Question 1

A company with a specialty product that has gained rapid popularity with hospitals has grown quickly from 15 employees to 300 in a one-year period. The organization expects to continue to grow by several hundred employees per year for the foreseeable future.The president's secretary has been handling all human resources matters, and the accounting department has been handling payroll. The supervisors have been making their own human resources decisions regarding recruitment, employee relations, discipline, and rewards, with various levels of success.The president pays little attention to the day-to-day operations of the business and focuses his attention on marketing and publicity. He decides that it is now necessary to hire an HR director to lead and manage the HR function. The supervisors are resistant to having a formal HR function in the company, believing that it will create unnecessary work and affect their ability to effectively manage the organization.During the interview process, the president indicates that there are a number of areas in need of focused attention, as the organization does not have job descriptions or a formal compensation structure and benefits are the same as when the company started.On the HR director's first day, there is no formal onboarding process. The president suggests that a good starting point for the HR director is to create a plan and catch up on the recruiting requests for the growing company. He then walks the HR director to her new office, offers to help with any questions, and walks away.In order for the HR director to effectively develop relationships, which action should she take first?

Options :

A : Meeting colleagues by proactively walking around to introduce herself and her role

B : Getting accustomed to the work environment by sitting back and observing

C : Creating an onboarding plan to use for the next new hire

Answer: A

Question 2

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?

Options :

A : Increasing corporate social responsibility

B : Improving employee satisfaction and morale

C : Allocating resources more effectively

D : Identifying conflicts of interest

Answer: C

Question 3

What is the ultimate function of executive management?

Options :

A : To implement strategy through planning and directing initiatives at all levels in each function

B : To serve as the primary interface with the organization-s stakeholders, from investors and regulators to customers and communities

C : To be responsible for all core business functions and their effect on the organization-s performance

D : To lead the organization through a shared vision and the values they model in all interactions

Answer: C

Question 4

How does the concept of civil law apply to the practice of HR?

Options :

A : Employers must identify ways to eliminate liability from all employment activities for the organization

B : Court decisions must be studied for possible application to employment situations.

C : It sets a general goal of complying with all laws where an organization operates.

D : Employers are compelled to document and follow legal practices related to employment.

Answer: D

Question 5

Which recommendation should HR provide to assist an organization that wants a benefit plan that manages increased costs without sacrificing employee morale?

Options :

A : Initiate several representative focus groups to determine preferences.

B : Request a third-party-administered survey of all employees.

C : Perform a benchmarking survey of comparable industry organizations.

D : Interview employees who have ten or more years' tenure.

Answer: A

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