SHRM Learning System Practice Exam

FIX THIS!!!!!!!! Which of the following is the primary goal of HR analytics in organizations? Answers Track HR policies and procedures. Measure the impact of HR on organizational outcomes. Identify under performing functions. Improve human capital decisions.

Human resource analytics also called as workforce analytics or talent analytics enables your HR managers to make better decisions based on hardcore data. Analytics helps in predicting retention and offers extensive modeling capabilities for workforce planning.

Which is a measure of internal processes in the balanced scorecard framework? Answers Utilization of capital Operational effectiveness Profit and loss Employee capabilities

"balanced scorecard"—a set of measures that gives top managers a fast but comprehensive view of the business. The balanced scorecard includes financial measures that tell the results of actions already taken. And it complements the financial measures with operational measures on customer satisfaction, internal processes, and the organization's innovation and improvement activities—operational measures that are the drivers of future financial performance. The Balanced Scorecard Links Performance Measures How do customers see us? (customer perspective) What must we excel at? (internal perspective) Can we continue to improve and create value? (innovation and learning perspective) How do we look to shareholders? (financial perspective) https://hbr.org/1992/01/the-balanced-scorecard-measures-that-drive-performance-2

What is most useful for attracting high-fit managerial or executive candidates when using e-recruiting? Answers A simple, universal interface that allows the candidate to see all listings at once without filters Information about the company culture, including a realistic job preview The top salary and benefits package for each position Statistical information about the proportion of candidates who are successful on the job

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How might differing viewpoints, resulting from workplace diversity, impact group and organizational decision making? Answers By leading to faster decisions By increasing conflict, but leading to higher quality decisions By decreasing the likelihood of participants accepting the group's decision By leading to participants being dissatisfied with the decision-making process

By increasing conflict, but leading to higher quality decisions. The cognitive diversity hypothesis suggests that multiple perspectives stemming from the cultural differences between group or organizational members result in creative problem solving and innovation. https://opentextbc.ca/principlesofmanagementopenstax/chapter/key-diversity-theories/

To avoid potential retaliation claims, which documents should be kept in a confidential file rather than in an employee's personnel file? Answers Disciplinary reports Employee grievances Compensation history Employment contract

Employee grievances. Workplace investigation records (although relevant disciplinary action, counseling or other direct communications are placed in the employee's personnel file) Reference/background check results Drug test results Equal employment opportunity (EEO) self-identification of gender and race/ethnicity Affirmative action self-identification of race, gender and veteran status Affirmative action self-identification of disability Child support/garnishmentsConfidential fileLitigation documents https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/includedinpersonnelfile.aspx

Which metric would be most useful for measuring the success of a change management program for an HR management system implementation? Answers Training completion Engagement score Business adoption Budget achievement

Engagement score An additional benefit is that it allows you to measure your communications by enabling your community of employees to upvote or downvote the effectiveness of content. And by keeping tabs on the most viewed articles or videos with the least engagement, you'll get insight into which types of communications are resonating. Measuring change management - key metrics 2020 (zendesk.com)

What is the first step in the workforce planning process? Answers Analyze the available labor supply. Identify the strategic staffing goals. Forecast the organization's demand for labor. Identify the business strategy.

Identify the business strategy. Step 1: Set Strategic Direction. This step involves linking the workforce planning process with the agency's strategic plan, annual performance/business plan, and work activities required to carry out the goals and objectives of the strategic plan (long term) and performance plan (short term). https://www.bing.com/search?q=What%20is%20the%20first%20step%20in%20the%20workforce%20planning%20process%3F&qs=ds&form=QBRE

Companies that assign managers to foreign locations from headquarters follow what kind of international staffing policy? Answers Polycentric Ethnocentric Geocentric Regiocentric

In international human resource management, the types of staffing policy approaches are as follows: Ethnocentric staffing Polycentric staffing Geocentric staffing The ethnocentric policy approach to staffing designates home country nationals as top ranking employees in global operations. For instance, executive positions are given to Americans in an office of an American company located in Indonesia. The main benefit of this staffing policy approach is that it allows the organization to ensure that the people in the top positions are experienced in the business of the firm. This is especially the case where the host country does not have enough qualified workers for staffing top positions in the organization. The polycentric policy approach to staffing assigns home country workers to top positions in the central offices or headquarters, and overseas local workers to other positions. The main advantage of this policy approach is that it facilitates organizational learning on local markets. This staffing policy approach also provides better opportunities for locals to improve their careers through promotion. However, this promotion is limited to key positions in the local operations, and does not include central or corporate top positions. This staffing policy approach is disadvantageous because it could create knowledge and performance gaps between overseas managers and managers in the home country. The geocentric policy approach to staffing assigns job positions to any person best suited for the position, regardless of the employee's background, culture or country of origin. The main advantage of this staffing policy approach is that it is highly flexible. It can increase the firm's cultural knowledge about the different markets and countries. However, a disadvantage of this staffing policy approach is that it could be difficult to apply. Immigration policies, costs of worker relocation and diversity management create pressure on HR management http://panmore.com/staffing-policy-hrm-issues-in-international-business

What is a characteristic of a low-context culture? Answers Words are few and there are long pauses. Time is flexible. Others are blamed for failure. The end product is the most important.

Others are blamed for failure. http://staff.washington.edu/saki/strategies/101/hallcul.htm

The HR director notices a trend of companies partnering with a not-for-profit organization. Which type of risk could the company avoid by aligning with the charity? Answers Legal Financial Operational Strategic

Strategic (can no find the reason why)

As part of the strategic planning process, a manufacturing organization outlines plans to expand its product line over a five-year period. To support the organization's strategic planning process, what type of plan should the training department use to present product knowledge training to customer service agents? Answers Strategic Internal Tactical Actionable

Strategic learning is defined as "using evaluation to help organizations or groups learn quickly from their work so they can learn from and adapt their strategies. (Did not find anything on the other three options)

An international company that grows and harvests tea from locations throughout Asia is reviewing its corporate strategy. As part of the strategy, the company provides incentives to farmers to encourage responsible harvesting of tea leaves, minimizing the impact of the harvest on local villages. These incentives are embedded in what area of the corporate strategy? Answers Profitability Sustainability Productivity Usability

Sustainability https://www.unilever.com/sustainable-living/enhancing-livelihoods/inclusive-business/connecting-with-smallholder-farmers-to-enhance-livelihoods/

When might a company prefer to use alternative dispute resolution as a means to address employee relations issues? Answers When the company has not established a budget line item for attorney fees When there is no union contract with a mutually agreed upon grievance procedure When the company wishes to resolve issues in a less contentious way than is typical of addressing complaints through the legal system When the company has too few employees to be covered by employment discrimination laws

When the company wishes to resolve issues in a less contentious way than is typical of addressing complaints through the legal system Even though Alternative Dispute Resolution is intended to reduce the costs, stress, and formality associated with going to court, many parties still hire attorneys to represent them at ADR proceedings. They also seek out pre-proceeding consultations about possible solutions or strategies. Just as with any legal dispute, you should hire an attorney with experience in your particular legal issue who also is familiar with the collaborative process of ADR. Additionally, arbitrators and mediators are often lawyers. Rather than hiring a lawyer to represent each party in an ADR proceeding, some parties agree to hire a single lawyer to act as an impartial third party to guide the resolution and ensure that all solution proposals are legal. https://www.findlaw.com/hirealawyer/choosing-the-right-lawyer/alternative-dispute-resolution.html

Which is an effective method for preventing salary compression? Answers Limit salary increases for employees at the top of salary ranges. Develop annual budgets and policies that limit annual salary increases. Develop large recruiting pools. Encourage promotions from within the company.

guess - Encourage promotions from within the company.