QUERY

Question 1

1. According to the Hersey-Blanchard theory, what is generally the most suitable situational leadership approach for entry-level employees?

A) Participating
B) Telling
C) Selling
D) Delegating

Answer 1

1. Correct Answer: B

Question 2

2. In the contingency theory of leadership, which factors make a situation more favorable (i.e., more likely to produce positive outcomes)?

A) Positive task conflict, group creativity, “invisible” leader
B) Ambitious goals, clear direction from leader, emergent leader
C) Leader-member relations, clarity in tasks and roles, empowered leader
D) Agile team members, collaborative processes, individual accountability

Answer 2

2. Correct Answer: C

Question 3

3. Given cost constraints, most of the SLT is inclined to train existing staff to fill the gap in mobile sales. The HR leader has done research on this topic, has benchmarked best practices, and is convinced that bringing in the right external talent would accelerate the development of this business competency. Which is the best first step for the HR leader to take in strategically aligning resources and capability for the mobile sales function?

A) A. Ignore the SLT’s inclination since research shows that hiring external candidates is better for the company.
B) B. Support what the majority seems inclined to do and post the mobile sales positions only internally.
C) C. Share the research and provide the data necessary to influence the SLT’s view on considering external hires.
D) D. Ramp up the training department, as this approach is going to put a lot of pressure on them

Answer 3

3. Correct Answer: C

Question 4

4. An HR manager leads a team charged with revising job descriptions. Each meeting ends in disagreements. No progress is being made toward the looming deadline. What type of power should the HR manager use in this situation?

A) Collaborative
B) Referent
C) Legitimate
D) Coercive

Answer 4

4. Correct Answer: C

Question 5

5. An HR manager has a highly experienced and high-performing staff who get along well with each other and with their internal clients. How would you advise this manager to approach the task of motivating this group?

A) Consider what drives each member to perform.
B) Provide group, rather than individual, bonuses.
C) Motivating will not be necessary. They are obviously self-motivated.
D) Provide the group with attainable but challenging assignments.

Answer 5

5. Correct Answer: A

Question 6

6. An HR manager is asked by a senior manager to select an employee who has been mentored by the senior manager for an open position. This employee was not the manager’s first choice for the job. What would be the most useful question for the manager to ask in sorting out the ethical implications of this situation?

A) What will my peers think of me when I change my mind?
B) Is this action fair to everyone involved?
C) Am I sure of my original assessments of the candidates’ qualifications?
D) Is this an ethical or a political question?

Answer 6

6. Correct Answer: B

Question 7

7. Why should an organization document monitoring of the enforcement of its code of conduct?

A) Lack of monitoring or inconsistent monitoring can have legal implications.
B) This will support aligning the requirements of the code with the organization’s stated values.
C) Ethical leadership requires fair administration of corrective discipline.
D) Employees will not follow the code without occasional examples of discipline for infractions.

Answer 7

7. Correct Answer: A

Question 8

8. The president of a company instructs the HR director to quickly hire a new executive assistant for the organization. The president informs the HR director that she has a preferred candidate for the role. According to the president, the candidate has worked for the company before, so there is no concern regarding skills or abilities. However, the candidate will be relocating from another region of the country. The president discloses to the HR director that there is discussion with the board of directors that she will retire from the organization as part of the pending organizational restructuring. The revised hierarchy does not include a place for the new executive assistant, and the offer will not include relocation assistance or a severance package. The HR director wants to provide the potential candidate with this necessary information during the interview so the candidate can make an informed decision whether to accept the offer. The HR director is concerned that there is potential risk for not following the organizational staffing and selection policy and the absence of transparency. The president is adamant about maintaining the confidentiality of the retirement/restructuring. The HR director reminds the president that moving forward without full disclosure is not in line with the organization’s values and culture. What is the best course of action for the HR director to take?

A) A. Request to speak to the chairperson of the board of directors and share the concerns.
B) B. Send an anonymous e-mail to the candidate that provides a very clear warning about taking the job.
C) C. Initiate the regular job search protocol, but, during the phone screen, share with the candidate the organizational restructuring and the pending job elimination.
D) D. Counsel the president, focusing on the benefits of making decisions that reflect the organization’s mission and values while supporting the organizational culture.

Answer 8

D. Counsel the president, focusing on the benefits of making decisions that reflect the organization’s mission and values while supporting the organizational culture.

Question 9

9. Which behavioral strategy should the HR VP implement to positively influence the division president to model ethical behavior?

A) A. Call the CEO to participate in an immediate coaching session over the phone with the division president.
B) B. Discreetly inform the president about his choices and the consequences of his behavior.
C) C. Stay close to the division president to mitigate any risks, including drinking more alcohol.
D) D. Openly intervene between the division president and others as needed to reduce any embarrassing moments

Answer 9

9. Correct Answer: B

Question 10

10. According to the upstream/downstream strategic model, what HR activities are most likely to be placed at headquarters?

A) Workforce alignment
B) Compensation
C) Benefits
D) Labor relations

Answer 10

10. Correct Answer: A

Question 11

11. What action should HR take to approach global assignments from a strategic-systematic perspective?

A) Build a staffing plan adaptable to immediate and short-term staffing needs.
B) Disseminate information, technology, and values uniformly throughout the global organization.
C) Develop cross-cultural fluency in personnel designated for global assignments.
D) Reinforce national identity and organizational culture in decision making.

Answer 11

11. Correct Answer: B

Question 12

12. A pharmaceutical company has been struggling over the past year. The CEO announced his planned retirement at the beginning of the year, and the board of directors recently hired a replacement who is from the hospitality industry. Sales have been flat, and the board and stakeholders are looking for growth. They believe that the experience the new CEO brings will be successful in creating growth. In his second week with the company, the new CEO visits the chief human resources officer (CHRO) and advises her that he wants a particular training company to train all the sales staff. He has used this training company in the past and believes this will improve sales. He advises the CHRO to call them and tell them he referred her and to get on this quickly. He then leaves. The CHRO knows that this violates the company’s procurement policy of requiring three bids. She is also concerned that the training company may not be familiar with the legal regulations of pharmaceutical companies. In addition, the CHRO is not certain that a lack of training is really the solution to the problems the company has been experiencing. The CHRO learns that the competition has changed significantly over the past year, with much lower priced options on the market. The sales team has also shared with the CHRO that the vice president of sales refuses to compete on price. Which is the best course of action that the CHRO should take with the information received?

A) A. Discount the information until the training has been completed and then determine if the feedback is still valid and needs to be addressed.
B) B. Advise the salespeople to begin sending e-mails directly to the marketing department, with specific examples of business lost because of price.
C) C. Validate with the VP of sales why the feedback has not been acted on or brought to the senior leadership team meetings.
D) D. Notify the CEO that the likely source of the problem has been identified, and it does not appear to be training.

Answer 12

12. Correct Answer: C

Question 13

13. Based on HR user input, the HR manager has decided which system to support. What is the most transparent and collaborative approach the HR manager can use to present the decision to the committee?

A) A. Meet with the key decision makers on the committee privately to explain the rationale behind the decision.
B) B. Meet with some members of the committee and ask them to support the decision.
C) C. Present the decision during the next committee meeting.
D) D. Send a summary of HR user comments to the committee members before the next full meeting

Answer 13

13. Correct Answer: D

Question 14

14. It can be a struggle to contact team members whose e-mail boxes are overflowing. What might prevent an HR leader from fully adopting a new team chat application designed as an alternative to internal e-mails?

A) IT requires that all organization communications be documented and traceable.
B) The medium isn’t formal enough for certain communications.
C) Several members struggled during the training for the system.
D) The system could be misused and end up wasting people’s time.

Answer 14

14. Correct Answer: C

Question 15

15. How should the consultant’s manager respond to the CEO’s complaint about the consultant’s proficiency?

A) A. Respond that the organization hires highly trained professionals who are selected and hired based on high quality standards.
B) B. State that she understands the CEO’s frustration and the company will do everything to ensure that the customer’s needs are met.
C) C. Question the CEO closely on her issues, and summarize her understanding of the specifics of the complaint before taking action.
D) D. End the conversation quickly, advising that she will look into the issues further and speak with the consultant before taking action.

Answer 15

15. Correct Answer: C

Question 16

16. A new vice president of HR wants to establish a culture in HR that encourages upward communication to HR leadership. After a recent staff meeting, the vice president invites several managers to discuss their observations of the meeting. What additional step would be helpful in creating the desired communication culture?

A) Send an e-mail to HR members who were not included in the feedback session.
B) Make the feedback session a permanent feature of staff meetings.
C) Follow up with the managers so that they can see the impact of their comments.
D) Deal with the managers’ criticisms of the meeting promptly and clearly.

Answer 16

16. Correct Answer: C

Question 17

17. A company in a high power distance culture is expanding into another country with low power distance. Which recommendation should the vice president of HR provide senior management regarding employees?

A) Expect to be asked more questions about management decisions.
B) Provide employees with clear and specific guidance.
C) Decrease the frequency of workforce communication.
D) Display titles of those in authority.

Answer 17

17. Correct Answer: A

Question 18

18. Although its latest venture isn’t a company’s first entry into global operations, it is its first experience with a country whose laws are derived from religious traditions. HR must create policies and practices that comply with this legal system. Which is the best way to approach this task?

A) Apply standardized global policies and practices to avoid allegations of favoritism.
B) Send the HR manager to training on religious beliefs and codes.
C) Hire expert legal advice on the laws in that particular country.
D) Hire an HR manager from the country to oversee policy development.

Answer 18

18. Correct Answer: C

Question 19

19. Which world legal system is based primarily on legal precedent?

A) Civil law
B) Criminal law
C) Common law
D) Religious law

Answer 19

19. Correct Answer: C

Question 20

20. Porter’s “Five Forces” framework was designed to identify industries that were more likely to be profitable and provide a return on investment. Which of the five factors is influenced by the other four?

A) Bargaining power of buyers
B) Threat of entry
C) Threat of substitution
D) Rivalry among competitors

Answer 20

D) Rivalry among competitors

Question 21

21. Once key performance indicators (KPIs) have been determined and performance has been measured, what HRIS tool is best for presenting the information?

A) Dashboard indicators
B) Theory of constraints
C) Flowchart
D) Gantt chart

Answer 21

21. Correct Answer: A

Question 22

22. What actions should the HR manager take to influence the production manager to support a more comprehensive organizational effectiveness and development (OED) intervention?

A) A. Conduct an ROI analysis of the projected impact of the incentive plan on productivity and send it to the production manager for review.
B) B. Tell the production manager how other HR programs, such as training and team-building exercises, can be leveraged to increase productivity.
C) C. Send the production manager the latest journal article on how OED programs help to achieve organizational goals and objectives.
D) D. Develop a business case proposal for a comprehensive integrated solution that includes costs, benefits, risks, anticipated timeline, and projected ROI.

Answer 22

22. Correct Answer: D

Question 23

23. After reviewing current practices, HR conducts a focus group of employees who are forced to work frequent overtime. The information leads to the implementation of changes in work practices. What is the best next step for HR?

A) Developing training for key stakeholders
B) Pilot testing the initiative before implementation
C) Evaluating the results of the initiative
D) Surveying employees

Answer 23

23. Correct Answer: C

Question 24

24. The HR director has never coordinated relocation before and is unfamiliar with the options provided by vendors. Which approach should the HR director take to most effectively select a relocation vendor?

A) A. Ask other members of the HR department which vendors they have worked with previously.
B) B. Meet with leadership to develop a list of priorities to consider when choosing a relocation vendor.
C) C. Establish a committee of affected employees to assist in identifying a relocation vendor.
D) D. Choose the least expensive relocation vendor with the most favorable online reviews.

Answer 24

24. Correct Answer: B

Question 25

25. If HR wants to minimize resistance to change among the employee population when implementing a new health insurance plan, which is a critical first step in the process?

A) Involve employees in plan review and selection early in the evaluation process.
B) Isolate senior decision makers from the decision and any resulting animosity.
C) Delegate presentation of plan details to an insurance company representative.
D) Choose the most popular and well-known insurance company in the market.

Answer 25

25. Correct Answer: A

Question 26

26. What action would best communicate to HR staff the importance HR leadership assigns to evidence-based decision making?

A) Staff are assigned to research demographic data and report on its significance at meetings.
B) Speakers from stakeholder groups and the community are invited in to present to the entire HR staff.
C) The head of HR provides subscriptions to major business and organizational performance journals.
D) Staff members are required to take at least one class on statistical principles every three years.

Answer 26

26. Correct Answer: A

Question 27

27. A vice president and the HR director observe an employee focus group facilitated by HR staff. Both take notes, but their perceptions of employees’ priorities and the strength of employee feelings on certain topics differ enough that both are reluctant to act on the group responses. What would be the best solution that the HR director could propose?

A) Assemble another focus group, keeping conditions the same, and see if the disagreement persists.
B) Set aside areas of disagreement and focus on areas where the vice president and the director heard the same messages.
C) Ask focus group participants to complete an anonymous survey that calls for numerical responses to specific questions.
D) Rerun the focus group with an outside facilitator and a different group of employees.

Answer 27

27. Correct Answer: C

Question 28

28. As part of a larger project on pay structure, an HR head directs a team to update job descriptions by observing and interviewing employees. The manager in charge of finalizing the job descriptions reports that he cannot finalize the descriptions because the data for any one individual position varies so much. What is the likely problem?

A) The sample size chosen for observation was not large enough.
B) Employees were not performing in the usual manner because they were being observed.
C) The period of time allocated for observation was not long enough.
D) Results are not reliable, because data was gathered in an inconsistent manner

Answer 28

28. Correct Answer: D

Question 29

29. Three days after the beginning of a cruise, a stomach virus breaks out, and 20% of the crew is unable to perform their duties. The cruise line doctor says symptoms will last between 36 and 48 hours. Which action should the HR director take first to ensure that guest satisfaction remains high?

A) A. Meet with all staff to review quality standards and ask them to re-commit to customer service excellence.
B) B. Ask the chief safety officer to hold an all-hands staff briefing on procedures for minimizing virus transmission.
C) C. Scale back on some of the guest activities so that the remaining activities are adequately staffed. D) D. Research local entertainment options that could be brought aboard the ship to keep guests distracted.

Answer 29

29. Correct Answer: B

Question 30

30. Which action should the HR director take regarding pay equity in the company?
    A) A. Based on the scores from past performance evaluations, retroactively give hourly employees up to a 5% increase.
    B) B. Give all hourly employees a 5% increase to make up for the years they haven’t had an increase.
    C) C. Wait until the next pay increase cycle and remind the managers to provide increases to all employees.
    D) D. Analyze internal and external data and compare it to current pay and recommend any changes to the leadership team.

Answer 30

30. Correct Answer: D