Effective Human Resource Management Practices, Exams of Human Resource Management

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SHRM Certified Professional CP Behavioral Competencies: Leadership Exam Review Questions and Answers 100% Pass | Graded A+ David Mungai [Date] [Course title] SHRM Certified Professional CP Behavioral Competencies: Leadership Exam Review Questions and Answers 100% Pass | Graded A+ List some key effective leader ship skills - Answer>> Strategic thinking, problem-solving, time management, financial responsibility, trustworthiness, inspiration, confidence building What should competent human resources personnel be able to do when hiring new employees? - Answer>> Develop job postings that clearly and concisely explain the required responsibilities of the job; have the educational qualifications, Knowledge and skill sets that will support managing those responsibilities; ensure that potential candidates will be a good fit for the role What are some key categories at HR initiatives focus on? - Answer>> Finding, hiring, and retaining qualified candidates; employee compensation and benefits; organizational and employee development activities; termination and retirement tasks; risk management (E. G., Drug screening and safety courses) Explain organizational climate - Answer>> This refers to the overall mood of an organization. It is closely affected by work environment, company standards, interactions, and the general feel of the workplace What questions should an organizations mission statement focus on answering? - Answer>> 1. What do we do now? 2. Why are we doing it? 3.What makes us different from other companies? type of work culture and enforcing that expectation for an organization. Explain equity effectiveness - Answer>> This involves making opportunities and advancement within a workplace accessible to all members of that workforce. HR professionals should research and seek out ways to elevate the equity policies of an organization through programs that promote a diverse work population. How is DE&I Connected to organizational performance? - Answer>> An organization that diversifies itself becomes open to a pool of knowledge to incorporate into projects and problem- solving. The HR professional is responsible for showcasing and communicating an organization's DE&I efforts to the organization's stakeholders, both internal and external. Select all the ways an HR expert can build credibility. I. Pursue a masters degree in human resources from an accredited university II. Take online personality surveys such as Myers-Briggs to determine your strengths III. Earn nationally recognized certifications in the field IV. Attend workshops and share key takeaways with your organization A. I, III, and IV B. I, II, and III C. I, II, and IV D. All of the above - Answer>> Answer: A Explanation: taking online personality surveys, such as Myers Dash Briggs, to determine one's personality strengths is not a way to build professional credibility. However, such inventories can be helpful in certain circumstances, like when administered to job candidates to determine the most appropriate fit given the job responsibilities What is the most crucial aspect of successfully implementing organizational change? A. Work ethic B. Leadership buy-in C. Highly compensated employees D. Terminating employees who do not agree - Answer>> Answer: B Explanation: leadership buy-in promoted to-down change; without leaders in the company supporting new initiatives, it is highly unlikely that subordinate employees will embrace change. They are more likely to resist if they feel like those in leadership positions do not find the change valuable Two HR staff members who are planning a worksite wellness initiative state that one of their initiative goals is to have healthier employees in their workforce. What is wrong with this goal? A. The goal place is too much pressure on employees who are already busy B. The goal pushes personal agendas on other employees C. The goal is too detailed D. The goal is ambiguous - Answer>> Answer: D Explanation: This goal is ambiguous. It provides no baseline and no definitions of a healthy employer or a successful initiative. It is also very subjective in nature. Mariam writes a message to her team leader. The team leader answers back with one since that seems terse. What should she do in the situation? A. Assume the team leader is angry B. Feel angry that the team leader did not think to add kind words to the email C. Assume nothing D. Assume the team leader is busy - Answer>> Answer: C Explanation: HR professionals should not make any assumptions about communications. They can make an educated guess based on context, but if they truly cannot be objective in their reasoning, then they should solicit more information from the person with whom they are communicating. An organization notices that it's workforce is 78% Caucasian females. How can the organization diversify it's staff? A. recruit under represented employees by highlighting diversity as a priority in job postings B. Higher underrepresented workers even if they are unqualified C. Terminate current employees who are not diverse D. The workforce is acceptable as is - Answer>> Answer: A Explanation: To diversify work forces, organizations can focus on actively recruiting under represented candidates that have qualifying credentials and experience for the position. More diverse workplaces are associated with better financial gains and higher rates of employee retention, reported satisfaction, and performance. genders to different standards, sexual harassment, or blatantly rejecting a member of a protected class due to stereotypes. What is adverse impact in the workplace? - Answer>> This refers to a form of discrimination in which an employers policy seems neutral but in fact has an adverse impact on individuals within a certain group (such as race, sex, or disability) How can an HR professional act as an ethical agent for an organization? - Answer>> 1. Empower employees to report unethical behaviors or conflict within the workplace 2. mitigate the influence of bias in business decisions 3. hold organizations to a standard of transparency 4. review and prevent organizational risks and conflict of interest 5. Keep open access to evolving ethical standards and policies What does diversity, equity, and inclusion (DE&I) Focus on? - Answer>> This focuses on the significance of creating a workplace environment concerned with treating all employees fairly and respectfully. It also focuses on ensuring that all employees have equal opportunities and access to resources at work What does a diverse and inclusive work environment look like? - Answer>> In this type of environment, everyone feels valued, needed, respected, and supported. These characteristics increase employees senses of belonging and willingness to continue working for the organization. The HR professional plays an integral role in educating leaders about the importance of this type of work culture and enforcing that expectation for an organization. Explain equity effectiveness - Answer>> This involves making opportunities and advancement within a workplace accessible to all members of that workforce. HR professionals should research and seek out ways to elevate the equity policies of an organization through programs that promote a diverse work population. How is DE&I Connected to organizational performance? - Answer>> An organization that diversifies itself becomes open to a pool of knowledge to incorporate into projects and problem- solving. The HR professional is responsible for showcasing and communicating an organization's DE&I efforts to the organization's stakeholders, both internal and external. Select all the ways an HR expert can build credibility. I. Pursue a masters degree in human resources from an accredited university II. Take online personality surveys such as Myers-Briggs to determine your strengths III. Earn nationally recognized certifications in the field IV. Attend workshops and share key takeaways with your organization A. I, III, and IV B. I, II, and III C. I, II, and IV D. All of the above - Answer>> Answer: A Explanation: taking online personality surveys, such as Myers Dash Briggs, to determine one's personality strengths is not a way to build professional credibility. However, such inventories can be helpful in certain circumstances, like when administered to job candidates to determine the most appropriate fit given the job responsibilities What is the most crucial aspect of successfully implementing organizational change? A. Work ethic B. Leadership buy-in C. Highly compensated employees D. Terminating employees who do not agree - Answer>> Answer: B Explanation: leadership buy-in promoted to-down change; without leaders in the company supporting new initiatives, it is highly unlikely that subordinate employees will embrace change. They are more likely to resist if they feel like those in leadership positions do not find the change valuable Two HR staff members who are planning a worksite wellness initiative state that one of their initiative goals is to have healthier employees in their workforce. What is wrong with this goal? A. The goal place is too much pressure on employees who are already busy B. The goal pushes personal agendas on other employees C. The goal is too detailed D. The goal is ambiguous - Answer>> Answer: D Explanation: This goal is ambiguous. It provides no baseline and no definitions of a healthy employer or a successful initiative. It is also very subjective in nature. Mariam writes a message to her team leader. The team leader answers back with one since that seems terse. What should she do in the situation? A. Assume the team leader is angry