Question 1

How does replacement planning differ from succession planning?

Options :

A : Replacement planning ensures the continuity of business operations; succession planning provides deep bench strength throughout the organization.

B : Replacement planning is based on an ever-evolving organization; succession planning is focused on short-term organizational needs.

C : Replacement planning focuses primarily on lower-level positions; succession planning focuses on mission-critical positions and senior-level leaders only.

D : Replacement planning is a systematic approach carried out across all lines of business; succession planning is more important to organizational continuity.

Answer: A

Question 2

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

Question 3

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 4

A newly hired HR director of a small nonprofit organization notices that the organization is lacking a comprehensive compensation philosophy and salary rate structure. New hires routinely receive higher pay than more-senior employees. The organization does not have a performance management process, and not all employees receive yearly salary increases. The CEO is concerned that the organization will lose quality staff without a strategic focus on its employees, and she tasks the HR director with designing and implementing a performance management model for the organization.The CEO decides to implement 360-degree performance assessments for the upcoming year. What should the HR director do to ensure buy-in for this effort?

Options :

A : Arrange training sessions for managers and employees.

B : Host an organization-wide meeting for employees to ask questions about the assessments.

C : Conduct simulations where managers and employees practice giving and receiving feedback.

D : E-mail the performance assessment criteria to all employees so they understand how they will be evaluated

Answer: A

Question 5

An organization has moved to larger facilities and doubled its workforce. However, it still experiences problems with back orders, which results in customer dissatisfaction. What phase of the organization/product life cycle is the organization probably in?

Options :

A : Introduction

B : Decline

C : Growth

D : Maturity

Answer: C

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