Question 1

In which of the following situations involving an employee investigation is HR demonstrating its value to the organization?

Options :

A :

Advising the organization not to discipline an employee for refusing to work under unsafe conditions

B : Inviting the union representative to be part of the disciplinary decision for a union member

C : Reinstating an employee who was terminated for theft because he had previously made an EEOC complaint

D : Translating the employee handbook into the local employees' language

Answer: A

Question 2

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?

Options :

A : Download sample policies and tailor them to the company-s culture/needs; comply with laws and get the owners' input.

B : Download sample policies; review them in detail with the CEO and staff and then implement them.

C : Contact a former employer to obtain a copy of their policies; distribute to the staff for comments.

D : Contact a former employer to obtain a copy of their policies; discuss and finalize content with staff.

Answer: A

Question 3

Diversity and inclusion efforts in an organization appear to lack the full support of several executive managers. Which step might HR take?

Options :

A : Engage women and minorities to lobby for diversity and inclusion.

B : Persuade managers individually about diversity and inclusion.

C : Make a business case for diversity and inclusion.

D : Make a legal case for diversity and inclusion.

Answer: C

Question 4

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

Question 5

Which demand forecasting methodology best supports a workforce management strategy regardless of industry?

Options :

A : Managerial judgment

B : Ratio-trend

C : Technological forecast

D : Work study

Answer: A

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