Final practice

10. What is the ESSENTIAL concept behind the stakeholder theory? A. An organization affects and is affected by complex interests. B. True value must be determined by the increase in a firm's net worth. C. Organizations must see employees as partners rather than foes. D. All stakeholders must receive value for a firm to be considered socially responsible.

A. An organization affects and is affected b complex interests.

4. How can compensation and benefits technology improve a multinational enterprise's regulatory compliance? A. Automated record keeping and specialized reporting B. Global settings for dates, numbers, and time zones C. System self-service administrative capabilities D. Accurate attendance information

A. Automated record keeping and specialized reporting

54. Which factor has the greatest impact on maintaining peak performance? A. Challenging assignments B. Training opportunities C. Cultural obstacles D. Risk management

A. Challenging Assignments

29. What does an effective pre- and post-test training assessment measure? A. Changes in knowledge before and after training B. Overall satisfaction of employees C. Effect of training on organizational goals D. Time needed to improve performance

A. Changes in knowledge before and after training

31. Which leader behavior illustrates the concept of social intelligence? A. Checking the group continually for visible signs of reactions B. Behaving the same way in meetings with senior management and staff C. Being honest and candid, even if it may offend some in the group D. Recognizing which individuals in the organization hold more influence

A. Checking the group continually for visible signs of reactions

39. What document is a formal statement describing a company's principles and the business practices that support those principles? A. Code of conduct B. Mission statement C. Strategic Plan D. Employee handbook

A. Code of conduct

34. Refer to the following scenario for the next question An HR director's compensation team is trying to integrate a centralized compensation model across multiple offices. Employees are having trouble understanding what the changes in compensation mean to them, and the eastern office location does not want to be a part of the centralized model because they believe that changes to compensation and bonuses will drive employees away. The organization is also dealing with other companies trying to poach their best employees by offering them higher salaries and more perks, so they cannot afford any additional turnover. What is the best way to handle the confusion regarding changes to the compensation model? A. Create a presentation that can be used by HR managers across the organization to communicate changes in compensation and bonuses B. Encourage senior leadership to make a public effort to promote the new compensation model C. Meet with managers at all regional offices to develop a strategy to announce the new compensation model D. Send a comprehensive e-mail to the staff about the new compensation mode.

A. Create a presentation that can be used by HR managers across the organization to communicate changes in compensation and bonuses

76. Which of the following reporting/analytics features of an HRIS provide high-level, real-time metrics that are configurable to user preferences and can be linked to essential organizational metrices? A. Dashboards B. Ad hoc reports C. Standard reports D. e-HR reports

A. Dashboards

53. What should a human resource professional do to prepare global assignees for their international assignments? A. Discuss country-specific risks B. Train expatriates to avoid potential personal security issues and how to deal with issues if they do occur C. Encourage expatriates to keep up with current events, particularly those that relate to political and social unrest, so that they become immediately aware of increased risk to the personal security D. Remind expatriates to register with the appropriate embassy in the host country Deemphasize personal security issues to minimize anxiety about the assignment.

A. Discuss country-specific risks

70. Management has a history of poor communication with employees. They act with little input and offer little rationale for decisions. A senior manager wants to conduct an employee attitude survey, believing it will help improve morale. What would be the most important thing you would advise? A. Don't do it unless management commits to responding to results B. Ask for employee feedback; this will demonstrate interest in employee opinions C. Ask an outside consultant to create a survey that will have more credibility than one created internally. D. Focus on safer workplace issues, such as facility operations and amenities.

A. Don't do it unless management commits to responding to results

57. Dissatisfaction among clerical staff is high, as measured by turnover and mistake rates. Exit interviews indicate boredom as a primary reason for leaving. What strategy would be MOST successful in addressing this problem? A. Expanding the tasks to be performed B. Increasing the complexity of the job C. Transferring employees to other departments D. Increasing the number of people performing the job

A. Expanding the tasks to be performed

65. What constitutes bribery? A. Giving or receiving something of value to influence a transaction B. An employee having an economic or personal interest in a transaction C. Hiring the former employee of a competitor D. Obtaining the services of an agent or agency for assistance in securing a commercial contract.

A. Giving or receiving something of value to influence a transaction

17. Based on the upstream/downstream metaphor resolving the standardization/localization dilemma, which of the following activities is more likely to be driven by the global corporation? A. Goal setting B. Appraisal methods C. Mentoring development programs D. Compensation and benefits

A. Goal setting

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

A. Incentive pay

36. What is the primary advantage of a balanced scorecard approach to measuring organizational performance? A. It allows organization to assess intangibles. B. It takes less time and effort to gather critical data C. It does not require a financial perspective D. It requires the involvement of the entire organization

A. It allows organization to assess intangibles.

74. What is the benefit of determining your BATNA, or best alternative to a negotiated agreement, before beginning a negotiation? A. More accurate sense of value you need B. More aggressive opening negotiation bid C. Deeper understanding of the other side's needs and wants D. Quicker negotiating pace

A. More accurate sense of value you need

62. An operations team is having problems with the IT support responsible for finishing their deliverables. According to operations, IT is not providing timely support, causing delays for operations. The operations team leader thinks HR should do something to get everyone to work together more effectively. However, the CEO is considering outsourcing IT to increase productivity. The IT manager insists that IT staff is doing everything the can. IT believes that the operations team is impossible to satisfy and asks for HR's help to change the CEO's mind about outsourcing. What is the best way to handle the situation between the operations team and IT? A. Offer to work with the operations and IT team leaders to develop organization-wide project management guidance. B. Decline to become involved in the dispute since the CEO has indicated a preference for dealing with the situation C. Implement team-building activities for all employees D. Investigate whether time management issues are a common obstacle throughout the company

A. Offer to work with the operations and IT team leaders to develop organization-wide project management guidance.

83. A mid-sized software organization is preparing to acquire two smaller software firms. The organizations that are being acquired will work both individually and collaboratively on new product lines with multiple dual roles. All three organizations are currently competitors with strong opinions about their competitions' competencies. Which type of organizational effectiveness intervention should be used to manage the change to dual reporting roles post-acquisition? A. Organizational structure/design intervention strategy B. Team or unit intervention C. Technological intervention D. Cultural alignment intervention

A. Organizational structure/design intervention strategy

80. The HR function wants to spend more time attracting and retaining talented employees. To do this, HR wants to outsource the payroll function. What justification should HR present to the CEO in support of an outsourcing recommendation? A. Payroll is a specialized task that is not central to the organization's strategic plans. B. The outsourcing firm's compensation can be set up on a shared risk/shared reward basis. C. Payroll outsourcing will save the firm money and require minimal communication with the vendor D. Effective implementation of payroll outsourcing will not require staff approval or involvement

A. Payroll is a specialized task that is not central to the organization's strategic plans.

78. A newly hired HR director has been assigned to lead the company's strategy, development, and implementation into a new and successful total rewards environment. The company CEO expresses full support for the HR director but expects results. The HR director has identified significant challenges to be overcome: - Within HR, there is personal and professional conflict between the benefits manager and the compensation manager. Each believes the former HR director favored the other in allocating resources. - Senior leaders are dissatisfied with the benefits and the HR department as a whole. They believe that HR used employee survey data to make them and their departments look bad. They doubt HR can successfully implement any change initiatives. - The company's hourly workforce has not had a raise in the last three years, although virtually all salaried workers have received at least 2% annual adjustment with an additional 2% to 3% merit award based on individual performance against goals. Knowing that the leadership team doesn't see the value in employee surveys, how should the HR director handle the next employee survey cycle? A. Prepare the survey, outline each section's benefits to the organization, and ask the leadership team for feedback before sending the survey to employees B. Complete the next employee survey and then presents the results to the leadership team with solutions on how to solve the issues presented. C. Complete the next employee survey, analyze the responses, and share them with only the CEO D. Inform them that surveys are just a part of doing business

A. Prepare the survey, outline each section's benefits to the organization, and ask the leadership team for feedback before sending the survey to employees

45. A scientist is hired to perform research at a pharmaceutical company. Which of the following is the MOST critical to include in the employment contract? A. Protection for trade secrets and confidential information B. Benefits provided by the company and date of eligibility C. Severance provisions for involuntary resignation D. Noncompete requirements

A. Protection for trade secrets and confidential information

81. What is the goal of a business continuity plan? A. Rapid return to an acceptable level of productivity after a risk event B. Stability in business leadership transitions over time C. Increased consistency in policy and operations in a global organization D. Smoother operational and cultural transitions during reorganizations.

A. Rapid return to an acceptable level of productivity after a risk event

61. What would be the BEST way for a new global HR vice president to understand the perspective of the communities in which the organization operates? A. Require local HR managers to develop contacts and programs with local groups and report results and observations B. Include questions about community interests in annual employee surveys C. Interview repatriated assignees about their experiences. D. Follow local media reports.

A. Require local HR managers to develop contacts and programs with local groups and report results and observations

28. What is the best way to address a high volume of annual staffing fluctuations and the need to onboard new employees quickly? A. Seasonal workers B. Temp-to-hire programs C. Flextime scheduling D. Job sharing

A. Seasonal workers

64. What is the advantage of nonqualified deferred compensation plans? A. They provide incentives for key executives to stay with the organization B. They protect these funds from creditors in the event of the failure of the business C. They allow all company employees to contribute more than the limits prescribed by qualified plans D. They provide more-favorable tax advantages to employers than qualified plans

A. They provide incentives for key executives to stay with the organization

13. Do heterogeneous teams occurs without the approval of union leadership? A. Yes, but only if they are well managed. B. No, they are too difficult to manage and coordinate. C. No, there are too many different perspectives. D. Yes, they get off to a faster start and maintain an advantage.

A. Yes, but only if they are well managed. (Workplace, Diversity & Inclusion, Sect#3)

52. What budgeting method is based on how much it costs to perform different enterprise activities and allocates funding according to the strategic significance of the activities? A. Formula B. Activity-based C. Zero-based D. Incremental

B. Activity-based

89. A vice president and the HR director observe an employee focus group facilitated by HR staff. Both take notes, but their perceptions of employees' priorities and the strength of employee feelings on certain topics differ enough that both are reluctant to act on the group responses. What would be the BEST solution that the HR director could propose? A. Rerun the focus group with an outside facilitator and a different group of employees B. Ask focus group participants to complete an anonymous survey that calls for numerical responses to specific questions C. Assemble another focus group, keeping conditions the same, and see if the disagreement persists. D. Set aside areas of disagreements and focus on areas where the VP and the director heard the same message.

B. Ask focus group participants to complete an anonymous survey that calls for numerical responses to specific questions.

50. What type of law is based on written codes such as laws, rules, or regulations? A. Extraterritorial Laws B. Civil Law C. Common Law D. Religious Law

B. Civil Law

46. What positive outcome will result from coaching high-potential employees? A. Employees will change jobs less frequently B. Employees will contribute more effectively to the organization C. Employees will be less engaged in their current jobs D. Employees are more likely to leave the organization

B. Employees will contribute more effectively to the organization

3. What financial document lists the revenues, expenses, and profits of an organization for a designated period of time? A. Balance sheet B. Income statement C. Financial statement D. Accounting entries

B. Income statement

2. What type of learns acquire knowledge most effectively through a hands-on approach? A. Synthesis learners B. Kinesthetic learners C. Visual learners D. Auditory learners

B. Kinesthetic learners

66. A manager tends to use his position in the organization's hierarchy to justify his decisions. What type of power is this manager demonstrating? A. Referent B. Legitimate C. Coercive D. Expert

B. Legitimate

47. A team leader in the accounting department has been recommended for promotion. As part of due diligence, an HR staff members reviews the employee's record, including the employee's most recently completed 360-degree feedback report. The summary report mentions a discrepancy between the feedback provided by the team leader's supervisor, the members of the leader's team, and the team leader in the self-assessment section of the exercise. The supervisor sees the team leader as focused, disciplined, organized, and committed to the department's goals. The team leaders describes herself as goal-driven and results-oriented; she acknowledges that she could improve her interpersonal skills. The team sees its leader as rude, abrupt and unwilling to listen. They are afraid to disagree, because the team leader then berates them. Policy regarding 360-degree feedback is that the subject and the supervisor have access only to a summary report. Subordinates do not receive summaries. Looking further into the records, the HR staff member finds that an earlier 360 exercise pointed to similar conflicting impressions. The HR staff member must provide the HR manager with an evaluation and a recommendations. How should the HR staff member approach reconciling these divergent sets of feedback? A. Meet with the supervisor to review and discuss the team's feedback B. Meet with the two team members separately and confidentially to gather examples of the team leader's behavior C. Recommend that the candidate not be promoted, based on historical evidence of weak leadership skills D. Let the promotion proceed since the supervisor's performance reviews of the team leader have all been positive.

B. Meet with the two team members separately and confidentially to gather examples of the team leader's behavior

21. What policy encourages employees to speak to management first regarding suggestions, concerns, or complaints? A. Formal steps B. Open door C. Equal opportunity D. Free speech

B. Open door

51. Management decided that training supervisors to identify and prevent bullying is not necessary, and they do not fund a program budget. What does this illustrate? A. Precedence of global standardization in the organization B. Organization's risk tolerance C. Risk avoidance management strategy D. Poor governance

B. Organization's risk tolerance

58. What is the appropriate role for an HR manager in an investigatory interview for a dischargeable offense? A. Prosecutor presenting evidence and challenging the employee B. Risk manager for the organization C. Champion of employee's perspective and position D. Supporter for manager/supervisor of involved department

B. Risk manager for the organization

77. A newly hired HR director has been assigned to lead the company's strategy, development, and implementation into a new and successful total rewards environment. The company CEO expresses full support for the HR director but expects results. The HR director has identified significant challenges to be overcome: - Within HR, there is personal and professional conflict between the benefits manager and the compensation manager. Each believes the former HR director favored the other in allocating resources. - Senior leaders are dissatisfied with the benefits and the HR department as a whole. They believe that HR used employee survey data to make them and their departments look bad. They doubt HR can successfully implement any change initiatives. - The company's hourly workforce has not had a raise in the last three years, although virtually all salaried workers have received at least 2% annual adjustment with an additional 2% to 3% merit award based on individual performance against goals. What should the HR director do about the benefits manager and the compensation manager who do not get along? A. Acknowledge that they are adults and can figure out by themselves how to work together B. Talk with both managers and define acceptable behavior. Ask for feedback until everyone agrees on a way to work together C. Wait until the next conflict arises between the two managers, and then sit down with them and coach them D. Sit down with each of the managers individually and ask for their side of the story

B. Talk with both managers and define acceptable behavior. Ask for feedback until everyone agrees on a way to work together

23. An organizational effectiveness and development (OED) initiative focuses on several departments that are expanding or facing future challenges. What type of OED intervention is this? A. Individual B. Team C. Organizational D. Local

B. Team

30. Senior management at a company has determined that it must speed up the production of its most popular product. Doing so will involve changing some of the company's production processes. Why should HR conduct employee focus groups before a project plan is finalized? A. To present management's case that there is a need for dramatic change B. To encourage employees to ask questions and express their reactions C. To influence those opposed to the tentative plan through peer pressure D. To present the plan orally before management communicates it in writing

B. To encourage employees to ask questions and express their reactions

25. Over five years, an employee has been promoted from Scientist I to Scientist III and then laterally moved to the operations department as Engineer III, a position more routine than previous jobs. The employee performed well in previous positions but is clearly performing poorly in the current one. What action should the employee's manager consider? A. Relocation B. Transfer C. Suspension D. Demotion

B. Transfer

67. What question does the employment value proposition (EVP) answer? A. What are the negative aspects of working for this company B. Why would a talented person want to work for this organization? C. How does this company's pay scale compare to its competitor's pay scale? D. To what extent are people's activity engaged in their work?

B. Why would a talented person want to work for this organization?

12. What type of strike occurs without the approval of union leadership? A. Jurisdictional strikes B. Wildcat strikes C. Sympathy strikes D. Economic strikes

B. Wildcat strikes

1. What company is using a corporate strategy of differentiation? A. A company sells in volume and offers discounts to its best customers. B. The finished product is sold at a lower price than that of the competition. C. A company develops a product that is uniquely easy to use and charges a premium price. D. A company orders large quantities of parts to get the greatest discount.

C. A company develops a product that is uniquely easy to use and charges a premium price.

63. An operations team is having problems with the IT support responsible for finishing their deliverables. According to operations, IT is not providing timely support, causing delays for operations. The operations team leader thinks HR should do something to get everyone to work together more effectively. However, the CEO is considering outsourcing IT to increase productivity. The IT manager insists that IT staff is doing everything the can. IT believes that the operations team is impossible to satisfy and asks for HR's help to change the CEO's mind about outsourcing. What is the best method to respond to IT's fears about outsourcing? A. Offer to work with IT leadership to build their internal networking and influencing skills so that they can effectively make their case to the CEO B. Tell IT that HR will work with the IT staff on comparing the productivity of outsourcing versus not outsourcing C. Analyze whether the effects of outsourcing IT align with the long-term strategic objectives of the organization. D. Tell IT that HR will provide information to the CEO on how outsourcing will affect the morale of IT employees

C. Analyze whether the effects of outsourcing IT align with the long-term strategic objectives of the organization.

48. A team leader in the accounting department has been recommended for promotion. As part of due diligence, an HR staff members reviews the employee's record, including the employee's most recently completed 360-degree feedback report. The summary report mentions a discrepancy between the feedback provided by the team leader's supervisor, the members of the leader's team, and the team leader in the self-assessment section of the exercise. The supervisor sees the team leader as focused, disciplined, organized, and committed to the department's goals. The team leaders describes herself as goal-driven and results-oriented; she acknowledges that she could improve her interpersonal skills. The team sees its leader as rude, abrupt and unwilling to listen. They are afraid to disagree, because the team leader then berates them. Policy regarding 360-degree feedback is that the subject and the supervisor have access only to a summary report. Subordinates do not receive summaries. Looking further into the records, the HR staff member finds that an earlier 360 exercise pointed to similar conflicting impressions. The HR staff member must provide the HR manager with an evaluation and a recommendations. How should the HR staff member respond to this experience? A. Recommend that the 360-deree exercise policy be changed to include mandatory performance improvement objectives and follow-up by HR. B. Recommend that employees reporting to the individual being assessed also receive summary reports of feedback and results. C. Ask for permission to review other exercises to see if this type of unaddressed conflict occurs regularly. D. Take no action beyond this immediate case because 360-degree feedback is a proven, effective development tool

C. Ask for permission to review other exercises to see if this type of unaddressed conflict occurs regularly.

56.What employee is considered a "globalist"? A. Employee hired locally to work for a global organization B. Employee who takes long-term assignments (more than one year) outside the home country C. Assignee who moves from one international assignment to another D. Contract employee engaged for a single, international assignment

C. Assignee who moves from one international assignment to another

44. What is the difference between career planning and career management? A. Career planning focuses on the organization's needs; career management focuses on the employee's needs B. Career planning focuses on developing a career path; career management focuses on individual skill assessment C. Career planning responsibility lies with the individual; career management responsibility lies with the organization D. There is no difference between career planning and career management.

C. Career planning responsibility lies with the individual; career management responsibility lies with the organization

82. An HR manager has been told by senior management that no new programs can be added this year. However, the department just received its third complaint related to a supervisor's lack of awareness about diversity. How can the manager best justify including a diversity training program in the business plan for the coming year? A. Postpone this objective until the next business planning cycle B. Don't list the program in the HR plan and fund it through other plan areas. C. Compare the cost of the program with possible avoided costs and present this information to management D. Make a management decision to include the program for compliance reasons

C. Compare the cost of the program with possible avoided costs and present this information to management

33. Refer to the following scenario for the next question An HR director's compensation team is trying to integrate a centralized compensation model across multiple offices. Employees are having trouble understanding what the changes in compensation mean to them, and the eastern office location does not want to be a part of the centralized model because they believe that changes to compensation and bonuses will drive employees away. The organization is also dealing with other companies trying to poach their best employees by offering them higher salaries and more perks, so they cannot afford any additional turnover. What is the best way for the HR director to respond to other organizations poaching their employees? A. Execute on the company's vision to be an employer of choice by creating a document summarizing all of the benefits of working in the organization B. Reevaluate contracts and discuss legal remedies with legal experts C. Conduct a compensation analysis to benchmark against the market, implementing appropriate responses to further the company's mission to be an employer of choice (e.g. retention bonuses, adjustment to compensation policy). D. Hold a meeting with top-level executives to discuss the need to increase salaries to remain competitive.

C. Conduct a compensation analysis to benchmark against the market, implementing appropriate responses to further the company's mission to be an employer of choice (e.g. retention bonuses, adjustment to compensation policy).

88. Which leadership theory maintains that performance depends on the interaction between situation favorableness and leadership style? A. Situational B. Behavioral C. Contingency D. Trait

C. Contingency

90. A nongovernmental organization has recently reviewed a five-year community health program. The HR team has been tasked with analyzing trends and making recommendations about future expansion. What activity will require the us of cultural intelligence? A. Logistics for delivery and storage of medical supplies and import laws for vaccines B. Synopsis of medical licensing requirements for potential expansion areas C. How family and community leadership dynamics influence access to health services and education D. Average travel distance required by expectant mothers to reach a clinical facility.

C. How family and community leadership dynamics influence access to health services and education

68. Which of the following activities would be most useful in an organizational intervention to reshape culture? A. Analyzing workforce demographic data B. Observing job performance C. Identifying recognized heroes D. Benchmarking competitors

C. Identifying recognized heroes

43. An organization has implemented a recruitment and hiring program to increase the diversity of its workforce, but the retention rate for new hires is low. What step would offer the most help in correcting this problem? A. Message from the CEO to all employees about the reason for pursuing diversity B. Reexamination of the organization's recruitment strategy and channels. C. Implementation of employee resource groups D. Review and revision of the employees value proposition

C. Implementation of employee resource groups

41. What characterizes a learning organization? A. It takes responsibility for the learning of its employees B. It advocates internal rather than external networking C. It manages change and adapts to its environment D. It encourages each department to function independently.

C. It manages change and adapts to its environment

38. Which of the following determines the relative worth of each job in an organization? A. Job specification B. Job study C. Job evaluation D. Job analysis

C. Job evaluation

5. Chain of command refers to the A. extent to which policies and procedures govern the rules of the organization. B. number of individuals who report to a supervisor. C. line of authority within an organization. D. balance between standardization and localization.

C. Line of authority within an organization.

22. HR management decides to create a shared services center for career development counseling. Several months later, management notes high turnover in HR offices throughout the organization. What is the most likely reason for this outcome? A. Natural elimination of redundant positions B. Strategic workforce management C. Poor management of the extended effects of an organizational change D. Weak organizational communication

C. Poor management of the extended effects of an organizational change.

42. An HR manager is planning to outsource the creation of the employee newsletter, which has long been created by several HR staff with input form departments. What possible negative outcome should be manager consider? A. Increased cost of outsourcing B. Loss of control over strategic activity C. Staff motivation and attitude D. Loss of control over project schedule

C. Staff motivation and attitude

27. An organization has been growing, adding offices and allowing broad decision-making powers to local managers. According to Greiner, what type of organizational change will soon be needed? A. Determination of what employees need to succeed in their current jobs. B. New emphasis on delegation skills among leaders. C. Standardization of organizational policies. D. Empowerment of individual employee initiative and creativity.

C. Standardization of organizational policies

69. A cosmetics company opens a division in a geographical area where it has never competed before. Its opts for a strategy of localization. What is the likely effect on HR? A. HR must budget for training of local employees in headquarters policies and procedures. B. The assignment of personnel across geographical areas will become easier. C. The local HR office will develop a code of conduct, policies, and procedures and submit them for headquarters review. D. HR management will schedule more frequent audits of the new function to identify instances of lax policy enforcement.

C. The local HR office will develop a code of conduct, policies, and procedures and submit them for headquarters review.

75. An organization is faced with the challenge of offering robust benefits to retain top talent while staying within budget or cost constraints. Why is a benefits needs assessment a valuable undertaking? A. Assessment results help align the benefits strategy with the organizational brand. B. Data collected helps the organization address employee financial or health problems impacting productivity. C. A benefit needs assessment would determine employee willingness to pay an increasing portion of the plan coverage. D. A benefits package can have a positive impact on attracting, motivating, and retaining talent

D. A benefits package can have a positive impact on attracting, motivating, and retaining talent

49. What benefit is served by analyzing an organization's value chain? A. Identification of functions that do not contribute to revenue B. Development of key performance indicators and objectives C. Streamlining of inefficient business processes D. Appreciation of relationships between contributors to value

D. Appreciation of relationships between contributors to value

32. Refer to the following scenario for the next question An HR director's compensation team is trying to integrate a centralized compensation model across multiple offices. Employees are having trouble understanding what the changes in compensation mean to them, and the eastern office location does not want to be a part of the centralized model because they believe that changes to compensation and bonuses will drive employees away. The organization is also dealing with other companies trying to poach their best employees by offering them higher salaries and more perks, so they cannot afford any additional turnover. Which of the following is the best move to socialize the eastern office into the new compensation program? A. Propose that the average compensation rate in the organization be the base line for the eastern office's new compensation rate. B. Suggest that upper management meet with the eastern office about the need to align their compensation with the centralized model C. Research the maximum proportion of total salary that bonuses should account for by industry D. Conduct a market analysis of compensation rates in the eastern region for comparison to the eastern office rate.

D. Conduct a market analysis of compensation rates in the eastern region for comparison to the eastern office rate.

79. A newly hired HR director has been assigned to lead the company's strategy, development, and implementation into a new and successful total rewards environment. The company CEO expresses full support for the HR director but expects results. The HR director has identified significant challenges to be overcome: - Within HR, there is personal and professional conflict between the benefits manager and the compensation manager. Each believes the former HR director favored the other in allocating resources. - Senior leaders are dissatisfied with the benefits and the HR department as a whole. They believe that HR used employee survey data to make them and their departments look bad. They doubt HR can successfully implement any change initiatives. - The company's hourly workforce has not had a raise in the last three years, although virtually all salaried workers have received at least 2% annual adjustment with an additional 2% to 3% merit award based on individual performance against goals. What should the HR director do about the pay equity within the company? A. Based on the scores from past performance evaluations, retroactively give hourly employees up to a 5% increase B. Give all hourly employees a 5% increase to make up for the years they haven't had a increase C. Wait until the next pay increase cycle and remind the department heads to provide merit increases to hourly staff as well as salaried staff D. Conduct a pay equity study and compare internal and external data. Recommend any changes to the leadership team for approval

D. Conduct a pay equity study and compare internal and external data. Recommend any changes to the leadership team for approval

59. A business operates in an industry characterized by a high level of competition. The sales function is evaluated on its ability to build market share. What service could HR provide to the sales function? A. Needs analysis of sales force knowledge and skill gaps B. Development of executive compensation plan C. Research into effective sales techniques D. Consultation on sales force incentive compensation design

D. Consultation on sales force incentive compensation design

85. An organization recently revised its strategic plan to enter a new vertical market. What is the MOST important thing the training department can do to support the initiative? A. Recruit salespeople with experience in the new vertical market B. Identify the cost of training associated with the new strategy C. Monitor the effects of the change on the workforce D. Determine how training can align with and support the strategy

D. Determine how training can align with and support the strategy

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

D. Do not extend an offer of employment.

55. Which of the following activities is MOST likely to protect sensitive corporate data? A. Allowing data transfer to mobile devices B. Backing up data off site C. Requiring polygraph testing D. Encrypting employee computers and network communications

D. Encrypting employee computers and network communications

60. Which of the following actions is MOST likely to reduce job burnout? A. Offering stress-reduction classes B. Raising wages C. Providing employees with more sick days D. Giving employees control over their work

D. Giving employees control over their work

87. Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale? A. Constructively discharge the least-productive employees B. Treat separation volunteers as terminations C. Imply a chance that terminated employees might be called back D. Grant additional benefits to employees who volunteer to be separated

D. Grant additional benefits to employees who volunteer to be separated

86. A multinational organization allows its labor relationship to be managed entirely by the local subsidiary. This relationship is referred to as: A. standardized B. laissez faire C. centralized D. Hands-off

D. Hands-off

40. A retail chain's business model requires the handling of cash and credit/debit cards by a large number of cashiers who do not typically stay for long with the employer. What action reflects the appropriate priority for this risk? A. Build possible losses into profit margins B. Monitor losses and credit issues quarterly C. Raise cashier salaries D. Implement immediate technical controls

D. Implement immediate technical controls

71. What is a Benefit Corporation, or B-Corp? A. Outsourcing partner specializing in design of total rewards programs B. Third-party participant in organization's value chair C. Special compensation classification for nonprofit organizations D. International certification of corporate sustainability achievement

D. International certification of corporate sustainability achievement

37. What approach is most characteristic of succession planning? A. Local requirements are given the highest priority B. It is initiated as soon as it is clear that a senior executive is leaving C. It focuses on issues likely to occur in the short term of approximately one to 12 months D. It focuses on long-term global issues

D. It focuses on long-term global issues

73. During a non-work group lunch, an HR manager overhears an HR staff member discussing a recent new hire's previous job experiences with another staff member. The information is not sensitive, nor was the intention malicious. What should the HR person do? A. Ignore the occurrence since it was harmless. B. Issue a written warning to protect the organization from potential liability under local privacy laws. C. Warn the employee in writing that this information has been divulged. D. Remind the colleague later that it is not ethical to divulge confidential information

D. Remind the colleague later that it is not ethical to divulge confidential information

14. Which of the following is a compensable factor? A. Benefits B. Seniority C. Exempt status D. Skills

D. Skills

72. Which situation illustrates task conflict in team interactions? A. A younger worker is frustrated with an older worker's political opinions B. A team member is offended by another worker's chronic lack of punctuality. C. In a previous job, one member supervised the other. Now the two cannot cooperate D. Team members argue continually about the best measurement of project success.

D. Team members argue continually about the best measurement of project success.

35. What is the PRIMARY reason for developing workforce diversity programs? A. To avoid lawsuits B. To improve basic skills C. To develop language D. To enhance productivity

D. To enhance productivity

84. Which of the following best supports the business case for employee retention? A. There are fewer compliance issues with employment laws B. Education and training expenditures are reduced C. Incentive-based rewards are more effective at all organizational levels. D. Turnover and talent shortages affect organizational performance.

D. Turnover and talent shortages affect organizational performance.

15. What is an example of implicit culture? A. Language B. Food C. Communications styles D. Values

D. Values

16. When is knowledge management MOST productive? A. When it develops new procedures and creates organizational policies. B. When it focuses on acquiring knowledge from outside sources and solving problems. C. When the organization implements change and commits to employee development. D. When it focuses on sharing organizational learning and reducing knowledge loss.

D. When it focuses on sharing organizational learning and reducing knowledge loss.

24. What document legally authorizes a person to take employment in another country? A. Nonimmigrant visa B. Residence permit C. Immigrant visa D. Work permit

D. Work permit

Which of the following statements BEST defines due process in discipline for a dischargeable offense? A. Due process is designed to ensure that disciplined employees are treated fairly and afforded opportunity to defend themselves. B. Due process is a feature of a progressive discipline system that incorporates peer review. C. Due process ensures that discipline cases for dischargeable offenses are reviewed by an attorney before action is taken. D. Due process is designed to communicate and protect an employee's rights in a unionized workplace.

Due process is designed to ensure that disciplined employees are treated fairly and afforded opportunity to defend themselves.

26. A manager leaves an organization to follow a transferred spouse. Which recruiting practice would be readily accessible to current employees and help the employer pinpoint and identify qualified internal candidates for the open job? A. Job bidding B. Job posting C. Temporary agencies D. Interns

Job posting