Question 1

When would a return on investment (ROI) analysis be an effective metric?

Options :

A : When a function is seeking budget to hire new staff

B : When an organization wants to compare its productivity with that of similar competitors

C : When an investor is seeking information about a company’s financial health

D :

When an HR function wants to confirm that it is complying with legal and regulatory requirements

Answer: A

Question 2

What is a valuable insight that can be gained from studying the sender-receiver communication model (the basic communication model)?

Options :

A : If the receiver objects to the senderâ€™s message, the sender needs to explain it again in a new way.

B :

Natural communication flow requires thinking of how to respond as the other person is speaking.

C :

Peopleâ€™s perspectives have a strong impact on how messages are understood.

D : Communication breakdowns almost always occur on the receiverâ€™s end.

Answer: C

Question 3

Which is the purpose of a works council?

Options :

A : Representing workers in labor negotiations and, when necessary, authorizing strikes

B :

Promoting communication between management and employees on issues that affect workers' interests

C : Ensuring that workers are aware of promotional opportunities within the company

D :

Supervising elections for union representation of workers in the organization

Answer: B

Question 4

As part of a software company's corporate social responsibility (CSR) program, during non-working hours employees volunteer time and expertise helping low-income people build their own small businesses. Participation has been consistent but at a very low level. What recommendation should HR make to assist the company in increasing employee involvement?

Options :

A :

Increase the program-s marketing budget to encourage participation.

B : Make company facilities available to participants

C : Support employee participation with paid time off

D : Realign the program-s focus to mirror the organizational mission

Answer: C

Question 5

The leadership of a medium-sized technology company has determined that the most viable option to expand their product line is to merge with an existing, larger company. HR is part of the team conducting due diligence for the merger. One item that concerns HR is the different approaches the companies have to work/life balance. The employees of the old company feel that they are treated unfairly because pay, benefits, and working conditions are different within work groups. HR believes that the new company should have a blend of the cultures and the benefits of the two companies.

HR is responsible for communicating the decision to the current employees and developing a timetable for the integration. Employees are excited to join the larger company, based on rumors of better pay and benefits with the new organization.

The new company is ready to reduce redundancy in key leadership positions and develops a work group to identify positions for elimination. After identifying duplicate positions, managers must recommend individual employees for termination.

The merger of the two companies is underway, and HR has been asked to develop organizational effectiveness measures to improve performance and productivity. HR has undertaken the OED process.

One group has declined in performance, productivity, and profits. The leadership team has asked HR to review the situation and provide a recommendation. The manager of this group has a reputation of having an abrasive management style.

Leadership has tasked HR with outlining an effective change management plan. What is the first thing HR should do to help manage the change in the organization?

Options :

A : Communicate the change management plan to all of the employees.

B : Measure the effectiveness of the change.

C : Consult with the organization-s leaders to identify potential gaps in culture and processes.

D : Conduct a survey of the industry, asking specific questions about merger activity successes.

Answer: C

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