PHRi Mock Exam Three 1

Why should you seek expert legal advice for specific legal disciplines and the laws of specific countries?

An organization seeking an applicant tracking system with a well-developed report library and a robust custom report writer would likely select which of the following?

A benefits needs assessment includes all of the following activities EXCEPT

What form is best used to authorize creating a new position that is not currently filled by an employee?

Why do organizations incorporate command centers as part of their security programs?

A behaviorally anchored rating scale (BARS) evaluation method is MOST appropriate in situations where

Which level of Kirkpatrick’s four levels of training evaluation assesses how the program affected the organizational goals?

One traditional measure of recruiting costs is

In order to create a positive workplace culture, HR should do all of the following EXCEPT

Which of the following methods is NOT ONLY used as an internal recruiting method?

What type of individual is imaginative and good at coming up with ideas and seeing things from different perspectives?

Which of the following approaches is about eliminating waste, taking time out of processes and creating better flow?

Which pay system is best suited to routine jobs where worker qualifications increase over time?

An individual development plan (IDP) should focus on the

Which of the following statements about an employment relationship is true?

When maintaining files, what can HR use to help protect applicants and employees from discrimination, identity theft, breach of privacy and any other legal violation?

Which of the following barriers to effective communication occurs because of the actions of the sender?

Which of the following is NOT an example of a work/life program that an organization may offer?

Which one of today’s HR roles focuses on dealing with compliance issues and record keeping?

The purpose of a benefits needs assessment is to decide on a benefits package that will provide all of the following results EXCEPT

Which of the following statements about effective recruiting is NOT true?

Participants in a training program are rating a facilitator’s skills. They rate the facilitator’s skills as excellent, fair or poor in 20 categories. The trainer receives the same rating in 12 out of 20 categories. What is the percentage of agreement?

A fair and just discipline process is composed of which elements?

When an organization undergoes supply analysis, demand analysis, gap analysis, and solution analysis, they are involved in which type of activity?

What is the first step in the formal training of new employees?

Which method for collecting employee feedback is the most efficient when gathering information on the general work environment, job conditions and employment practices?

What is the difference between career planning and career management?

In which stage of Jellison’s J Curve of Change are employees openly opposed to the change and are expressing their desire to return to the old ways?

When should you begin planning for repatriation?

The Agreement on Trade-Related Aspects of Intellectual Property Right (TRIPS) covers all of the following issues EXCEPT

An auto repair chain that uses manual procedures for checking cars in and out has been receiving numerous complaints about delays. The CEO attributes the problem to employee laziness and wants the employees to perform their procedures faster rather than installing equipment to modify the process. Which motivational theory is inherent in the CEO’s leadership style?

Which of the following corresponds with the two central considerations associated with strategic and employee change management initiatives?

Which of the following is an effective guideline for using social networking sites for recruiting?

Which methods use a scaling system to show how much more valuable one job is than another?

What is the purpose of a demand analysis?

Which of the following is helpful for strategic guidance when developing the job summary section of a job description?

What is the purpose of employee suggestion systems?

One of the MAIN reasons to conduct a needs analysis is to

In which basic group of major legal systems are laws established by court decisions and legal precedence?

What happens during the job analysis phase of the compensation system design process?

A risk management strategy describes which of the following?

Which of the following does NOT reflect a yield ratio in recruitment?

Which of the following statements about Maslow’s motivational theory is TRUE?

Which performance appraisal error occurs when an employee is extremely competent in one area and is therefore rated highly in all categories?

Which of the following technology-based applications is a portal that provides access to third-party providers and acts as a centralized location for communicating information?

What term describes the process of positioning an organization as a desired employer in the labor market?

Which of the following provides a framework and vocabulary for describing the knowledge and skills necessary for success in the organization?

What is one reason why there has been an increase in the use of short-term international assignments?

When writing job descriptions, it is best to create job titles that are

Which of the following helps track the point at which most new employees tend to exit the organization?

Laws, regulations and organizational policies determine how to classify accidents. Which of the following can be classified as an unsafe act?

In job documentation, a written statement of the minimum qualifications for a position is known as which of the following?

What is meant by building a candidate pipeline?

Which of the following is NOT a role of organizational leaders who support career development?

In recruitment, building a candidate pipeline requires all of the following EXCEPT

Which of the following is NOT a benefit of using surveys and questionnaires in gathering data from employees?

Selection is the process of:

All of the following are examples of termination for cause EXCEPT

What is the purpose of employee suggestion systems?

Why should you seek expert legal advice for specific legal disciplines and the laws of specific countries?

Which performance appraisal error occurs when an employee is extremely competent in one area and is therefore rated highly in all categories?

A Benefits Needs Assessment includes all of the following activities EXCEPT:

What term is used for an agreement between the organization and an employee that explains the employment relationship?

Which of the following seating arrangements is NOT suitable for group interaction in a training session?

The Agreement on Trade-Related Aspects of Intellectual Property Right (TRIPS) covers all of the following issues EXCEPT:

The purpose of a benefits needs assessment is to decide on a benefits package that will provide all of the following results EXCEPT

Which of the following statements about an employment relationship is true?

Which of the following is a key organizational trait needed to define staffing plans?

Which of the following describes an actively disengaged employee?

A good job description should include all of the following information EXCEPT

What is the purpose of a demand analysis?

Which of the following reduces the likelihood of workplace accidents?

An organization is about to raise employee contribution rates for certain health and welfare plans. Which is the most effective method for HR to communicate what the total cost of benefits is and how much the employer continues to contribute on the employees’ behalf?

Which methods use a scaling system to show how much more valuable one job is than another?

A company has a contest in which the work unit with the lowest accident rate each month is awarded a pizza lunch and two hours off with pay. This is an example of

When maintaining files, what can HR use to help protect applicants and employees from discrimination, identity theft, breach of privacy and any other legal violation?

In recruitment, building a candidate pipeline requires all of the following EXCEPT

In order to create a positive workplace culture, HR should do all of the following EXCEPT:

What expresses an organization’s essential purpose and value?

Which of the following authorizes paid employment in a host country?

Laws, regulations and organizational policies determine how to classify accidents. Which of the following can be classified as an unsafe act?

Which of the following statements about effective recruiting is NOT true?

For a proper job analysis, HR performs all of the following tasks EXCEPT:

Which of the following terms has the same general meaning as “international assignee”?

Which of the following is helpful for strategic guidance when developing the job summary section of a job description?

One of the MAIN reasons to conduct a needs analysis is to

Which of the following is an effective guideline for using social networking sites for recruiting?

Which of the following approaches is about eliminating waste, taking time out of processes and creating better flow?

Which method for collecting employee feedback is the most efficient when gathering information on the general work environment, job conditions and employment practices?

Which one of today’s HR roles focuses on dealing with compliance issues and record keeping?

What type of individual is imaginative and good at coming up with ideas and seeing things from different perspectives?

What is meant by building a candidate pipeline?

A survey of internal and external environments that identifies the internal strengths and weaknesses and external potential opportunities and threats to a proposed strategy is known as

The PRIMARY purpose of an employee wellness program is to

Which leadership theory suggests that leadership style should be matched to the maturity of the employees?

What term describes the process of positioning an organization as a desired employer in the labor market?

When writing job descriptions, it is best to create job titles that are

Which level of Kirkpatrick’s four levels of training evaluation assesses how the program affected the organizational goals?

Which of the following does NOT reflect a yield ratio in recruitment?

Which of the following is NOT a benefit of using surveys and questionnaires in gathering data from employees?

Case Study: A New Compensation and Benefits Plan: The case study provides you with an opportunity to apply your HR problem-solving skills in a real-world environment. It presents you with a variety of situations related to human resources. Each situation is accompanied by a series of case study questions. Begin the case study by reading the background information, which provides an overview of the organization and its key employees. After you have read the background information, review the situations in order and answer the multiple-choice questions. Note: There is only one correct answer for each question. Organizational Profile: Real-time Remit is a technology startup company founded two years ago in Bangalore, India. Real-time Remit develops payment-processing software for online commerce transactions. The organization’s core product is the first, and currently only, software that can apply 24/7 real-time currency conversions for online international transactions. After one and a half years of R&D and marketing efforts, Real-time Remit secured their first major contract with one of India’s largest and most reputable banks. This contract has led to several new business inquiries, including two potential clients that reside outside of India. Real-time Remit now has a greater sense of stability, including a steady revenue source. As a result, the organization is ready to move into a major growth phase, which will include tripling the workforce within the next six months. Real-time has never had a Head of HR. Each functional unit in the 30-person startup performed its own HR-related administration ad hoc. However, with the new contracts and pending service demands, the management team realizes there is an urgent need for an HR expert. They hire 30-year-old Mamta Kumar to become the company’s first HR Director. Mamta will graduate in three years with an MBA in HR. Previously she worked for one of India’s largest and best-known technology companies as an HR Manager. Real-time selected Mamta because of her business education, her IT experience and her prior specialization in compensation and benefits. During their pending expansion, Real-time Remit has two HR needs that are even more important than recruiting new staff: Standardize the compensation system, and Introduce documented policies and procedures to create more structure and transparency. (This was one of the bank’s major concerns in partnering with Real-time Remit.). Situation 1: Mamta’s First Assignment: Mamta’s first assignment is to design a basic compensation system. This system must synchronize the organization’s pay systems across divisions and within the market. Mamta specialized in compensation and benefits during her previous employment, but she has never set up a new structure. Q1 Which of the following compensation system development processes should Mamta start with?

Which of the following is one of the most important motivational considerations when setting up a compensation system?

After senior management approves Mamta’s compensation system, what should she do before launching the new system?

A Pay-for-Performance System: Mamta has set up a basic compensation and benefits system. Now Real-time Remit wants her to propose a way to incorporate a pay-for-performance system. This will ensure that the best talent is being recognized and rewarded. Q1 Which of the following reward strategies best supports the creation of a pay-for-performance system?

Which of following should Mamta use as she tries to connect the internal compensation structure to the external compensation market?

What major challenge might Mamta face as she collects market compensation data?

A Revised Compensation Plan: A new social media company, Social Tablet, has set up its operations in the same business park as Real-time Remit. Social Tablet was started by three of Bangalore’s most capable technology experts, is extremely well funded and has received media attention around the world. Real-time Remit’s management asks Mamta to propose a revised compensation plan that still controls wages but helps ensure that the organization does not lose any of its key talent. Real-time cannot compete with Social Tablet’s high salaries or high profile. Real-time Remit’s management asks Mamta to explore all options related to total rewards. Q1 Which of the following nonmonetary benefits should Mamta propose to help retain key talent?

What should Mamta propose to Real-time Remit management as a key action in response to their request to revise the compensation plan?

Organizational Profile: Creative Solutions is a software company that operates in the United Kingdom. Recently Creative Solutions acquired SWR Technologies, a small software company in India, to delegate development of some parts of a new project. SWR Technologies had a proven record of success in the past but has developed no significant projects for the last two years. Creative Solutions acquired SWR hoping to revive their previous innovative approach. SWR Technologies has a very low turnover rate, around 1%. Q1 Which of the following words may describe employees at SWR Technologies?

Which of the following methods of collecting employee feedback will NOT help Creative Solutions identify the reasons for the current situation at SWR?

Aware of this issue because the employees did not share their feedback with the management. Which of the following is the MOST likely reason?

Reward and Recognition Program: Creative Solutions’ HR professionals decide to design a reward and recognition program to foster creativity at SWR Technologies. Q1  Which of the following is NOT an appropriate approach for fostering creativity?

Communication: A survey emphasized that SWR management was not aware of a communication problem with employees. Creative Solutions’ HR professionals would like to improve communication and encourage employees to provide feedback. Q1 Which of the following is NOT an effective way of encouraging employees to provide feedback?

What kind of communication flow is Creative Solutions trying to foster?

Organizational Profile: During the past several weeks there has been a major outbreak of the flu. Although the flu does not seriously injure people, many employees have been infected and are not reporting to work. Returning to good health and a normal life takes one to two weeks. The flu is the top story in the media. RetailWorld is a large retail organization for do-it-yourself (DIY) products, with many stores in the flu outbreak area. The HR department of RetailWorld is responsible for coordinating health-promoting initiatives. Key Team Members: Let’s meet the key members of RetailWorld who are involved in the organization’s health and safety issues: John Davis, HR Vice President. John is responsible for all of RetailWorld’s HR activities and has extensive experience in handling HR issues. Angela Miller, Head of Company Health and Safety: Angela is responsible for all health and safety activities. She reports directly to John Davis. Peter Smith, HR Business Partner for Company Health: Peter is responsible for all programs for promoting company health and has a strong background in health-promoting initiatives. He reports directly to Angela Miller. Situation 1: Communicating with Employees about the FluQuestion 1 of 3. John Davis decides to inform all of the organization’s employees about the flu outbreak, the current situation at RetailWorld, and what employees (and their families) can do to reduce their risk of getting the flu. Q1 John’s main objective is to keep employees fully informed and to avoid panic over the outbreak. What information should he emphasize in his communication?

In addition to promoting wellness, how does the organization benefit from reducing employees’ risks of getting the flu?

Why is it beneficial to also inform employees about what their families can do to avoid the flu?

A New Health Program: The flu outbreak is a new challenge for Peter, the HR Business Partner for Company Health. He is not an expert on hygienic information and the flu. Health programs at Retail World are focused more on labor safety at stores and offices than on dealing with the risk of infectious diseases. Peter needs to become informed about the topic quickly. He wants to promote a new program that tells employees how to reduce the risk of becoming infected with the flu. Q1 What is the best way for Peter to get information about a new health topic like the current flu?

The media is constantly reporting on the current flu epidemic. What major challenge does that create for Peter as he promotes his new health program?

When dealing with epidemics like the flu outbreak, which department in the organization must be involved in all considerations?

Ongoing Prevention: Three months after the major flu outbreak is over, the organization’s Board assigns John Davis to provide an organization-wide prevention handbook for all kinds of disasters, including flu outbreaks. Q1 The main objective of the prevention handbook should be to

Organizational Profile: WDS designs and develops financial transactions processing software. The organization markets and implements its products and services globally. WDS’s success is attributed to its emphasis on understanding client needs and customizing products and services to exceed client expectations. WDS is headquartered in London and has 35,000 employees in 40 countries. Headquarters staff serves as country managers in the larger subsidiaries in India, Brazil, China, Malaysia, Mexico and Philippines, where two-thirds of WDS’s employees are located. Local nationals serve as country managers for the other subsidiaries. WDS tries to balance its global integration (to ensure cost savings and consistency across the global operations) with its local responsiveness (to ensure client satisfaction and market retention and growth). The recent worldwide economic recession has placed significant cost pressures on WDS. The organization is implementing cost reduction strategies to maintain its profitability and market share. Travel costs are a major expenditure for WDS. Sales and marketing staff travel extensively to keep close to the customer and resolve issues promptly. Local country managers travel to headquarters for quarterly meetings. Headquarters staff travel frequently to the 40 locations to keep in touch with management and employees and to ensure objectives are being met. The corporate travel policy must be revised to address the cost concerns. Key Team Members: Let’s meet the key members of WDS who will be involved in the travel policy change: Alex Ryder, Chief Financial Officer: Alex is an experienced executive who has been with WDS for five years. He is known for his ability to find cost savings opportunities and leverage these savings to improve shareholder value. Alex evaluates expenditures by asking: How does this add to shareholder value? Bill Grumman, Senior Vice President, Sales and Marketing: Bill has been with WDS for more than 25 years. He is known for his client retention results and customer relation skills. Bill consistently increases revenues annually. He is an exceptional team builder and he receives strong scores in employee satisfaction surveys. Bill evaluates policy changes by asking: How does this increase client retention or improve our sales staff’s ability to increase revenues? Heather Archer, Vice President of Global Purchasing: Heather joined WDS less than a year ago and was hired to improve processes, leverage group purchasing, and reduce non-value added expenses. She already has implemented several highly effective changes in the purchasing policies and procedures – not all of which have been popular internally, but have resulted in significant cost savings. She is aggressively focused to deliver more. Vikram Gupta, Human Resources Director: Vikram has been with WDS for three years and is experienced in international human resources. His strengths are in change management and organizational development. He reports to the SVP Global Human Resources. SOLUTIONS – Situation 1: WDS assembles a project team of select representatives for the various constituents across WDS’ global operations. This team must develop an affordable global travel policy that meets the needs of the organization and its traveling employee population. WDS assembles a project team of select representatives for the various constituents across WDS’ global operations. This team must develop an affordable global travel policy that meets the needs of the organization and its traveling employee population. Which of the following is NOT a major responsibility of the project manager that WDS selects to lead the project team?

Alex, Bill, Heather and Vikram are all on the project team. The project manager is now selecting additional members for the team. Which of the following people does not need to be on the project team?

Which of the following considerations will help ensure project success?

What project management tool can help the project manager and team to schedule and organize tasks within the project?

Change Management: Changing the corporate travel policy in an organization is a very challenging undertaking. The change affects constituents differently due to their many competing and conflicting priorities. Change management techniques are essential to help constituents accept and embrace the changes. The senior management team is reviewing the draft of the travel policy and requesting revisions. Alex Ryder, Chief Financial Officer: Alex wants all airline and hotel frequent flyer miles deposited into a corporate pool account to be used to reduce future travel costs. Bill Grumman, Senior Vice President, Sales and Marketing: Bill is opposed to Alex’s idea. Bill argues that frequent flier miles are a small perquisite that helps employees deal with the challenges of travel, such as constantly being away from family. Heather Archer, Vice President of Global Purchasing: Heather agrees with Alex’s idea. She says that employees spend more than necessary in order to use their preferred airline or hotel and add extra days or extra stops to their travel plans to earn more rewards. Vikram Gupta, Human Resources Director: Vikram says that applying the policy consistently, with fewer exceptions across the organization, will result in cost savings. He believes employees should keep their earned rewards, as this is an inexpensive way to show appreciation; taking away the frequent flier miles will harm employee morale. Q1 According to Lewin’s change process theory, what is the first stage of organizational change

According to the J Curve of Change, how is employee performance likely to be impacted shortly after the travel policy change is announced?

Which of the following is NOT an effective way to promote early positive experiences with the changed travel policy?

Several months after the new travel policy is implemented and generally accepted, what should the primary focus of the project team be?

Organizational Profile: The Khalid Group is a family-owned conglomerate based in the Middle East. Ahmad Al Khalid originally founded the Group in Lebanon in 1972. Current operations extend to Jordan, Kuwait, Qatar, Bahrain, Saudi Arabia, Oman and the UAE. The Group obtained its first big business deal when it secured the exclusive rights to import and distribute a second-tier brand of automobiles from France. Since then the Group has diversified its portfolio by securing other exclusive licensing and franchise agreements with a global FMCG (fast moving consumer goods), two high-end European fashion houses, a large Asian-based electronics manufacturer and a US-based fast food group that operates six different established global brands. Each of these business units has a Divisional Head, and the Khalid Group now has over 3,500 employees. For the first 35 years of its history, the organization has relied upon securing exclusive territorial licensing agreements of select global brands. At the same time, the organization has set up and operated the business units that supply those products to the consumer. Due to recent globalization, competition has entered into the Group’s established markets. Four siblings of the second-generation Khalid family want to take the Group to the “next level.” However, different family members have different interpretations of what is meant by the next level. Ahmad Al Khalid, the Group’s founder and CEO, has talked openly about succession planning. Among the five key family members that make up the Group’s executive committee, the issue of succession planning always progresses into discussions about these questions: What kind of workforce and divisional leadership does the Group need for the future? How can they source and develop that workforce?. Key Team Members: Five family members comprise the Group’s Strategic Committee, in essence its board of directors. Many decisions are put to a vote. However, all members of the Strategic Committee understand that Ahmad always has a veto if he chooses to use it. Ahmad Al Khalid Founder, Chairman, CEO of Al Khalid Group: Currently, the Khalid Group does not have a dedicated person holding the role of Head of HR. Because all matters related to the functional areas of HR are overseen and controlled by Ahmad, along with his other duties he is the acting Head of HR. Mohammed Al Khalid CEO, Automotive Division Head. Education: High school degree and some professional courses. Maryam Al Khalid: Executive Assistant to the Chairman. Education: BA and MA (in History) from a US graduate school. Bassam Al Khalid: Manager Director, Fashion Division Head. Education: Higher diploma in Architecture. Ammar Al Khalid: Education: Recent MBA from London School of Economics Now returning to rejoin the Group; scheduled to take over the Fast Food Division. SOLUTIONS – Situation 1: Hiring and Promotion: Mohammed and Bassam want to pursue the status quo. Their next-level strategy is simple: duplicate their current operational model in other countries, starting with those countries that are located nearby. Maryam and Ammar want to pursue a next-level strategy that improves the entire Group’s internal practices and processes first. Their plan is two-fold: Eliminate operational redundancies. Align all of the Group’s companies to a common standard that is benchmarked against genuine global best practices. Maryam and Ammar believe that the Group can survive and grow only by modernizing its internal operations and structure first, before considering any expansion plans. Ahmad frequently verbalizes his support for Maryam and Ammar. However, whenever decisions actually need to be made, his actions favor the status quoóthe strategy favored by Mohammed and Bassam. Q1 All the family members recognize one important fact that seems to be holding back their next-level strategy: the Group has a reputation for hiring only certain nationalities for certain roles. Diversity among the Group management is even more limited, with no obvious career path or example of growth for anyone other than family members. Which of the following strategies would start to introduce change in the method and mindset that the organization uses for workforce planning?

Which of the following would best communicate to the market that the Group has changed its hiring practices?

Recruiting and Selecting: The Group relies on a centralized internal recruiting and selection process. All final candidates must have at least one family member who serves on the executive committee interview and who approves their candidacy before being hired. This slows down the recruitment and selection process. However, Ahmad believes it is the only way to maintain the culture that built the Group. Q1 What is one advantage of creating a distributed recruiting and selection process?

What can be measured to assess if a distributed recruiting and selection process is more successful?

A New Fast Food Divisional Head: The Khalid Group’s first experience with hiring an outsider at a senior management level ended poorly. In a region where social and family networks are very important, Ahmad informed some of his trusted business partners that he needed to hire a new Fast Food divisional head. Most people in the organization believed that Ammar would take over this division after completing his MBA studies. Ahmad’s business partners sent him five curricula vitae (CVs) of recommendation. Ahmad personally interviewed three of the candidates. Believing that organizational fit is a key to long-term placement success, Ahmad selected the candidate that seemed to have the most similar cultural and family values. This person had most recently worked in logistics and his educational background was in accounting; he had never worked in a customer-facing role, nor did he have any food and beverage experience. He did, however, attend a very good university and his wife came from the same city in Lebanon as Ahmad. The candidate lasted only two months in the position. Since then, Ammar has been overseeing the Fast Food Division. Q1 What should the Group have done differently in their recruiting efforts for this role?

What is a major advantage of using a professional recruiter for finding qualified candidates?

A New Head of HR: Ahmad serves as both the Group’s CEO and its Head of HR. After Ahmad’s recent heart attack, the family must aggressively accelerate its strategy for succession and workforce planning. This time, as a direct result of Ammar’s input, the family realizes that they need to hire a new Head of HR for the Group. Q1 What job specifications should the Group identify in a Head of HR position?

Organizational Profile: RetailWorld is a large retail organization for do-it-yourself (DIY) products. The HR department of RetailWorld is responsible for coordinating the yearly top management appraisals and subsequent review meetings. At the end of the fiscal year, executives are evaluated by their direct supervisor. HR collects and analyzes the results for each of RetailWorld’s major organizational units (functional areas). Key Team Members: Let’s meet the key members of RetailWorld who will be involved in the annual top management appraisal: John Davis, HR Vice President: John is responsible for all of RetailWorld’s HR activities and has extensive experience in handling HR issues. Colleen Sony, HR Business Partner for Top Management Development: Colleen is responsible for the yearly evaluation of top management, the moderation of the review meetings, and the planning of development programs for top management. She reports directly to John Davis. Michael Springer, General Purchasing Director: Michael is responsible for all of RetailWorld’s purchasing activities. Three purchasing directors report directly to Michael. Another five department heads report to each purchasing director. This team is the top management of the organizational unit known as Purchasing. Situation 1: The Review Meeting – Colleen prepares for the top management review meeting by screening the evaluation results and preparing an agenda for the meeting. Colleen, John and Michael will attend this meeting with the three purchasing directors. After a short introduction by Colleen, each director will present the results of his/her direct reports and nominate talent for further management development. The nominations and development plans will be discussed and, if necessary, adjusted by the group. The final results will be recorded in written minutes Q1 The main result of this top management review meeting is to:

What is the benefit to the group of purchasing directors discussing all of the nominations together?

John and Colleen, who are both HR representatives, are present at the top management meeting. To identify proper solutions for the development of top managers, which of the following should John and Colleen recommend?

The Appraisal Package: In preparation for the yearly management appraisal, Colleen sends an appraisal package to the evaluating managers. This package includes the following information. A corporate form for management appraisals. Instructions on how to use this form. Information about evaluating biases. A timeline for the whole evaluation process, including deadlines and the date for the top management review meeting. Q1 Why is it necessary to inform evaluating managers about evaluation biases?

What is the value of providing an extensive appraisal package to evaluation managers?

What is the main reason that evaluating managers are required to follow this formal evaluation process?

In which of the following types of cultures is a detailed contract, as opposed to a verbal agreement or a handshake, more likely to be a necessity?

Which of the following is NOT an HRIS application?

What type of training utilizes demonstration and hands-on performance of job tasks to be accomplished?

Which of the following represents a shift in thinking in the philosophy of performance management?

Which of the following is NOT a step in the scientific method?

Which of the following statements about mentoring programs is NOT usually true?

Which of the following is NOT a difference between succession planning and replacement planning?

What is the difference between succession planning and replacement planning?

The MOST effective corporate citizenship program is one that:

A project manager would be more inclined to use a PERT chart rather than a Gantt chart when she needs to?

A difference between management and leadership is that:

A small organization has recently doubled the size of its workforce to 150 employees. The HR director received approval to purchase an HRIS to help deal with the increase in reporting requirements as a result of the larger workforce. Under these circumstances, what is the BEST course of action for the HR director?

The informal knowledge management system relates to:

If an organization’s competitive advantage is cost leadership, which of the following practices is most likely to happen?

Which appraisal method evaluates performance using self, peers, direct reports, management and sometimes customers and suppliers?

Which of the following statements BEST defines the values and ethics of organizational expectations and personal behaviors?

Which of the following is true about auditory learners?

In low-context cultures, the focus of communication is on:

Which of the following characteristics is NOT considered to be typical of transformational leaders?

Which of the following is an HR-related transactional activity?

An organization is in the strategy formulation phase of strategic planning. Which of the following is an example of an action they would take during this phase?

Which Six Sigma process would an organization use to develop a new product?

A high-potential employee program represents a significant investment for JCG. What item below is the LEAST effective action that you would take to determine a baseline prior to developing the program?

What choice below would NOT be a factor in assessing the success of the high-potential employee program from the participant’s perspective?

An organization is considering outsourcing its payrole function to an accounting firm. What could be the least likely reason for this decision?

After careful evaluation of its performance in the just concluded financial year, a German beer company decides to sell off the assets of its oldest brand to an Indian company. What form of strategic business decision is this?

In order to improve its process flow and eliminate waste in the system, the HR manager of a company is holding a brainstorming session with her team. What organizational development initiative would most likely address this issue?

Which one of the following statements related to resumes and applications is true?