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One of HR's strategic abilities is an awareness of external factors that can affect the organization and HR's job. Which task reflects this ability? a. Creating job alignment between the HR and organizational strategies. b. Conducting annual employee surveys c. Gathering information about technologies that could increase HR productivity d. Networking with leaders of other functions to build consultative relationships - ANSWER C An HR director has assembled senior staff to discuss ways to develop the talent pool necessary to support the organization's new strategic direction. Several of the managers support providing a summary of the strategy to the major search firms under contract. How should the HR director respond? a. Acknowledge the suggestion in the meeting but ignore it b. Delegate the task of communicating with the search firms to this group c. Explain to the group in detail why this would be a deficient response d. Encourage the group to analyze the issue and identify novel responses - ANSWER D How is organizational culture connected with the topic of strategy? a. A strong culture can eliminate the need for strategic planning b. Culture should be seen as a lever to enhance strategy c. Culture should not affect a choice of strategy d. Strategy should be planned first, and then steps should be taken to create a supportive culture. - ANSWER B What should be considered a HR strategic task? a. Securing off-site backup and storage of employee transactions and records b. Developing a system to track the number of people leaving the organization c. Creating a training program for conducting safe and legal terminations d. Working with senior and line managers to forecast workforce needs for the strategic planning period - ANSWER D What activity illustrates the use of systems thinking? a. Creating a hierarchical organizational chart of decision makers b. Mapping a business process to identify the functional areas involved c. Creating detailed work rules for one's functional area d. Developing rules for the use of technology by employees - ANSWER B
A labor bureau notes that disposable income levels are falling in certain categories. Which PESTLE category includes information like this? a. Legal b. Political c. Ethical d. Economic - ANSWER D Which HR strategic activity might be triggered by social changes identified in an environmental scan? a. Project focusing on learning more about local legislation and rule-making process b. Survey of employees' commuting experiences c. Establishment of employee self-service centers d. Evaluating ethical liabilities posed by supply chain partners - ANSWER B An organization hires only experienced, top-performing people who tend to stay with the company for ten years or more. What is this considered in a SWOT analysis? a. Strength b. Weakness c. Opportunity d. Threat - ANSWER A An HR manager meets regularly with a local education director to discuss what the educator is seeing in the system and its students. What does this activity illustrate? a. Business intelligence b. Building organizational allies c. Providing consultative services d. Conducting information gathering - ANSWER D What is the most important information contained in an organization's mission statement? a. What the company does b. The time frame for reaching its goals c. The specific strengths it brights to its strategy d. Its major competitors - ANSWER A One of the goals for a nonprofit is to be able to direct its limited resources more quickly to needy areas as international crises develop. Which HR objective would be well aligned with this goal? a. Improve the quality of HR services to EEs b. Develop talent through rotations in geographical areas c. Increase staff resilience d. Identify high-potential leaders among EEs with 3-5 years of experience - ANSWER B
c. Acquisition d. Turnkey Operation - ANSWER D A manufacturer with a global supply chain has decided to enter into general equity partnerships with key overseas suppliers. Joint management teams will be established at each plant. What immediate need should this suggest to HR leaders? a. Closer analysis of key talent competencies b. More emphasis on training to improve decision making c. Adjustment of HR policies to align with local laws d. Development of global assignee compensation packages - ANSWER A Why is maintaining internal communication critical during a divestiture? a. To protect intellectual property b. To retain high-potential talent on both sides of the deal c. To prevent damage to the organization's image with external stakeholders d. To avoid litigation with employees sent to the new owner - ANSWER B What is one of the most critical tasks in preparing the HR budget? a. Demonstrating how the figures reflect efficiencies in the HR function b. Including graphics for visual learners c. Establishing a connection with the strategic plan d. Securing senior management support before submission of the budget - ANSWER C Senior management of an organization communicates a new strategy in detail to its leaders and at a high level to employees. Unit and functional leaders are empowered and prepared to reorganize themselves and provide more specific directions to employees. How could this implementation of strategy been improved? a. Senior management should have provided EEs the same level of detail as the leaders received b. Reorganization should not have been an option for leaders c. Senior leaders should not be giving so much power to unit and functional leaders d. It is an effective process and should work well - ANSWER D An HR project is completed and delivered to its internal customer, who refuses to accept it, saying that it does not meet the department's needs. How could this have been prevented? a. The project manager should have document project activities and information exchanges more thoroughly b. Senior management should have been involved in the project to clarify to the customer what should be delivered c. The customer should have been involved in picking team members and reviewing work
d. The customer should have been involved in defining the project's purpose and scope - ANSWER D The HR function is responsible for providing the engineering department with job candidates who possess very specialized skills. The head of engineering complains to senior management that they are not getting the right kinds of candidates to effectively pursue their strategic initiatives. What should the HR leader do? a. Write a memo to the engineering head saying that the best approach to this problem is to take the matter up with HR, not senior management b. Bring key HR staff from the recruiting team to meet with engineering to understand their needs and brainstorm solutions c. Meet with the engineering head informally and explain that the recruiting budget has not been increased and will not address the costs of specialized searches d. Send senior management a formal report analyzing the candidates that have been submitted to engineering in terms of the job descriptions that engineering has submitted - ANSWER B In creating the HR budget, the budget team considers whether to re-fund a family violence program. According to supervisors, domestic violence is a significant risk factor for their employees. Yet the program does not report much evidence of EE use. How should the team approach this issue? a. Add funding to gather EE data about this program b. Continue funding the program based on the supervisor's input c. Eliminate the funding based on the program's use data d. Expand funding to increase EE awareness of this assistance program - ANSWER A An HR leader explains the necessity for measuring results by saying that this is a matter of good governance. What does the leader mean by this? a. It demonstrates responsibility for use of organizational resources b. Measurement is the outcome of the management process c. Measuring results helps improve relations with internal stakeholders d. Proof of results supports further investment in HR activities - ANSWER A What is one of the chief benefits of reviewing strategic results periodically throughout the strategic management period? a. It promotes accountability for those charged with managing strategic activities b. It improves both the effectiveness and efficiency of strategic activities c. Evaluation of data at the end of the strategic period is easier d. It supports the creation of effective measurement tools - ANSWER B What is an HR leader's most important concern in preparing to present strategic results to management? a. Provide as much data as possible
a. pivotal talent pool b. Mentor candidates for low performers c. EEs with special skills d. Future leaders - ANSWER C Degrees, training, and certifications required for a position are considered a. KSAs b. job specifications c. job competencies d. role profile - ANSWER A In comparing internal and external recruiting sources, a potential advantage of recruiting externally is a. improved workforce morale b. shorter onboarding and orientation c. better retention of high performers d. enriched diversity and inclusion - ANSWER D Which recruitment source allows candidates to discuss a position opening with the employer without making a formal job application? a. Contract agencies b. Third-party recruiters c. Employee referrals d. Open houses - ANSWER D The HR metric that provides a snapshot of full-time equivalency is a. head count b. group and subgroup statistics c. cost per hire, internal (CPHI) d. yield ratios - ANSWER A The ability to compare sourcing data and hiring results is an example of a(n) a. assessment method b. metric c. workforce analytic d. benchmark - ANSWER C Which recruiting source BEST supports an organization's ability to source passive job candidates? a. Skill banks b. e-recruitment c. outplacement services d. temporary agencies - ANSWER B The potential effects of hiring the wrong candidate include a. only tangible finances
b. poor morale and productivity c. increased onboarding and orientation costs d. loss of proprietary information - ANSWER B A company attracts more than 200 applications per vacancy. Which process facilitates sorting to eliminate unqualified individuals? a. Screening b. Interviewing c. Pre-employment assessments d. Realistic job previews - ANSWER A A list of a candidate's published articles and presentations given at a conference is typically part of a(n) a. application form b. curriculum vitae c. resume d. screening interview discussion - ANSWER B An interviewer asks a candidate to describe a time when he failed to complete a task or project on time despite intending to do so. This BEST exemplifies which type of interview? a. competency-based b. chronological c. pre-screening d. work sample - ANSWER A An interviewer asks a candidate a series of tough questions in rapid succession and projects a "show-me" attitude in her words, facial expression, body language, and behavior. This BEST exemplifies a a. structured interview b. unstructured interview c. fishbowl interview d. stress interview - ANSWER D What type of assessment tests factors such a conscientiousness, extraversion, agreeableness, emotional stability, and openness to experience? a. Cognitive ability b. Work sample c. Personality d. Aptitude - ANSWER C An offer letter should be sent to a candidate immediately after a. the hiring decision is made b. all contingencies are addressed c. both parties review the employment contract d. both parties verbally agree to any relocation agreement - ANSWER A
c. promise of lifelong employment d. organizational communication - ANSWER D Which manager is most likely to be successful in creating and supporting EE engagement? a. Manager A lets EEs find their own path and make their own mistakes b. Manager B avoids any stressful work schedule dilemmas c. Manager C consults with EEs when work questions arise d. Manager D provides preferential treatment to high performers - ANSWER C What is the most important consideration when developing an engagement strategy? a. Ability to implement across all the org's departments/divisions b. Alignment with business results c. Cost of initiatives d. Management resistance - ANSWER B In addition to career level development, compensation and benefits, and work environment, what area does SHRM recommend exploring in EE engagement surveys? a. External job market opportunities b. Personal challenges c. Relationship with management d. Manager/supervisor competence - ANSWER C What does an EE engagement survey measure? a. Worker's views, attitudes, and perceptions of their organization b. EE's POV to assess whether they align with the org or depts c. EE's commitment, motivation, sense of purpose, and passion for their work and org d Worker's opinions on how to improve processes in their work areas - ANSWER C What is a direct benefit of conducting EE surveys? a. improved individual EE performance b. Increased skills of HR staff c. Decreased labor strikes d. Early identification of workforce issues - ANSWER D What is the desired primary outcome of an EE engagement survey? a. List of EE engagement drivers b. EE satisfaction with survey experience c. Commitment of resources for engagement initiatives from management d. New HR EE engagement initiatives - ANSWER A
What is good advice for an HR professional implementing an EE engagement survey? a. Avoid online surveys b. Report results c. Conduct surveys irregularly for max impact d. Avoid open-ended questions to facilitiate data aggregation - ANSWER B Where can an HR professional have the most impact in shaping and driving an individual EE's engagement? a. In daily work transactions b. During the initial interview process c. At critical touchpoints in the EE life cycle d. During performance reviews - ANSWER C When should an org begin engaging EEs? a. recruitment b. job interview c. orientation d. performance review - ANSWER A What are the two key elements of performance standards? a. work and actions b. personality and character c. behavior and results d. knowledge and skills - ANSWER C What is measured by a performance appraisal? a. The degree to which an EE accomplishes work requirements b. The degree to which an EE is developing c. How well an EE follows directions d. Alignment between EE actions and organizational strategy - ANSWER A What is MBO short for? a. Master of business operations b. Management by objectives c. Missing back orders d. Main business office - ANSWER B What is meant by "EE enablement"? a. Giving EEs a second chance after they make a mistake b. Providing ongoing mentoring c. Setting EEs up to succeed d. Allowing EEs multiple transfers within the company - ANSWER C What is an advantage of peer-to peer recognition programs? a. Peers can recommend the level of pay increases
b. classroom activities c. developmental activities d. learning activities - ANSWER C What does the 70- 20 - 10 rule indicate as the best way to structure adult learning and development? a. 70% OTJ training, 20% coursework and training, 10% self-study b. 70% coursework and training, 20% developmental relationships, 10% self-study c. 70% challenging assignments, 20% developmental relationships, and 10% coursework and training d. 70% developmental relationships, 20% challenging assignments, and 10% coursework and training - ANSWER C What describes the climate in a learning organization? a. Importance is based on what EEs should learn b. The corporation takes responsibility for what learners learn c. The organization puts emphasis on leadership development d. Learning is a part of work and a part of everyone's job description - ANSWER D What is the characteristic of an adult learner? a. Directed by others b. Resistant to change c. Inflexible d. Focus on "real-world" issues - ANSWER D Which learning activity contributes most to retention of information? a. Discussion b. Listening c. Practice by doing d. Reading - ANSWER C Which is the BEST method to meet the needs of a visual learner? a. Provide a variety of learning tools, including diagrams, illustrated textbooks, videos, and handouts b. Ensure that the instructor enunciates clearly c. Provide opportunities for group discussion d. Create a highly interactive learning environment - ANSWER A A well-known and standard instructional design model that is conducive to any type of learning is called the ADDIE model. What does the letter I represent? a. Individual b. Instruction c. Implementation D. Imperatives - ANSWER C
An advantage of blended learning over instructor-led training is that blended learning a. is less expensive to deliver b. involves minimal technology and security constraints c. takes less time to develop d. requires less coordination between learning methods - ANSWER A What is an electronic system that holds course content information and suggested curriculum and certification paths? a. knowledge management system b. talent management system c. performance management system d. learning management system - ANSWER D A manager approves a training course on the condition that there be some way of measuring program effectiveness and making changes. What would BEST meet the manager's needs? a. The trainer conducts a pilot program b. The trainer researches the results of similar programs c. The trainer conducts a survey before and after each class d. The trainer revises the content to the manager's specifications - ANSWER A Kirkpatrick identified four levels at which training can be evaluated. At which level would you be evaluating return on investment? a. Reaction b. Learning c. Behavior d. Results - ANSWER D What term is applied to the process of preparing, implementing, and monitoring and employee's career path with a primary focus on the goals and needs of the organization? a. talent management b. career development c. career planning d. career management - ANSWER D Which career development manager role involves listeing to, clarifying, and assisting identifying the EE's career concerns? a. Coach b. Appraiser c. Advisor d. Referral Agent - ANSWER A What term is used to describe the situation in which an EE is given additional, different tasks within the same job?
c. learning and building skills while working to solve real business issues d. situation in which a group of learners debate a topic and receive feedback - ANSWER C A project team working on the design of a total rewards strategy decides to survey EE's attitudes. This survey is done during which project phase? a. Assessment b. Design c. Implementation d. Evaluation - ANSWER A Which philosophy would an entitlement-oriented organization embrace? a. Across-the-board annual raises b. Individual rewards c. Bringing in new talent d. Performance-driven pay - ANSWER A What is a major advantage of an organization having internal equity? a. It is a sure way to eliminate gender bias b. It lowers the amount the organization spends on salaries c. It guarantees that all EEs have the same benefits d. It allows orgs to fairly recognize unique jobs - ANSWER D An employee is motivated by knowing there is room for base pay to grow. This BST exemplifies: a. an effective metric b. pay transparency c. a benefits summary d. required communication - ANSWER B When an organization operates in a jurisdiction where there are multiple sets of laws and regulations in force, the organization must a. comply only with those laws and regulations that have extraterritorial application b. meet the minimum standards that aplly to the employment relationship c. comply with all employment laws, codes, and practices d. supersede the laws legislated by the country - ANSWER C Which job evaluation method would provide a small organization with a quick and inexpensive way to compare one job to another? a. Job ranking b. Paired comparison c. Point-factor d. Job classification - ANSWER A
Which job evaluation method would be the MOST appropriate for an org that has a large number of people with similar, defined jobs? a. Paired comparison b. Point-factor c. Job ranking d. Job classification - ANSWER D HR gathered salary data but was unable to analyze it until the following year. Is the data still considered usable? a. Yes if the data is leveled b. Yes if the data is adjusted for wage inflation c. Yes if the jobs studied are still comparable d. No salary data over six months old is unusable - ANSWER B What is the compa-ratio for an EE who earns $15 per hour where the salary range has a midpoint of $12 per hour? a. 0. b. 0. c. 1. d. 1.35 - ANSWER C A compensation method related to an EE's individual performance is known as a. an incentive pay plan b. a differential pay plan c. a step plan d. a merit pay plan - ANSWER D Which compensation system guarantees an EE a base wage and then pays an additional amount for each unit produced? a. Straight piece-rate system b. Differential piece-rate system c. Production bonus system d. Commision system - ANSWER A An employer has redesigned its pay structure, and a position has a pay range for the grade of $9.10 to $12.75 per hour. What term would apply to an EE in this position who is earning $8 per hour? a. Red-circle rate b. Green-circle rate c. Broadbanded d. Career-banded - ANSWER B Two consecutive years of mandated 10% increases in the minimum wage should probably result in a. compression between the lowest-paid workers and more-skilled workers for a retail trade employer
d. Offering more paid vacation or holiday leave than legally mandated - ANSWER A Workers' compensation benefits are provided a. for an approved work-related accident or illness b. only in cases where the org's safety and health rules are deemed negligent c. only to workers in the construction and other "heavy" work industries d. for off-the-job injuries - ANSWER A An EE is terminated for repeated violations of employer policy. How does this type of separation impact severance payments? a. It reduces the amount of compensation the EE receives b. It requires outplacement support to help the EE find a new job c. It depends on country law and whether compensation is required d. It depends on whether the EE has accrued but unused vacation - ANSWER C
