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Question 1

391. An organization typically measures the engagement levels of new employees via survey monthly throughout the first year of employment. The surveys show that engagement levels drop precipitously from initial levels, with engagement dropping throughout the first three months and then stabilizing at an unacceptably low level. Which action can the organization take to best combat the issue?

A) Ask job candidates about engagement at previous jobs and hire only candidates that have better engagement tendencies.
B) Create a structured onboarding process that lasts through the first three months of employment.
C) Place employees on probation during the first three months of employment to ensure that they stay engaged.
D) Give the new hires a buddy to help them understand the organization during the first month of employment.

Answer 1

391. Correct Answer: B

Question 2

392. A few new employees have left an organization after less than six months. Exit interviews indicate that these employees had trouble understanding the organizational culture despite standard interview processes encouraging the candidates to ask questions about the organization prior to final candidate selection. The organization is looking to improve engagement levels in new employees. Which action would best assist the organization in better informing candidates about the organizational culture prior to being hired?

A) Move job postings from Internet job boards to a company website featuring descriptions of the organization and testimonials from current employees.
B) Bring candidates in for meet-and-greet happy-hour sessions with high-performing, outgoing employees who will freely discuss their opinions of the company.
C) Use a recruiting firm to source and screen candidates, ensuring that only candidates that the organization believes will fit culturally are interviewed.
D) Move the interview process away from company locations to restaurants to put candidates at ease and encourage them to ask questions honestly.

Answer 2

392. Correct Answer: A

Question 3

393. In a learning culture, how should an HR director respond to a manager who wants to discipline an employee for failing to secure a new account using an unproven sales methodology?

A) Implement a recognition program to reinforce successful sales.
B) Restrict the employee’s ability to use the methodology moving forward.
C) Issue a written warning to the employee, as it was up to the employee to deliver the new account.
D) Use the failure as a growth opportunity to reinforce employee learning, and acknowledge that failure is not wrong

Answer 3

D) Use the failure as a growth opportunity to reinforce employee learning, and acknowledge that failure is not wrong.

Question 4

394. Which of the following drivers of employee engagement is consistent in workplaces globally?

A) Quality of the relationship between employee and manager
B) Job role that encompasses opportunities for professional and career growth
C) Pay structures that consistently lead the market compared to those of competitors
D) Confidence that career objectives can be met while advancing in the organization

Answer 4

A) Quality of the relationship between employee and manager

Question 5

395. Which is an example of a manager’s behavior that drives employee engagement?

A) Determining that innovation is key for success for the organization and fostering innovative performance for all roles
B) Allowing employees to focus their work solely in the areas of their strengths to ensure high productivity and effectiveness
C) Considering the consistency of a candidate’s preferences with the organization’s practices before offering employment
D) Cultivating and encouraging a “work hard” atmosphere to impart a sense of accomplishment to employees

Answer 5

395. Correct Answer: C

Question 6

396. Employee turnover is on the rise, and management is looking for cost-effective ways to stop this trend by improving employee engagement. Which manager action can make an immediate improvement without affecting the budget?

A) Ask employees to refer friends for openings.
B) Launch an internal public relations campaign.
C) Show gratitude to employees by thanking them.
D) Threaten to give poor references to anyone who quits.

Answer 6

396. Correct Answer: C

Question 7

397. Why should an organization consider a high-performance culture and strategically invest in practices to keep high performers motivated and focused?

A) High performers have different needs and expectations than the mainstream workforce.
B) Succession planning and career development activities are made easier in this type of culture.
C) It becomes problematic to find successors in critical roles and positions if an employee exits.
D) Turnover can negatively impact organizational productivity, innovation, and relationships.

Answer 7

397. Correct Answer: D

Question 8

398. Which type of engagement can present risks to employees’ well-being and to the sustainability of their engagement and performance?

A) Trait
B) Behavioral
C) Transactional
D) State

Answer 8

398. Correct Answer: C

Question 9

399. Which is most likely to occur when an organization’s strategic plan is focused on creating an environment that promotes positive relations between employees and management and seeks to balance the needs of employees with those of the organization?

A) Management will have flexibility to apply policies on a case-by-case basis.
B) Employees feel trusted and secure and use benefits more frequently.
C) Management will be able to tailor incentives to employee motivation.
D) Employees will feel a greater sense of loyalty and will be more productive.

Answer 9

D) Employees will feel a greater sense of loyalty and will be more productive.

Question 10

400. An organization conducts a confidential survey of employees to assess workplace satisfaction. Responses are received from 75% of employees, and, after analyzing comments, management requires mandatory retraining of all supervisors. What important step has the organization omitted?

A) Responding to feedback
B) Ensuring ease of response
C) Prejudging results
D) Sharing feedback with stakeholders

Answer 10

400. Correct Answer: D

Question 11

401. HR at a professional services organization needs to assess employee interest in a possible new benefit quickly. Which is the best vehicle HR should use?

A) Third-party-administered paper-based survey
B) Online survey
C) Individual interviews
D) Focus groups

Answer 11

401. Correct Answer: B

Question 12

402. A manager asks the HR manager to help with retaining a high-potential employee. Which of the following recommendations would best address this request?

A) Conduct a stay interview with the employee to identify job satisfiers and dissatisfiers that can be addressed.
B) Recommend a spot bonus for a particular project to reinforce behavior.
C) Identify training opportunities the employee is interested in and provide those.
D) Review previous exit interview data to determine what has led to turnover in the past.

Answer 12

402. Correct Answer: A

Question 13

403. A department manager is interested in knowing how his employees are doing with their work activities and how he can best support each employee on his team, particularly with issues within the manager’s control. Which approach does this best describe?

A) Job shadowing
B) Stay interview
C) Informal mentoring
D) 360-degree assessment

Answer 13

403. Correct Answer: B

Question 14

404. To maximize senior leadership support of action to be taken on the results of a recent climate survey, which is the most important message for the HR manager to deliver?

A) Share only information that the leadership is committed to addressing.
B) Compare the organization’s scores to those of other organizations to identify if a problem really exists.
C) Advise leadership to acknowledge strengths and weaknesses in practices and identify priority areas to focus on.
D) Recommend not engaging in surveys going forward, as how to engage employees is typically known within organizations.

Answer 14

404. Correct Answer: C

Question 15

405. Leaders of a new high tech organization are seeking HR’s expertise in retaining their highly skilled workforce, especially as the organization expands. When should HR start the employee retention strategies and practices?

A) During the organization’s branding and recruitment efforts
B) Once candidates’ background and reference checks are complete
C) After review and signed acknowledgment of receipt of the employee handbook
D) During the interview process through a realistic job preview

Answer 15

405. Correct Answer: A

Question 16

406. In the final round of hiring, an employer invites candidates to spend half a day working alongside an employee and an hour with HR reviewing total rewards and company policies. The employees who work with the candidates are chosen because of their tenure with the company and their strong performance ratings. The employees may or may not be performing the job that is being filled. This practice has not increased retention levels. What might be wrong?

A) The plan should be implemented earlier in the hiring process.
B) The job preview may not be realistic.
C) Candidates are receiving too much information at this stage.
D) It gives candidates false hopes for career advancement.

Answer 16

B) The job preview may not be realistic.

Question 17

407. Which of the following recommendations should the HR manager be sure to make to managers to help ensure a successful remote working arrangement?

A) Ensure that managers are consistent in making remote working options available to all employees.
B) Make remote work available to employees with the longest tenure, as they are typically more independent.
C) Ensure that employees who work remotely use the same days and times to simplify the schedule and minimize disruption.
D) Determine the kind of work and the work style of employees who would likely be successful.

Answer 17

407. Correct Answer: D

Question 18

408. What must HR do to overcome the biggest challenge in implementing an effective workplace flexibility strategy?

A) Confirm that senior leadership supports alternative work arrangements for all employees and departments.
B) Confirm that the immediate supervisor understands the requirements of the work role and its duties.
C) Confirm that employees have the technology to work remotely.
D) Confirm that the leadership style is predominantly task-oriented, minimizing the focus on relationship building with employees

Answer 18

408. Correct Answer: B

Question 19

409. A manager wants to implement a paid-time-off program for employees to volunteer in their local communities. What is the best way to respond to his request?

A) Implement programs allowing employees to use work time to volunteer in local communities.
B) Advise the manager to implement the idea in his own unit, using his discretion.
C) Initiate a joint management-employee committee to develop a policy for this type of program.
D) Explain that this will cause resistance from employees who choose not to volunteer.

Answer 19

409. Correct Answer: C

Question 20

410. Performance Management Which appraisal method would be most effective to reinforce trust in an organization?

A) Ranking method
B) Comparative method
C) Forced distribution method
D) Management by objectives (MBO)

Answer 20

D) Management by objectives (MBO)

Question 21

411. What is needed to have a fully effective performance management system?

A) The system prevents one-off entries so data comparisons are more valid.
B) The system encourages users to input information in their own words so proper analysis can occur.
C) Employees are educated about the system and know how to get value from it.
D) Managers who implement the system are ordered to do so by senior leaders.

Answer 21

C) Employees are educated about the system and know how to get value from it.

Question 22

412. Leaders of a manufacturing company are updating the strategic business plan. HR is consulting with the branch managers on how to accomplish the plan’s goals. What is the most essential driver of the performance management process that HR should have managers focus on during individual performance planning?

A) 360-degree feedback results
B) Global internal and external factors
C) Organizational strategy and business objectives
D) Manager’s feedback

Answer 22

C) Organizational strategy and business objectives

Question 23

413. An HR manager receives complaints from other functions that an HR subordinate often ignores or delays replying to e-mails or phone messages. The individual performs other duties very well. How should the HR manager handle this situation most effectively?

A) Encourage other departments to send their requests to the manager directly.
B) Immediately share the complaints and expectations, and then monitor performance.
C) Ask the subordinate to lunch and mention the issue in a non-threatening way.
D) Wait until the performance review to discuss this in the context of overall performance.

Answer 23

413. Correct Answer: B

Question 24

414. Which statement best explains how absenteeism is related to employee engagement?

A) Absenteeism rates can be an indirect indicator of employee engagement, as employees are not attending work.
B) Unscheduled absenteeism rates are a reflection of a paid-time-off program and not an indicator of employee dissatisfaction.
C) Absenteeism rates are not indicative of engagement levels due to the unreliability of a correlation between absence and engagement.
D) Absenteeism rates are not indicative of employee engagement levels, as absences occur for many reasons.

Answer 24

414. Correct Answer: A

Question 25

415. A HR VP is concerned that the employee engagement plan, enacted a year ago, is ineffective. What is the most useful thing to consider when attempting to determine if the strategy has been successful?

A) Comparing the turnover rate for the year to industry averages
B) Analyzing the positions with higher-than-average turnover for the year
C) Determining the total cost to the organization of turnover for the year
D) Comparing the turnover rate for the year to the previous year

Answer 25

415. Correct Answer: D

Question 26

416. A CEO prides herself on cutting costs that do not have measurable benefits or a perceived value to the organization’s financial success. She is now threatening to cut funding to employee engagement initiatives. Which is the best way for HR to demonstrate return on investment of employee engagement budgets?

A) Tie the investments made in employee engagement to laying the groundwork for profitability.
B) Ask the CEO to demonstrate how eliminating employee engagement will boost profits.
C) Agree to stop all employee engagement efforts and measure what happens.
D) Tie the investments made in employee engagement back to the profitability of the company.

Answer 26

D) Tie the investments made in employee engagement back to the profitability of the company.

Question 27

417. Which is the best results-based comparative analysis for a company that has implemented an engagement strategy and action plan for reducing accidents on the job?

A) Compare the revenue per employee rate before and after implementing the engagement action plan.
B) Compare the employee absenteeism rate before and after implementing the engagement action plan.
C) Compare the workers’ compensation incident rate before and after implementing the engagement action plan.
D) Compare the monthly turnover rate before and after implementing the engagement action plan.

Answer 27

C) Compare the workers’ compensation incident rate before and after implementing the engagement action plan

Question 28

418. A new HR director is reviewing retention rates and is concerned that the employee engagement plan that was implemented a year ago is ineffective. Which indicator should the director look to when beginning to assess if the employee engagement plan is working?

A) Turnover rate compared to the industry average
B) Turnover rate during the past 12 months
C) Current turnover rate compared to previous years
D) Total costs associated with employee turnover

Answer 28

C) Current turnover rate compared to previous years

Question 29

419. An organization implements an onboarding program to reduce voluntary turnover rates that are significantly higher than benchmarked averages. Which is the best metric HR should use to assess the strategic success of the new onboarding program?

A) Questionnaire results on job satisfaction
B) Focus group results about satisfaction with orientation
C) Information gathered from exit interviews
D) Information on the performance of new hires

Answer 29

419. Correct Answer: D

Question 30

420. Which type of learning program would best suit an organization where employees at all levels expect to be able to access training anywhere and anytime, across varied formats?

A) Developmental activities model
B) “Pull” learning model
C) “Push” learning model
D) 70-20-10 mode

Answer 30

420. Correct Answer: B