, age, culture, gender, disability, sexual preference, national origin, or any other factor that makes up the personal identities of the employees. Whereas inclusiveness is the process of combining the skills of a diverse workforce into a unified team to accomplish a common goal - the success of the business. So in order to be truly inclusive, an organization needs to embrace diversity.

A current employee is concerned about their single income household and is looking for a program that offers survivor benefits.Which program does this benefit fall under? Social Security Medicare Unemployment insurance Workers' compensation

Social Security Explanation: Social Security provides disability, death, retirement, and survivor's benefits. Survivor benefits provide the surviving spouses and children of a deceased worker with a monthly benefit, which is paid in addition to the one-time death benefit payment.

Which professional development method should you apply to enable employees to perform tasks that are a grade above their current skill set? Stretch assignments Cross training Job shadowing Coaching

Stretch assignments Explanation: A stretch assignment is a development opportunity in which employees are allotted duties that are a level higher than their current skill set or function.

HR plays a key role in ensuring that employees remain engaged and motivated to remain with a company. However, a good HR approach is to make provisions for when an employee does eventually leave.What features should you consider when you develop a succession program? (Choose three) The program aims to attract external, new talent to the organization The program is aimed at employees across all levels of the organization Succession planning has been built into the annual performance review The succession plan is aligned to the company's strategic goals Mentoring and development programs are available to develop internal talent

Succession planning has been built into the annual performance review The succession plan is aligned to the company's strategic goals Mentoring and development programs are available to develop internal talent Explanation: Succession programs should be used to develop internal talent to fill current and future leadership positions. A good succession program gives employees the chance to advance their career plans within the company and typically, the program is aligned to the company's strategic goals and objectives. This helps the company align its strategy with the professional growth expectations of key employees. Succession planning can be built into employees' performance reviews, to help identify who's most capable and who's interested.

As an HR professional, you should be familiar with the methods used to regulate employee compensation and benefits. One such method is benchmarking.Identify the most accurate definition of benchmarking. The practice of comparing job salaries and benefits against similar jobs in the industry The process of comparing the total remuneration package values of similar jobs within the organization The process of calculating compensation based on a job's contributions to the company A method of analyzing trends to identify and interpret performance patterns over time

The practice of comparing job salaries and benefits against similar jobs in the industry Explanation: Benchmarking is the practice of comparing job salaries and benefits with those offered by other employers within the same industry. The information is acquired through free government surveys, inexpensive industry-specific surveys, or by outsourcing a survey to a survey vendor, which is more expensive.

An employee in your company's sales department approaches you to report code violation and financial fraud among departmental managers.Which regulation should you comply with to ensure the safety of the worker? The Hazard Communication Standard Title I of the Americans with Disabilities Act (ADA) Title VII of the Civil Rights Act of 1964 Title VIII of the Sarbanes-Oxley Act (Sarbox or SOX) of 2002

Title VIII of the Sarbanes-Oxley Act (Sarbox or SOX) of 2002 Explanation: Title VIII of the Sarbanes-Oxley Act of 2002 protects whistleblowers, or people that report unethical or illegal information about an organization. It also specifies the penalties for disrupting fraud investigations.

Which communication method with its most suitable for a CEO to inform all employees about the company's planned merger and its implications? Intranet Open-door policy Town hall meetings Word-of-mouth Management by walking around

Town hall meetings Explanation: Town hall meetings are formal gatherings for the whole company. They are used for sharing information about the company, from the top down, and there's usually minimal room for feedback from employees.

Poor retention strategies lead to high employee turnover that's costly to a company. What strategies should you implement to ensure high retention rates? (Choose four) Treat all employees in a fair and equitable manner Respect all employees regardless of position Provide personal development opportunities to help employees advance Clearly communicate expectations and responsibilities to employees Offer compensation above the industry average Ensure the workplace is highly competitive

Treat all employees in a fair and equitable manner Respect all employees regardless of position Provide personal development opportunities to help employees advance Clearly communicate expectations and responsibilities to employees Explanation: Companies with high retention rates have various things in common, including effective onboarding programs to ensure employees are engaged, happy, and treated equally regardless of their position. Open communication is also important; employees should be aware of their responsibilities, and what's expected of them, and given the tools they need to succeed. Companies should also offer incentives, such as career growth opportunities and training, to encourage employees to remain in its employ.

Your employer offers several benefits and compensation programs, in which hundreds of employees are enrolled. Despite being at the company for some years, most employees have very little knowledge about what these programs entail.What information should you make employees aware of regarding the company's benefits and compensation programs? (Choose four.) When payouts contain employer and employee contributions What happens to employee benefits upon termination of employment The industry averages of benefits The proportion the employer pays toward benefits How the employer notifies employees about changes to a benefit The technology used to administer a benefits program

When payouts contain employer and employee contributions What happens to employee benefits upon termination of employment The proportion the employer pays toward benefits How the employer notifies employees about changes to a benefit Explanation: You should inform employees about instances when payouts only contain their contributions and when they include company contributions as well; the portion the company pays towards a specific benefit in the benefits program; how the company reports changes to a benefit to employees; and what happens to an employee's benefits when their employment is terminated.

As an HR professional in a large metal manufacturing organization, you must apply your knowledge in choosing the right benefits program for employees. The workforce is comprised primarily of low-wage production line workers who build and assemble machine parts. Many of them come from poor backgrounds with a history of emotional and mental issues. Another important consideration is that workplace injuries occur fairly frequently, since most employees operate dangerous machinery. Under ERISA, what communications requirement must you follow in relation to employees' benefits and compensation programs? Whether employees can adjust the benefits during the year Details regarding any additional coverage employees are advised to arrange privately Any new technologies used to track benefits programs A comparison of how the benefits program compare to competitor programs

Whether employees can adjust the benefits during the year Explanation: In addition to outlining the effective dates and eligibility of the benefit, you must also explain what adjustments the employee can make to the benefit, whether changes can be made during the year and for what purpose, how to make changes to the benefit, and what, if any, costs are associated with the change.

In the event of a strategic plan being implemented, what is an important consideration for HR? Whether employees possess the skillset to execute the planned activities How much the plan will cost in total to implement What the potential risks associated with the plan are How much time is available to execute the plan

Whether employees possess the skillset to execute the planned activities Explanation: HR must understand what activities the plan involves and ensure the workforce has the required skills and competencies to successfully complete them. Any human capital shortfalls should be anticipated ahead of time so that staff can be trained or reassigned, and new employees recruited.

You can implement various selection techniques to ensure that the best candidate fills a position. Which option is an example of a situational interview? Wanting to learn more about a candidate, you ask how she responded when her last project met with unexpected problems and the team missed important milestones You ask the candidate to describe how he would deal with an irate stakeholder You invite future team members, and the team manager, to a meeting with the candidate, to determine how well the individual will function within the team You ask the candidate how they dealt with an irate stakeholder on a past project

You ask the candidate to describe how he would deal with an irate stakeholder Explanation: A situational interview can be used if you want to determine how a candidate will respond to future scenarios. In this case, describing a hypothetical example and asking the candidate to outline their response. Situational interviews can help determine if a candidate is a good fit for the role.