Question 1

The sales department of a company is in the midst of reorganization. An important factor in the decision to reorganize was the president's concern over lagging sales and missed targets for the past two years and a desire to restructure the compensation plan for this group. Once the reorganization was announced, the director of the sales group resigned. This gave the company the opportunity to restructure the leadership of this area, resulting in a new vice president (VP) of sales being hired, replacing the former one.As part of the new VP's onboarding, the HR director updates the VP on the sales reorganizing activities to date and on employee performance in the area. He also shares the proposed structural changes and indicates that the former VP sales leader may have shared these plans prematurely with the sales staff. The plans include possible staff reductions and ending unprofitable customer relationships.What actions should the HR director take to demonstrate an understanding of the priorities of both the sales function and the organization?

Options :

A : Wait to see what the VP of sales wants to do to solve the issues and then agree to her approach.

B : Encourage the VP of sales to implement her ideas without any HR involvement.

C : Listen to the VP-s needs and thoughts, and then offer ideas to create the appropriate sales structure.

D : Listen to the VP-s needs and thoughts, and then immediately implement those suggestions.

Answer: C

Question 2

A U.S. engineering firm has recently merged with an international company. With the change in leadership, management is worried that employees will begin leaving the organization. As HR prepares managers for their new international roles, what should HR recommend management focus on to have the greatest impact on employee retention?

Options :

A : Customer-employee relationships by hosting a customer appreciation day

B : Manager-employee relationships by working with each employee to understand his or her role

C : Government-employee relationships by hosting a conference with international employment expertise

D : Employee-employee relationships through off-site team-building events

Answer: B

Question 3

A vice president of HR recently completed a SWOT assessment for the organization's CEO. A major part of her conclusions is that employee morale is at a crisis point. The last employee engagement survey was conducted four years ago, with negative feedback in all areas, particularly about trust and respect for supervisors and management.Employees did give high marks to the company's senior management, especially the CEO, who employees feel is an inspiring, visionary leader who sincerely cares about them. The vice president decides that the best way to improve morale and employee relations throughout the company is to administer a new employee engagement survey and use the previous results as a baseline for data comparisons to assess changes. The CEO supports the action plan.The vice president is presenting the new employee engagement survey at the leadership team meeting. Within three minutes of beginning the presentation, the chief information officer (CIO) interrupts and says, "I wasn't even here four years ago. Why do we care about the old results now?" How should the vice president respond?

Options :

A : Ask how many other department heads were not with the company at the time of the last survey.

B : Recognize the CIO-s feedback as valid and provide the percentage of people who were not with the organization four years ago. Indicate that because it is the same company, the data of four years ago is a valid baseline for comparison.

C : Collect all the results from the old survey, thank the CIO for the comment, and state that given the age of the prior results there is no point in using that data now.

D : Respectfully thank the CIO for the observation, and express that this has already been considered by the HR department in developing the survey rollout plans, which will not change.

Answer: B

Question 4

What valuable guidance in the area of diversity and inclusions can HR provide?

Options :

A : Considering both visible and invisible diversity traits will create the most benefits.

B : Focusing efforts on specific identity groups will yield the best outcomes.

C : Limiting efforts is sometimes appropriate to prevent employee backlash.

D : Supporting employee-inspired initiatives is often sufficient to achieve outcomes.

Answer: A

Question 5

How should an HR director create a workforce plan to manage headcount?

Options :

A : Facilitate the information-gathering process to determine talent inventory.

B : Identify talent gaps as a result of necessary skillset changes.

C : Modify the hiring plan based on attrition.

D : Determine the competencies needed for current open positions.

Answer: A

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