When are HR mission statements, goals, and objectives created? Show
During HR strategic planning When creating succession plans During annual planning cycles As part of tactical HR planning During HR strategic planning A small publishing firm believes that it is too small to benefit from strategic planning. Which short-term benefit is the best choice for HR to use in influencing leaders to begin the strategic planning process? Improving employee satisfaction and morale Increasing corporate social responsibility Allocating resources more effectively Identifying conflicts of interest Allocating resources more effectively Which organization is least likely to succeed in its strategic planning and management? An organization that researches internal and external factors before setting a strategy to consider all factors An organization that shares strategic plans with top management only to preserve its competitive edge An organization that develops its business and functional strategies after the organizational strategy is defined to ensure alignment An organization that invites input from all divisions, managers, and employees to ensure buy-in An organization that shares strategic plans with top management only to preserve its competitive edge Strategic management refers to the actions that leaders take to move their organizations toward strategic goals and creating value for stakeholders. Which is considered a benefit of strategic management? Decreasing use of resources Allowing for consistent decision making Focusing on core competencies Demonstrating systems thinking Allowing for consistent decision making During which stage of strategic planning do managers develop action plans and assign staff members to projects? Manipulation Implementation Formulation Evaluation Implementation How should an HR leader best address the perception of HR as a cost center? By ensuring that HR services are aligned to the organizational strategy By increasing HR operational efficiency in recruitment and retention By charging other core business functions for HR services By reducing HR fixed costs while maintaining control over variable costs By ensuring that HR services are aligned to the organizational strategy What sets strategic planning and management apart in an organization? Organizational structure, resources, and policies are aligned to meet agreed-upon goals. The mission, vision, and values are communicated consistently across the organization. A cross-functional team is assembled to resolve issues that are in conflict with the strategy. The core competencies of the organization are reflected in each department. Organizational structure, resources, and policies are aligned to meet agreed-upon goals.
Which sections of the balanced scorecard include two types of measures that directly impact financial results? Activity and results Short-term and long-term Strategic and tactical Customer and operations Customer and operations How does the use of benchmarking improve the creation of an organizational strategy? It eliminates reliance on financial measures. It allows for an understanding of best practices. It focuses on cost control rather than value creation. It is not applicable due to cultural variations. It allows for an understanding of best practices. How must HR strategy account for political factors? By adjusting labor levels based on labor availability and costs By contracting for legal services to understand employment laws in different locations By using innovative technology applications to increase cost savings By adjusting organizational policies to comply with varying environmental regulations in different locations By adjusting organizational policies to comply with varying environmental regulations in different locations Which part of the SWOT analysis identifies the core competencies of a global enterprise? Weaknesses and opportunities Opportunities and threats Strengths and weaknesses Strengths and threats Strengths and weaknesses An organization hires only experienced people who tend to stay with the organization at least five years. Where would this information be identified in a SWOT analysis? Threat Opportunity Strength Weakness Strength Which best describes how an organization should use a growth-share matrix? To prioritize investment in and allocation of resources To analyze one's own performance against that of competitors To predict future performance and set goals and objectives To demonstrate HR's increased value for external stakeholders To prioritize investment in and allocation of resources
Which specific and measurable strategic aspect serves as the basis for implementation decisions? Value statement Strategic goals Mission statement Objectives Objectives Which type of information might be discovered during the external portion of an environmental scan? Unethical practices Competitive threats Profit margins Turnover cost Competitive threats Which is an example of an external factor that is considered in a SWOT analysis? Company culture Local legal policies Organizational structure Strategy Local legal policies Which is an example of an internal factor that is considered in an environmental scan? Labor market Currency fluctuations Competitors Employee skills Employee skills What is the primary advantage of a balanced scorecard approach to measuring organizational performance? It does not require a financial perspective. It takes less time and effort to gather critical data. It requires the involvement of the entire organization. It allows organizations to assess intangibles. It allows organizations to assess intangibles. Which is an example of an economic factor that should be included in an environmental scan? Changes in workplace design and practices Geographic population shifts Consumer price index data Proposed energy consumption regulations Consumer price index data Which of the following is a primary advantage of the balanced scorecard? It focuses on financial measurements and hard data results. It relates the performance of business functions to the organization's mission. It tracks progress against goals without raising accountability issues. It separates business strategy from day-to-day activities. It relates the performance of business functions to the organization's mission. At what stage of the strategic planning process is a SWOT analysis performed ? Revision Formulation Implementation Development Formulation What guidance from HR is useful to an organization that has decided to pursue a greenfield operation? Data regarding the skill sets that exist in the new operation Recommendations for organizational alliances to pursue Best practices for implementing a greenfield operation Demographic characteristics of the new location Demographic characteristics of the new location What term refers to a company building a new global location from the ground up? Internal expansion Turnkey operation Brownfield operation Greenfield operation Greenfield operation An international discount supermarket chain's competitive strategy is to provide the lowest-price products by minimizing operational overhead. Which generic competitive strategy is it using? Differentiation Value chain Focus Cost leadership Cost leadership Which corporate activity requires an HR strategy of organizational growth? Centers of excellence Mergers and acquisitions Shared services Corporate divestitures Mergers and acquisitions A three-year-old company has achieved excellent results through perceptive market timing and aggressive marketing. Which type of strategy is the company following? Effective organizational structure Successful differentiation strategy Strong corporate culture strategy Efficient cost advantage strategy Successful differentiation strategy Which three generic strategies for success are identified in Michael Porter's model? Divisional, functional, matrix Customer intimacy, innovation, control Introduction, maturity, decline Cost leadership, differentiation, focus Cost leadership, differentiation, focus Which is the most low-risk strategy for global market expansion? Licensing Merger Internal expansion Acquisition Licensing A strategic project meets the defined objectives but is unsuccessful in its impact to the strategy. Which action in the project planning process has the project manager overlooked? Collaboration and agreement on how the project purpose supports the overall strategy Communication of expectations and objectives to the project stakeholders Outline of the critical path that specifies the logical flow of tasks in the plan Definition of the essential work needed to certify that deliverables were complete Collaboration and agreement on how the project purpose supports the overall strategy Why is it important to involve stakeholders at various points in a project? They are important in winning and keeping management support for the project. They contribute budget and deserve to be included in communications. They can increase acceptance of the project's eventual outcome. They can sabotage the project team's efforts via pivots in expected outcome. They can increase acceptance of the project's eventual outcome. Why is it important that employees understand how day-to-day activities support the strategic goals of the organization? It provides a flow of information to all employees and teams within the organization. The daily activities for all functions across the organization can then be prioritized. It drives employee behavior, as the connection to how they are able to contribute is evident. Employees will then accept the strategic goals of the organization as their own. It drives employee behavior, as the connection to how they are able to contribute is evident. What type of business problem is solved most appropriately by using Six Sigma tools? Improving quality Improving work flows Speeding up processes Minimizing inventories and redundancies Improving quality During what phase of the strategic planning process does motivating employees to work toward organizational goals take place? Implementation Formulation Development Evaluation Implementation Which characteristic is associated with the Six Sigma project management approach? Resources are allocated and carefully monitored. Limited resources are assigned to overlapping tasks. It measures value and uses evidence-based analysis. Several versions of the deliverable may be developed. It measures value and uses evidence-based analysis. Which identifies the primary purpose of employer branding? To decrease the number of nonqualified candidates To establish the organization as an employer of choice To lower turnover and retain key employees To position the company's products and services To establish the organization as an employer of choice A talented prospective employee who was impressed by the company website is surprised by disorganization and delays at the initial interview. Which is the likely impact to the employee value proposition? Enhancing transparency Developing transparency Increasing credibility Eroding credibility Eroding credibility Which tools are used in building an employment brand? Needs analysis Industry data Organizational structure Principles of marketing Principles of marketing How should an organization's value proposition be effectively communicated using deliberate messages about the organization to describe working conditions, culture, and the emotional connection employees have with the organization? Competency dimensions Employment brand Position description Vision and mission statements Employment brand Which is a potential challenge in trying to build a strong global employment brand? Different value that countries and cultures may place on different things Brand being dependent on the web and many countries having limited access Direct link between the consumer and the employment brand Importance of trust and reliability in sustaining the employment brand Different value that countries and cultures may place on different things In global staffing, why is it important to use a common approach for analyzing and describing jobs? It ensures that all locations in a global organization use the same set of job requirements. It guarantees that legal requirements are satisfied. It alleviates the challenge of trying to observe incumbents across locations. It facilitates communication and decision making about jobs. It facilitates communication and decision making about jobs. Which is an example of a job specification for a line supervisor? Has a bachelor's degree Meets diverse business requirements Able to allocate resources creatively Has five years of experience Has five years of experience Workforce planning is a technique used to help an organization reach its short- and long-term goals and objectives. The workforce analysis process consists of four steps. What is the first step? Gap analysis Demand analysis Solution analysis Supply analysis Supply analysis An organization is in the process of updating its compensation system and has started the task of evaluating jobs and grouping those with similar duties together. Which documents would be most useful for this purpose? Questionnaires Job descriptions Job specifications Performance objectives Job descriptions What part of job documentation provides a written statement of the necessary qualifications of the job incumbent? Job specification Job competencies Job context Job ranking Job specification HR is in the process of creating clearly defined, consistent job descriptions for a global environment. Which common challenge should HR anticipate? Requiring sign-offs may violate cultural norms. Interpretations of job functions may vary. Language barriers may reduce effectiveness. There may be disagreement relating to nonessential job functions. Interpretations of job functions may vary. A bona fide occupational qualification (BFOQ) is a job criterion that employers can use to hire a foreign national. To use the BFOQ defense, what must employers prove? That foreigners can perform the key duties required by the job That local employees cannot perform the key duties required by the job That local employees can perform the key duties required by the job That foreigners cannot perform the key duties required by the job That local employees cannot perform the key duties required by the job Which method best determines recruiting effectiveness? Reviewing industry data Analyzing yield ratios Conducting a needs assessment Administering employee surveys Analyzing yield ratios Which is a significant factor that an HR professional must consider when using a website to recruit for a global enterprise? Technology platform Having a universal URL Data privacy regulations Consumer brand Data privacy regulations Which of the following is an advantage of external recruiting? Potentially more cost-effective than internal recruiting Can sometimes be expedient Expands opportunities for promotion Provides cross-industry insights Provides cross-industry insights Which recruitment method would best support an organization's attempts to attract Generation Y applicants? Outplacement firms Social media Trade and professional organizations Media advertising Social media Which is the first activity an HR professional would complete when beginning to recruit for an open position? Sourcing Checking background Succession planning Interviewing Sourcing An organization received 150 applicants from an advertisement, 50 of whom were minority applicants. It interviewed 36 qualified applicants, 12 of whom were minority applicants. What is the yield ratio of qualified applicants to total applicants? 0.08 0.33 0.32 0.24 0.24 Which identifies a direct cost of turnover? Lost productivity Recruitment cost Loss of organizational knowledge Time to coach and mentor a replacement Recruitment cost Which best describes the process of sourcing? Determining which employees are ready for international assignments Implementing a selection process that supports globalization Generating a pool of qualified applicants Identifiying competencies to develop a global workforce Generating a pool of qualified applicants How does an Internet recruiting approach provide the greatest benefit to a global organization? By reducing the time required to screen applications By providing a representative sample of potential candidates By increasing the volume of applicants for positions under tight time frames By increasing the percentage of qualified people who submit applications By increasing the volume of applicants for positions under tight time frames During an interview, when is it appropriate to ask a candidate about prior project outcomes that were unsuccessful? When assessing the candidate's ability to learn from previous experiences When the interview with the candidate is unstructured in format When the candidate is interviewing for a management position When the candidate does not list accomplishments When assessing the candidate's ability to learn from previous experiences For some supervisory and managerial openings, recruiters use work samples of job situations that include individual and group activities, in-basket exercises, and work-related performance tests to evaluate a candidate's abilities. The results are reviewed by a panel of trained assessors. What is this assessment method called? Assessment center Cognitive ability test Practical exercise Aptitude test Assessment center As part of screening interviews, recruiters use an interview style that focuses on how applicants handled real life situations in the past as a way to qualify them for their openings. What type of interview technique is being used? Nondirective Behavioral Patterned Experiential Behavioral Which evidence provides the best defense if a candidate challenges the organization's selection decision based on a preemployment assessment? Non-selected candidate's application Documentation of the test's validity Applications of every person who applied Results of non-selected candidate's test scores Documentation of the test's validity Which is the best first step when conducting a preemployment background check? Contacting the candidate's current or previous supervisor Ensuring that there is a signed release from the candidate Determining which types of investigation should be conducted Interviewing the candidate's former employers to corroborate facts Ensuring that there is a signed release from the candidate Most of the supervisory and management staff in a start-up company have limited interviewing experience. Which interview technique will best mitigate this inexperience? Behavioral interview Nondirective interview Structured interview Unstructured interview Structured interview In an assessment center, a candidate is asked to handle a hypothetical situation dealing with typical job-related challenges. Which selection tool is being used? Test Skill review Simulation Work sample Simulation Which onboarding activity would be the best way to help a management new hire understand and navigate the cultural and political landscape of the organization during the first 90 days on the job? Regularly assessing professional development goals and formally tracking progress Assigning meaningful work as soon as possible and clearly communicating responsibilities Fostering organizational relationships and providing frequent opportunities for open discussions Providing training on internal systems and general operating practices Fostering organizational relationships and providing frequent opportunities for open discussions How do robust orientation and onboarding activities contribute to a new hire's engagement? By eliminating the need for formal or informal mentoring systems By providing employees with tools and strategies to be successful By supporting equal employment opportunity practices in the organization By lessening the likelihood of workplace bullying and discrimination By providing employees with tools and strategies to be successful Which process initially helps an employee become familiar with a new job, department, and coworkers? Relocation Onboarding Orientation Integration Orientation An organizational unit manager disagrees with HR's policy promoting the use of a buddy program during new hire onboarding. What can an HR professional use to reinforce the utility of the buddy program when discussing the topic with the unit manager? The buddy can function as the new hire's supervisor as he or she works to complete the onboarding and assimilation process. The buddy can help the new hire with work assignments as he or she gets up to speed with the functions of the job. The buddy can relay information about the new hire to management so management can tailor onboarding to the needs of the new hire. The buddy can help the new hire navigate the organization's culture and answer questions he or she may have. The buddy can help the new hire navigate the organization's culture and answer questions he or she may have. During the hiring process, at which point does an employer have the opportunity to initially engage the individual? During the early stages of onboarding When exploring the company's careers page During the interview When completing the orientation process When exploring the company's careers page A new HR leader would like to assess the level of employee engagement in the organization. His focus will be on behavioral engagement. Which of the following characteristics should the HR leader look for? Workplace conditions that are improved by management Effort employees put into their jobs Characteristics that support transactional tasks Only characteristics found in trait engagement Effort employees put into their jobs Which managerial behavior would most effectively increase employee engagement? Not asking questions about an employee's well-being after a personal family emergency Ensuring that employees are safe and not allowing them to take on tasks they could fail in Encouraging employees to have a proposed solution when they come for assistance with a problem Limiting one-on-one meetings to avoid being perceived as micro-managing Encouraging employees to have a proposed solution when they come for assistance with a problem A company is expanding into a new country and wants to extend its collaborative, team-based approach to help engage its new workforce. Which driver of engagement should the HR director consider first? Continue with new country practices, as changes could cause engagement to decrease. Conduct a pilot test in the new workplace to see if localization of company practices will be accepted. Align company practices to new country practices using valid research to guide changes. Proceed without delay; collaboration is a global driver of engagement. Align company practices to new country practices using valid research to guide changes. A recent employee satisfaction survey indicated that 83% of respondents were satisfied with their jobs. The CEO believes that employee engagement initiatives have met expectations and that money budgeted for additional employee engagement efforts should be shifted to other projects. Which is the best way to respond? Thank the CEO for his faith in the survey results and assist in allocating the budget dollars elsewhere. Negotiate with the CEO to assess employee vigor, dedication, and absorption before ending the engagement effort. Explain that employee engagement is about performance outcomes not always reflected in survey results, so initiatives should continue. Recommend that a second survey be administered before shifting to other projects to ensure that the satisfaction scores are truly valid. Explain that employee engagement is about performance outcomes not always reflected in survey results, so initiatives should continue. A competency-based pay approach works best in an environment that fosters which of the following? Acquiring knowledge and skill that enhances employee performance and satisfaction Comparing inputs and outcomes by employees to those of their peers Linking measures of quality or goals to individual performance Focusing predominantly on seniority and longevity versus performance Acquiring knowledge and skill that enhances employee performance and satisfaction Which managerial competency would best support the relationship between the well-being and engagement of employees? Offering feedback in a manner that focuses on an employee's work performance and does not intrude on the employee's life outside of work Managing with a task orientation style to reinforce organization and structure Treating all employees the same with respect to work to minimize the perception of favoritism among staff Demonstrating interest in employees as individuals and contributors Demonstrating interest in employees as individuals and contributors Which work relationships are most closely tied to creating and sustaining employee engagement? Leadership-employee relationships Manager-employee relationships Coworker relationships Leadership-manager relationships Manager-employee relationships Which of the following actions is most likely to reduce job burnout? Offering stress reduction classes Giving employees control over their work Providing employees with more sick days Raising wages Giving employees control over their work An advertising firm has experienced significant turnover among its creative writers. During exit interviews, the writers have expressed dissatisfaction with rigid starting times, a lack of recognition for their work, and poor communication between managers and employees. Which actions should HR recommend managers implement to improve employee engagement? Including employees and their families in social gatherings Meeting with employees to discuss projects and plans for completion Requesting and valuing employee input on important organizational issues Defining tasks and responsibilities and hold employees accountable Requesting and valuing employee input on important organizational issues A consulting company knows that its primary advantage lies in the expertise and commitment of its people. Which practice should HR recommend that leaders focus on? Retention Recruitment Formal processes Improved benefits Retention Which best describes technology's impact on employee engagement levels? The boundaries between work and non-work life are increasingly overlapping, contributing to employee fatigue and burnout. Anxiety among employees has declined, as many mundane jobs can now be done by technology. Technology has enabled employers to more consistently comply with federal wage and hour laws due to time tracking. Employees can work fewer hours while many tasks are completed much more quickly. The boundaries between work and non-work life are increasingly overlapping, contributing to employee fatigue and burnout. Which question would be most appropriate in an employee opinion survey? Is your current pay level adequate for you to remain with the organization? Does your supervisor administer the overtime policy in a consistent manner? Are the organization's values accurately presented in your community? Does the organization maintain high morale among employees? Does your supervisor administer the overtime policy in a consistent manner? Which factor is critical for HR to consider before conducting an employee engagement survey? Leadership buy-in and commitment to act on survey results Plans to follow the survey with employee focus groups Clear idea of issues important to employees Choosing a sample of all employees to participate in the survey Leadership buy-in and commitment to act on survey results An HR manager recommends that, as a way to closely monitor engagement, briefer, more frequent surveys are given to specific segments of the workforce. This describes what type of survey? Opinion Performance Pulse Specific Pulse Which is a critical consideration to address before proceeding with an online survey? Verifying that employees have computer access Ensuring the confidentiality of participants' responses Publicizing the survey in employee newsletters Ensuring that employees can take the survey only once Ensuring the confidentiality of participants' responses Which would be the best way for HR to increase employee willingness to participate in pulse surveys to gauge improvement the comprehensive surveys? Survey only every two or more years to minimize survey fatigue. Downplay areas that have not improved since the last survey. Resolve the most challenging problem identified in the comprehensive survey to demonstrate efforts to follow up. Relate and employment practice changes made and their effectiveness to input provided on the last survey. Relate and employment practice changes made and their effectiveness to input provided on the last survey. An organization has become dysfunctional: Morale is low, reports of discipline-worthy offenses and conflicts with supervisors are increasing, and productivity is down. Which initial step would HR take to gain more information about possible causes? Third-party-administered survey Individual interviews Department focus groups Online survey Third-party-administered survey How should a chief HR officer explain to her senior leadership colleagues the value of measuring employee attitudes through an annual survey? By providing in-depth information about employee attitudes By explaining how the survey may be counterproductive By demonstrating how the survey can reveal unreported problems By convincing leadership of how the survey solves organizational problems By demonstrating how the survey can reveal unreported problems An organization recently changed its employee benefits package and has decided to measure employee satisfaction in response to this change by administering a survey. To ensure that the survey delivers its promised benefits, which action should the employer take before administering the survey? Benchmark results against those of other organizations. Share the purpose of the survey. Ensure confidentiality and anonymity. Determine how to analyze the results. Share the purpose of the survey. During the employee selection process, how can HR identify an employee who is more likely to become engaged in the organization? By assessing how well the candidate will fit with the organization's culture By hiring only those who have the most experience and education By questioning potential employees to determine how engaged they were at their last job By selecting those interested in working with a mentor within the company By assessing how well the candidate will fit with the organization's culture A consulting company knows that its primary advantage lies in the expertise and commitment of its people. As such, what HR practice has shown to be a best practice for employee retention? Conducting realistic job previews Improving benefit plans Performing annual salary reviews Streamlining HR processes Conducting realistic job previews A benefits manager notices that several senior-level employees in her department are disengaged. The manager meets with the employees and discovers that they feel confined to the office and have actually become bored with their jobs. Which activity should best assist with this low-level trait engagement? Have the employees create and present a new wellness series. Encourage the employees to take on more data entry tasks. Relocate employees to another area in HR to increase engagement. Allow the employees to leave early on Fridays. Have the employees create and present a new wellness series. How should HR improve an organization's onboarding program to reduce voluntary turnover during the first 90 days of employment? By implementing basic activities on the first day of work By offering bonuses to new hires if they exceed 90 days By providing the opportunity for job sharing after 60 days By conducting in-depth exit interviews to determine the cause of turnover By conducting in-depth exit interviews to determine the cause of turnover An employee life cycle describes all of the activities associated with an employee's tenure in the organization. What is the impact of HR's understanding of the employee life cycle on the organization? Supporting employee performance and engagement Initiating employee promotions and demotions Knowing when to start the onboarding and orientation processes Planning for employee exit interviews Supporting employee performance and engagement 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? Allow employees to volunteer to be separated. Constructively discharge the least productive employees. Suggest that terminated employees might be called back. Encourage voluntary separations and treat them as terminations. Allow employees to volunteer to be separated. Which program best allows HR to support long-term employee engagement and retention? Wellness Family assistance Concierge services Employee assistance Employee assistance A manufacturing organization's office employees are arriving late to work on a consistent basis. A focus group is conducted, and it is discovered that the employees' morning commute has changed significantly due to highway construction. Which of the following should HR recommend the organization implement to support the temporary needs of employees? Introduce a job rotation plan to broaden the scope of the job. Enforce the tardiness policy consistently. Introduce a flextime policy with bandwidth hours. Establish a telecommuting policy. Introduce a flextime policy with bandwidth hours. An engineering company aspires to have a culture that supports a family-friendly environment. What work/life program would support such a culture? Financial planning Family assistance program Family movie night Wellness program Family assistance program Which is a primary reason that organizations may not excel at performance management? The process is not implemented consistently. The concept of performance appraisal is interpreted in many ways. The organizational systems, strategies, and philosophies are not aligned. There are multiple expectations of the process. The organizational systems, strategies, and philosophies are not aligned. How can HR best engage employees in developing the performance standards for a new performance management system? By evaluating performance annually rather than on a continuous basis By providing praise and recognition rather than monetary rewards By communicating performance expectations By rewarding equally regardless of the task performed By communicating performance expectations A sales organization's leadership team has just announced a very aggressive five-year sales plan. Which performance management method should HR suggest to support the plan's achievement? Management by objectives method to measure goals and objectives Behaviorally anchored rating scale method to define the sales behavior of management Comparative method to rate managers against each other Critical incidents method to measure sales for each manager Management by objectives method to measure goals and objectives A manager of a new restaurant is having difficulty with her chef's interaction with servers as well as the quality of food he is preparing. After consulting with her HR partner, they plan to develop a performance management system. What is most critical to the effectiveness of the performance management system? Evaluation forms that clearly state management's expectations Equitable reward system that encourages desired behaviors Timeliness of reviews that address poor performance immediately Aligned individual contributions that drive organizational results Aligned individual contributions that drive organizational results How should an HR director advise a supervisor to engage a typically high-performing employee whose performance has declined the past two quarters? Explore transferring the employee to another department with a new manager to determine if job fit is an issue. Discuss with the employee his overall goals and objectives as they relate to the particular role the employee occupies. Implement a written warning to convey to the employee how serious his performance decline has become. Authorize the supervisor to implement a spot bonus if the employee attains the next quarter's performance target. Discuss with the employee his overall goals and objectives as they relate to the particular role the employee occupies. A new employee is experiencing performance problems. What should HR do as a first step in determining the root cause of the employee's performance challenges? Place a written warning in the employee's personnel file. Support the supervisor's request to terminate the employee. Guide the supervisor to discuss the performance issues with the employee. Recommend that the employee be placed on probation. Guide the supervisor to discuss the performance issues with the employee. Which best describes the impact when an organization's values are effectively paired with goal setting? Provides a way to measures how much work was produced based on the goals set by the employee Provides ability to compare employees' performance against others by the goals they set Strengthens the organization's ability to reward accomplishments through a pay-for-performance system Shows employees how their individual efforts contribute to the success of the organization's strategy Shows employees how their individual efforts contribute to the success of the organization's strategy Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS? Management by objectives Category rating Comparative Narrative Category rating Which metric should an organization look to when evaluating an employee engagement strategy that is focused on safety? Employee absence rate Revenue per employee Monthly voluntary turnover rate Workers' compensation incident rate Workers' compensation incident rate A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take? Review base pay programs to move employees more quickly through the pay ranges. Review recruiting practices emphasizing expectations around growth and development. Review exit interview data to see if it reflects limited promotional opportunities leading to employees leaving the organization. Review current promotional practices to encourage faster advancement for qualified employees. Review exit interview data to see if it reflects limited promotional opportunities leading to employees leaving the organization. An organization seeks to evaluate the overall business impact of its employee retention strategies. What engagement metric would provide this insight? Revenue per employee Monthly voluntary turnover rate Yield ratio Employee absence rate Revenue per employee
HR is asked to evaluate the organization's overall retention. Which would be the best information for HR to assess first? Management's opinion on retention issues Only the current year's turnover rate How the current turnover rate compares to the industry average Various perceptions of key competitors How the current turnover rate compares to the industry average How will using a revenue-per-employee metric allow HR to demonstrate the impact of turnover on employee engagement? A decrease in revenue per employee may indicate higher employee engagement. The revenue-per-employee metric is not associated with employee engagement. The revenue-per-employee metric is the best indicator of employee engagement. A decrease in revenue per employee may correlate with lower employee engagement. A decrease in revenue per employee may correlate with lower employee engagement. Which best describes the process where training or educational activities occur at multiple levels? Learning design Positive organizational culture Organizational learning Climate of engagement Organizational learning What characterizes a learning organization? It manages change and adapts to its environment. It takes responsibility for the learning of its employees. It advocates internal rather than external networking. It encourages each department to function independently. It manages change and adapts to its environment. Which best describes the type of activities aimed at preparing for long-term, future job responsibilities as well as increasing skills for performing the current job? Learning Experiencing Developmental Training Developmental What type of organization reacts and adapts to its ever-changing environment? Developmental organization Organization with flexible leadership Organization with matrix structure Learning organization Learning organization Which situation best indicates that training is the preferred solution? Salespeople lack the product knowledge to answer customer questions. Employees are not engaged in their day-to-day work activities . Morale is low due to unexpected recent layoffs. Production workers are given unrealistic performance goals. Salespeople lack the product knowledge to answer customer questions. Which best identifies the difference between training and developmental activities? Developmental activities manage the change process; training activities provide basic skills. Developmental activities mainly occur off site; training activities occur on site and on the job. Developmental activities provide immediate skills; training activities have a long-term focus. Developmental activities have a long-term focus; training activities mitigate current skill gaps. Developmental activities have a long-term focus; training activities mitigate current skill gaps. Which is a disadvantage of instructor-led training? Less individual attention for learners Less group feedback and idea sharing Limited variety of learning activities Less effective for large groups Less effective for large groups Which method would be most effective when training a new receptionist to operate the phone system? Demonstrating the system Presenting PowerPoint slides Reviewing a case study Reading the system manual Demonstrating the system The group of individuals you will be delivering training to like both interaction and a safe learning environment. Which of the following adult learning principles applies in this case? Setting clear objectives in order to discover each trainee's anticipated learning outcomes Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives Listening to and respecting trainees' opinions to promote a positive and respectful learning environment for all Providing real-world issues or examples to show how learning can be transferred back to jobs Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives When designing training for any new technology system, which activities will have the greatest impact on knowledge retention? Reading and a PowerPoint presentation Reading and case study Group discussion and structured exercises Demonstration and structured exercises Demonstration and structured exercises which is the most important reason for training professionals to understand their own learning style? Training is designed for a specific learning style. People tend to teach the way they prefer to learn. Adult learners are aware of different learning styles. Visual learners typically make the best facilitators. People tend to teach the way they prefer to learn. Gaps between actual and desired performance are best identified in which phase of the ADDIE process? Analysis Design Development Evaluation Analysis What does an effective pre- and post-test training assessment measure? Effect of training on organizational goals Changes in knowledge before and after training Time needed to improve performance Overall satisfaction of employees Changes in knowledge before and after training Which is the primary purpose of creating and communicating training program objectives? To satisfy the key stakeholders about the value of training To alert participants to the most important content To determine who is qualified to attend the training To support measurement of the acquisition of learning To support measurement of the acquisition of learning In an e-learning environment, what type of learning is being used when participants gather for discussion online at a specific time? Customized learning Distance learning Asynchronous learning Synchronous learning Synchronous learning Which tool enables organizations to capture information about attendance, exam results, and evaluation survey responses? Knowledge management systems Rapid development tools Learning management systems Courseware authoring tools Learning management systems A manager approves a training course on the condition that it includes some way of ensuring that the training reinforces critical learning objectives. Which strategy should an HR manager employ to best meet the manager's needs? Researching similar programs in other companies Surveying all participants before and after each class Revising content to meet the manager's demands Conducting a pilot program for a limited group Conducting a pilot program for a limited group A company conducts a sexual harassment training program for first-line supervisors and managers due to the unacceptable level of complaints. Which action should HR take to best show the effectiveness of the training? Ask attendees how the training will reduce harassment complaints. Send out an evaluation form three months after the training. Ask managers to observe employee behavior on the job. Document the number of complaints before and after training. Document the number of complaints before and after training. In Kirkpatrick's evaluation approach, what level measures changes in productivity after training? Level 1: Reaction Level 2: Learning Level 3: Behavior Level 4: Results Level 4: Results Which is a primary barrier to transfer of training? Impractical training programs Acceptance of change Lack of evaluation Lack of reinforcement Lack of reinforcement How might an HR professional design a learning activity to best meet the needs of a kinesthetic learner? Having learners view a slide presentation Having learners review an audio summary of a meeting Having learners attend an expert lecture series Incorporating an interactive group presentation Incorporating an interactive group presentation Training activities that require participants to debate employment practices may be difficult for employees from what type of culture? Small power distance culture Large power distance culture Low-context culture High-context culture Large power distance culture Which is a primary purpose of conducting a training and development needs assessment? To eliminate the bias that is inherently incorporated into program development To make the selection of participants more streamlined and efficient To reduce the expense of course development and implementation To align organizational effectiveness and development initiatives and corporate goals To align organizational effectiveness and development initiatives and corporate goals Which is the best approach to use during a training needs analysis in a workforce with low power distance? Conduct needs analyses in a participative manner. Require all employees to complete the analysis. Ask supervisors and managers to provide information. Distribute the needs analysis electronically. Conduct needs analyses in a participative manner. A domestic organization has staff dispersed throughout multiple states. There is a compliance requirement for a conflict of interest course that everyone must take. What is the best solution for the internal delivery of this course? YouTube Social media Gamification Mobile learning Mobile learning A government-mandated seminar on safety was recently converted to an e-learning course and is available on the organization's intranet. The course consists of self-study units with accompanying quizzes and e-mail access to a subject matter expert. Which best describes the primary benefit of this approach? Employees have easy access to someone who can answer questions. Participants can complete the training when it is convenient for them. Internal or external trainers can be eliminated, reducing costs. The organization can track the training that each employee completes. Participants can complete the training when it is convenient for them. How can management best establish a culture that values career development in an individual development plan (IDP)? Assign employees responsibility for their own IDPs. Link career development to business objectives. Have supervisors coach employees on career concerns. Ask HR to implement career paths for employees. Link career development to business objectives. Which development approach is best suited for senior leaders? University courses Training seminars Executive coaching Conferences Executive coaching Factory workers from the assembly department are assigned to the shipping department every other week. Which type of career development program are these workers participating in? Mentoring Job enrichment Replacement planning Job rotation Job rotation Which program gives technical workers the ability to earn as much as they would in a management position? Pay for performance Perquisites Dual career ladder Maturity curves Dual career ladder Which term best describes a job design strategy that increases the variety of responsibilities but requires the same skill level? Simplification Enlargement Enrichment Specialization Enlargement HR is interviewing candidates who will have to think on their feet and keep calm in high-pressure, high-stakes, and emotionally charged situations. Which leadership development method is best suited to develop this skill? Risk management Situation judgment tests Action learning Hardship testing Hardship testing It is estimated that one-third of Fortune 500 CEOs have remained in their positions fewer than three years. Which does this indicate about executive development? Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships. Executives have strong people management skills but lack the knowledge and intellect to outperform the competition. Executives have the people skills and intellect to succeed but lack the personal drive and initiative to manage change. Executives are open to change and have the skills to succeed but are not getting honest feedback about their performance. Executives have the knowledge and intellect to succeed but lack the people skills to build teams or maintain productive relationships. Although the founder of an organization is very competent, she has alienated nearly everyone in the organization. Colleagues have tried to share their concerns; however, she does not believe there to be an issue. Rather she believes she merely has a direct approach. Which assessment tool is best suited to display how her directness is impacting others? Situation judgment tests Assessment center simulations 360-degree assessments Emotional intelligence tools 360-degree assessments Which factor has the greatest impact on maintaining peak performance? Training opportunities Risk management Cultural obstacles Challenging assignments Challenging assignments Which term is best described as traditionally higher-level leadership responsibilities being transferred to leaders at lower levels? Leadership training Delegation Task migration Job expansion Task migration The 70-20-10 model created by the Center for Creative Leadership identifies three clusters of experiences to develop people. Which type of experience does the 70 in the model represent? Challenging assignments Coursework and training Developmental relationships On-the-job training Challenging assignments Which is the best example of direct compensation? Deferred pay Cash achievement award Disability insurance Use of a company car Cash achievement award Which is the best measurement an HR business partner should use when analyzing the effectiveness of the organization's total rewards strategy? Cost of employee benefits Metric that enhances decisions Total compensation costs Metric that analyzes performance Metric that enhances decisions How does communicating the guiding principles behind employee pay support an effective compensation philosophy? It removes leadership from pay decisions. It creates a framework for transparency. It guarantees how much employees are paid. It eliminates local conditions in pay considerations. It creates a framework for transparency. An HR manager discovers a discrepancy between the organization's current compensation policy and the laws of the location the organization operates in. Which is the best first step the HR manager should take to address this? Determine which regulation most benefits the employee. Ask the CEO his opinion on what approach is best. Investigate regulations that most benefit the organization. Request that the governmental agency provide a recommended approach. Determine which regulation most benefits the employee. Which is the most important factor an HR leader should use when planning pay increases? Employee support HR systems Financial implication HR workload Financial implication Under which circumstances should a market-based job evaluation be used? When an organization is positioning against its compensation philosophy When using generic job characteristics to reflect skill and responsibility In larger organizations where a hierarchy of positions is being established In smaller organizations where jobs are grouped by job families When an organization is positioning against its compensation philosophy When developing a pay structure, which data set should the HR practitioner use during the development process? Information gathered from surveys, local markets, and like institutions Average of low-paying and high-paying positions Overall points or values used during job evaluation Compiled job analysis, job documentation, and job evaluation Compiled job analysis, job documentation, and job evaluation Which is an advantage of using the point-factor method in job evaluation? Relies on some degree of judgment by evaluators Reduces administration, thus is less time-consuming Provides documentation and an audit trail Easier for employees to understand Provides documentation and an audit trail How does a broadbanding approach support an egalitarian organization? By decreasing the involvement of line managers By restricting employee movement By reducing the value of pay ranges By encouraging de-layering efforts By encouraging de-layering efforts Which type of survey should an HR professional use to collect information on base pay, incentive plans, and benefits? Competitiveness Remuneration Marketplace Global Remuneration A compensation and benefits specialist conducted a salary data survey last year but did not have time to benchmark the results to the organization's pay structure. What action should the specialist take at this point in time? Age the data to make it current. Completely redo the survey from the beginning. Level the data to determine relevance. Weight the data compared to other survey data. Age the data to make it current. An organization implements changes to its pay structure, resulting in new hires now being started at the same wage as workers who have been on the job for two years. What type of pay variation will most likely be created? Lead-market strategy Red-circle rates Green-circle rates Pay compression Pay compression What is the advantage of nonqualified deferred compensation plans? They provide more-favorable tax advantages to employers than qualified plans. They allow all company employees to contribute more than the limits prescribed by qualified plans. They protect the plans' funds from creditors in the event of the failure of the business. They provide incentives for key executives to stay with the organization They provide incentives for key executives to stay with the organization An organization has been forced to hire new employees at higher pay rates than usual due to a tight labor supply. Employees who have been with the organization for one to three years are earning the same or only slightly more than the new hires they have to train. What is the organization experiencing? Premium pay Red-circle rates Competency-based differential Pay compression Pay compression Which is a disadvantage of a time-based pay system? An enhanced performance management and appraisal system will be required. Pay levels may be raised over time regardless of performance. Quantity of work may be favored over quality of work. The organization could be subject to significant equal pay litigation. pay levels may be raised over time regardless of performance. How should an HR leader evaluate an organization's return on labor expenses? By the number of high performers compared to low performers in the organization Through a well-crafted pay-for-performance program that measures performance compared to goals By adding salaries, overtime, benefits, and bonuses and then dividing by total costs By reviewing the overall employee output compared to the overall sales revenue Through a well-crafted pay-for-performance program that measures performance compared to goals When conducting a benefits needs assessment, what is the next step HR should take after analyzing the design and utilization data for all benefit plans? Review the organizational strategy to align with the current benefits offered. Review the organization's total rewards philosophy, compensation approach, and related objectives. Analyze the current and projected demographics of the organization's workforce. Compare organizational needs, employee needs, and current benefit offerings. Compare organizational needs, employee needs, and current benefit offerings. Which is the best example of indirect compensation? Awarding store gift cards to top performers in a sales contest Paying individual bonuses to team members for meeting critical project deadlines Granting compensatory time off to a salaried employee for extra hours worked Paying non-management employees at a higher rate for overtime hours worked Granting compensatory time off to a salaried employee for extra hours worked When creating a benefits program, which key legal factor does the HR benefits leader need to keep in mind? What government-regulated programs are provided Types of involuntary termination severance packages How much paid time off the organization offers Public, national, and bank holidays What government-regulated programs are provided Which component of a total rewards system should an organization consider as an indirect benefit to employees? Competitive salary Life insurance Commissions Yearly bonus Life insurance HR is in the process of recruiting a senior-level position for a global organization. Which benefit might distinguish the organization from the competition? Social security Club membership Termination payments Unemployment insurance Club membership New leadership is in place at a large retailer, resulting in a business unit undergoing a detailed review of its support of the organizational strategy. It has been identified that the benefit offerings are not reflective of the organization's total rewards philosophy and that many benefits overlap, creating inefficiencies. Which action should be taken first by HR take to remedy the situation? Conducting a utilization review of all benefits Instituting cost-containment strategies to reduce organizational costs Creating a cost analysis and dropping the most expensive benefit Polling employees, asking which benefits do not have value Conducting a utilization review of all benefits Why is it important for employees to understand company strategy?Business leaders naturally want their company's strategy to be understood and accepted by employees—or, as we call it, “embedded.” This helps ensure that workers' daily decisions and behaviors support the firm's competitive intentions.
How can HR involve employees in supporting their organization's goals and mission?How can HR involve employees in supporting the organization's goals and mission? Encourage all employees to read trade journals and share new industry trends. Have individuals and departments develop goals that link to those of the company.
Why is it important to involve stakeholders at various points in a project quizlet?Why is it important to involve stakeholders at various points in a project? They can increase acceptance of the project's eventual outcome. Rationale: The best answer is that stakeholder involvement can improve and increase acceptance of the project's outcome.
How does benchmarking improve the creation of an organizational strategy quizlet?How does the use of benchmarking improve the creation of an organizational strategy? -It eliminates reliance on financial measures. -It allows for an understanding of best practices. -It focuses on cost control rather than value creation.
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Why is it important that employees understand how day to day activities support the strategic goals of the organization quizlet?
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