Free SHRM-SCP Mock Exam – Practice Online Confidently

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?

A large multinational corporation hosts a competitive student internship program every summer to identify future talent and recruit candidates for part-time employment during the school year. Each year five interns are selected from over 200 applicants. Interns come from diverse backgrounds, and many do not have experience in a corporate environment.An HR manager leads a team of three HR staff who are responsible for successfully implementing the internship program components, including onboarding and training in business etiquette, team building, and computer skills. Several weeks after the start of the internship, the HR manager receives an e-mail from a senior VP stating that an intern has sent an inappropriate e-mail to the entire executive team. A few days later, the intern's supervisor notifies the HR manager that the intern appears unkempt and has been wearing the same clothing for several days in a row. In addition, the supervisor states that a written complaint was submitted by a group of employees alleging that the intern uses unprofessional language in common areas of the workplace. The HR manager sends the intern an e-mail requesting a meeting.During the meeting with the intern, the HR manager learns that the intern has limited exposure to corporate settings and is having difficulty balancing work and social commitments. What should the HR manager do?

Obtaining full executive-level commitment is critical to any comprehensive diversity and inclusion initiative. Which information should be included in a business case to gain that commitment?

A 50-year-old family-owned restaurant has a good business model. Repeat customers are greeted by name, and their preferences are remembered. The owner visits each table to engage in conversation. Food quality is high, merging home cooking with new cuisine. The environment is elegant, welcoming, and unrushed, and the restaurant is known for its celebrity customers. Visitors to town make advance reservations.Business decisions are typically made in family meetings. In the next six months, the owners plan to open a new location, but they worry about maintaining the same quality of personal service and name brand at the restaurant locations. The owners have relied on immediate family, relatives, and close friends to primarily staff the restaurant, since outsiders without a family connection tend to quickly leave the business. Long-time employees take advantage of time off, yet the owners are reluctant to use discipline for fear it will anger the family. The owners' children have expressed concern about continuing in the business, receiving educational degrees in marketing and management with anticipation of launching their new careers.Realizing that they must bring on additional staff for the new location, the owners hire an HR representative with large restaurant chain recruiting experience. In addition to identifying a renowned chef to hire who currently lives in another country, the owners want to establish a bonus program. They also want to implement policies and procedures to avoid attendance issues in the future.What steps should the HR representative take to support implementing an attendance policy that meets the owners' business strategy?

A 50-year-old family-owned restaurant has a good business model. Repeat customers are greeted by name, and their preferences are remembered. The owner visits each table to engage in conversation. Food quality is high, merging home cooking with new cuisine. The environment is elegant, welcoming, and unrushed, and the restaurant is known for its celebrity customers. Visitors to town make advance reservations.Business decisions are typically made in family meetings. In the next six months, the owners plan to open a new location, but they worry about maintaining the same quality of personal service and name brand at the restaurant locations. The owners have relied on immediate family, relatives, and close friends to primarily staff the restaurant, since outsiders without a family connection tend to quickly leave the business. Long-time employees take advantage of time off, yet the owners are reluctant to use discipline for fear it will anger the family. The owners' children have expressed concern about continuing in the business, receiving educational degrees in marketing and management with anticipation of launching their new careers.Realizing that they must bring on additional staff for the new location, the owners hire an HR representative with large restaurant chain recruiting experience. In addition to identifying a renowned chef to hire who currently lives in another country, the owners want to establish a bonus program. They also want to implement policies and procedures to avoid attendance issues in the future.Identifying candidates who are positioned for success within a family business environment is critical. Which should be the HR representative's key consideration in creating an external candidate applicant pool?