Download SHRM LEARNING SYSTEM PRACTICE EXAM QUESTIONS & ANSWERS 100% CORRECT and more Exams Human Resource Management in PDF only on Docsity!
SHRM LEARNING SYSTEM PRACTICE EXAM
QUESTIONS & ANSWERS 100% CORRECT
1. As part of the strategic planning process, a manufacturing organization
outlines plans to expand its product line over a five-year period. To support the organization's strategic planning process, what type of plan should the training department use to present product knowledge training to customer service agents? Answers Strategic Internal Tactical Actionable ANS test
2. Which of the following is the primary goal of HR analytics in organizations?
Answers Track HR policies and procedures. Measure the impact of HR on organizational outcomes. Identify under performing functions. Improve human capital decisions. ANS test
3. Which is a measure of internal processes in the balanced scorecard
framework? Answers
Utilization of capital Operational effectiveness Profit and loss Employee capabilities ANS test
4. What is most useful for attracting high-fit managerial or executive candi-
dates when using e-recruiting? Answers A simple, universal interface that allows the candidate to see all listings at once without filters Information about the company culture, including a realistic job preview The top salary and benefits package for each position Statistical information about the proportion of candidates who are success- ful on the job ANS test
5. Which is an effective method for preventing salary compression?
Answers Limit salary increases for employees at the top of salary ranges. Develop annual budgets and policies that limit annual salary increases. Develop large recruiting pools. Encourage promotions from within the company. ANS test
Usability ANS
9. When might a company prefer to use alternative dispute resolution as a
means to address employee relations issues? Answers When the company has not established a budget line item for attorney fees When there is no union contract with a mutually agreed upon grievance procedure When the company wishes to resolve issues in a less contentious way than is typical of addressing complaints through the legal system When the company has too few employees to be covered by employment discrimination laws ANS
10. The HR director notices a trend of companies partnering with a
not-for-profit organization. Which type of risk could the company avoid by aligning with the charity? Answers
Legal Financial Operational Strategic ANS
11. How might differing viewpoints, resulting from workplace diversity, im-
pact group and organizational decision making? Answers By leading to faster decisions By increasing conflict, but leading to higher quality decisions By decreasing the likelihood of participants accepting the group's decision By leading to participants being dissatisfied with the decision-making process ANS
12. What is a characteristic of a low-context culture?
Answers Words are few and there are long pauses. Time is flexible. Others are blamed for failure. The end product is the most important. ANS
13. Which metric would be most useful for measuring the success of a change
management program for an HR management system implementa- tion? Answers Training completion Engagement score
Contingent Engaged ANS
16. Which characteristic of the Health Insurance Portability and Accountabil-
ity Act of 1996 should an HR manager focus on if given a limited amount of time to discuss how it impacts employees? Answers Requires certificates of creditable coverage upon request at a cost of $10 or less. Preserves states' rights to regulate health insurance and set state-specific protections. Prevents indexed premiums based on health-status related factors. Limits exclusions for pre-existing medical conditions in health insurance coverage. ANS
17. What conflict management technique is the most appropriate when main-
taining a good long-term relationship is very important? Answers Compromising Avoiding Accommodating Collaborating ANS
18. Which is a common unintended consequence of implementing an em-
ployee self-service portal?
Answers Increased HR operational costs Decreased employee satisfaction Decreased time spent on strategic issues Increased complexity of IT systems ANS
19. What factor would be considered an HR organizational strength in a
strengths, weaknesses, opportunities and threats analysis? Answers Market position Global expansion Intellectual capital Technological advances ANS
20. Which represents areas of focus in a bureaucratic organizational culture?
Answers Internal focus and support of a methodical approach to doing business by reinforcing the values of tradition
Answers Develop HR service teams that can provide seamless support and deliver integrated services to various business functions. Outsource most of the HR activities to a specialized vendor or develop an in-house shared services team to provide support. Establish a corporate HR strategy team that guides the HR Business Part- ners on which aspect of HR needs to be done at the business function level. Use corporate centers of excellence to complement the use of decentralized generalists by giving them a source of expert help. ANS
24. Which principle of international labor is a global organization following
by eliminating child labor in its worldwide factories? Answers Core labor standards International framework agreement Decent work agenda Forced labor convention ANS
25. An organization with a horizontal integration growth strategy is pursuing
global acquisitions. For which training topic should HR develop programs to support this effort? Answers Communication skills Creativity and innovation Shared culture Management development ANS
26. At which step in the development of an organization's corporate social
responsibility (CSR) program is HR representation most critical? Answers Establishing the mission, vision, and values Developing the CSR strategy Responding to reports of violations of corporate standards of conduct Conducting orientation and training ANS
27. Which is the best example of noise during the communication process?
Answers Attempting to understand the technical jargon contained in a colleague's memo Failing to carefully read an important message due to a high volume of emails Communicating gaps in benefits knowledge to an associate Using video conferencing instead of a conference call when meeting with a client
30. Which is an example of an intangible reward provided as part of a total
rewards compensation philosophy? Answers Paid time off Workplace autonomy Employee training Equity award ANS
31. According to the balanced scorecard approach, which key performance
indicator falls under the internal business processes area? Answers Mystery shopper score of 80% for the branch ISO 9001 certification by year-end Appropriate certification of all the staff in wealth management by midyear Increase in profit of 10% by year-end ANS
32. Which HR action most positively impacts a company's reputation on the
Internet? Answers Training employees on social media use so they do not harm the company Setting guidelines for employees' use of social media Updating top management about legal decisions regarding employee use of social media sites Establishing a company social media presence with online networking ser- vices and training employees to increase brand presence
ANS
33. An HR manager finalizes a report for an employee opinion survey for a
midsize manufacturing company and presents the findings to the leadership of the organization. The company is in the growth phase of the organiza- tional life cycle and is eager to hear from its employees. There were many valuable insights from the data, and the leadership team is very interested in understanding the results. In particular, the leaders want to understand the various levels of employee engagement across their organization. As part of the presentation, the HR manager shares a few example comments from one of the open-ended questions, which asked about employees' perceptions of a recent merger that occurred in the company. The items shared by the HR manager include both positive and negative comments about the merger. One of the members of the leadership team asks if the HR manager could identify the department that provided one of the critical comments. The HR manager questions the intent in knowing this information and receives an adequate response ANS leadership wants to devote additional resources to
tional life cycle and is eager to hear from its employees. There were many valuable insights from the data, and the leadership team is very interested in understanding the results. In particular, the leaders want to understand the various levels of employee engagement across their organization. As part of the presentation, the HR manager shares a few example comments from one of the open-ended questions, which asked about employees' perceptions of a recent merger that occurred in the company. The items shared by the HR manager include both positive and negative comments about the merger. One of the members of the leadership team asks if the HR manager could identify the department that provided one of the critical comments. The HR manager questions the intent in knowing this information and receives an adequate response ANS leadership wants to devote additional resources to alleviate the situation within that department. The HR manager is capable of identifying which department the comment came from but has never been
asked for this type of information in the past. Further, the confidentiality statement issued to the employees is vague and only states that individual responses would not be shared. Upon reviewing the data, the HR manager notices that the department from which the comment originated only con- sists of four employees. One of the leaders questions the purpose of administering an employee opinion survey. What response should the HR manager provide? Answers Research has shown that providing employees the opportunity to share their opinions can increase organizational performance. The survey may also help identify areas for improvement and give the HR team data to guide decisions. Research has indicated a direct link between employee attitudes and their performance on the job, their likelihood to turnover, and even customer satisfaction. Therefore, gaining insight on employees' opinions can improve processes to increase organizational performance. Employee opinion surveys are a great way to identify certain areas of the company that are underperforming and develop strategies to implement an effective reduction in the workforce. The results from the survey can identify areas where the company is doing well to continue to focus on the positive aspects brought to light by the employees. ANS
35. An HR manager finalizes a report for an employee opinion survey for a
midsize manufacturing company and presents the findings to the leadership of the organization. The company is in the growth phase of the organiza- tional life cycle and is eager to hear from its employees. There were many
statement issued to the employees is vague and only states that individual responses would not be shared. Upon reviewing the data, the HR manager notices that the department from which the comment originated only con- sists of four employees. How should the HR manager respond to the leader's request to identify the department from which the comment came? Answers Tell the leader that, to protect the anonymity of respondents in small depart- ments, their answers are grouped together with other small teams. Consult with the CEO to explain that, although the HR team wants to provide information so positive changes can be made, it also must maintain the confidentiality of the survey respondents, and then ask for guidance on how to proceed. Decline to provide the information and explain that identifying the depart- ment may impact the anonymity of the respondent, which could adversely impact employee morale as well as the participation rate and value of future surveys. Inform the leader that it is not possible and remove any comments from employees in departments with five or fewer employees. ANS
36. An insurance company determines that it will have to undergo a reduction
in force, eliminating the jobs of 10 employees (5% of its small workforce). The HR director leads all of the preparation, including a business case, an impact analysis, paperwork, and arrangements with the IT department. It is determined that the day the affected employees are notified will be their final day of work. The HR director will accompany all managers when they deliver
the news to their affected employees. The HR director works with the managers to prepare them and to develop their message. The company has experienced similar job eliminations in the past. However, in this case, two of the managers have had a hard time accepting the business need for the downsizing. Although they helped gather the data to determine which jobs could be eliminated, they feel they are being required to comply with a mandate they do not agree with because it was upper management who originally identified the need to downsize. The two managers have strong emotional connections to their employees. In terms of communicating with the employees who will retain their jobs, what should the HR director plan to do after the downsizing has been implemented? Answers Ask all managers to meet with their departments to give a brief explanation,
