1. Right Answer: B
Explanation: B is the best response. Forming a test sample group will contribute to the overall success of the program; program issues can be resolved before the final rollout. A is incorrect. Since 85% to 90% of employees can read at the minimum level, forcing all employees to attend the reading improvement program is a waste of time and money in lost productivity for the company. C is incorrect. This approach would gain little response from the employee population who cannot read. D is incorrect. Sending an e-mail will gain very little response from the employee population who cannot read and who may not want to be identified or singled out. Transfer of information by other employees will be limited and may apply only to supervisors.
2. Right Answer: C
Explanation: C is the best response. Since the accident and insurance rates are the data and metrics presented to gain executive support for the program, these should be the primary drivers to measure program success. A is incorrect. While it is important that participants are enjoying their experiences, this alone is not a good indicator of program success. B is incorrect. This may be a violation of employee privacy. Some employees may be embarrassed to admit that they cannot read, and bringing their colleagues into the evaluation process would likely make them feel diminished. D is incorrect. This would not provide insight as to whether the program has resulted in less accidents.
3. Right Answer: A
Explanation: A is the correct answer. It generates a specific organizational intervention for recruiting practices that raises the organization’s potential for long-term success. B is not acceptable, because HR should be talking to the hiring managers rather than the senior leaders. C is not acceptable, because the application of other companies’ processes may not be effective for this company. D is not acceptable, because the issue does not appear to be misunderstanding of job requirements but an inability to reach the right candidates.
4. Right Answer: B
Explanation: B is the correct answer. The turnover analysis would be specific to the organization and could lead to actionable response within the organization. This option represents use of the Critical Evaluation competency. A and C are not acceptable answers, because they do not draw on any specific metric for senior leaders to observe. The industry-specific information provided by D is not as immediately actionable as the information provided by B.
5. Right Answer: A
Explanation: A is the correct answer. Soliciting feedback is proactive and will allow for developmental opportunities. This represents use of the Communication competency. B identifies the cost but not the causes of or solutions to turnover. C and D are unacceptable, because they do not aim to expose the root cause of the turnover.
6. Right Answer: D
Explanation: The problem with this approach is that employees have volunteered. This may attract participants who are not neutral about the program. A better approach would be to invite a randomly selected group of employees to participate and offer some nominal reward. Sample size would depend on the size of the workforce, which is not indicated here. Assessment tools and training in using them can improve reliability in ratings. The tools themselves can be validated by experienced HR staff.
7. Right Answer: B
Explanation: A valid test accurately reflects the content of the job. The skills and aptitudes required for successful test performance are aligned with the skills and aptitudes required for successful job performance.
8. Right Answer: C
Explanation: Validity indicates that there is linkage between test performance and job performance—that the test is measuring what it is intended to measure. A selection tool that offers high validity is important, because hiring an unqualified worker for this position would present a risk and the potential for a costly situation.
9. Right Answer: A
Explanation: A is the best answer. The HR manager can add value to the VP of HR's decision making by analyzing and comparing the economic and noneconomic costs and benefits of the two approaches. B is incorrect. This is essentially expecting the VP of HR to perform the analysis herself and adding no value to the situation, HR, or the organization. C is incorrect. It shows little leadership and could be depriving the organization of a real opportunity. D is incorrect. The HR manager should present both options since the VP of HR is the decision maker.
10. Right Answer: B
Explanation: B is the best answer. It is objective and focuses on business needs. A is incorrect. This would undermine the VP of HR and could have a negative impact on her working relationship with the HR manager. C is incorrect. This approach may put the VP of HR on uncomfortable and unfamiliar ground and damage trust. D is incorrect. This usurps the VP of HR's authority and could be seen as a challenge to the VP's authority, especially as the VP is new to the organization.
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