1. Which policy ideally gives employees an opportunity to understand expectations and change their behaviors?

A) Anti-retaliation policy
B) Unbiased investigations
C) Conflict resolution
D) Constructive discipline



2. Which is an advantage of using a chosen officer in alternative dispute resolution (ADR)?

A) Empowering employees
B) Reducing expenses
C) Providing quicker results
D) Ensuring an objective perspective



3. A workplace survey reflects dissatisfaction with an organization's current mediation process since too many problems seem to be unresolved. Which approach will create more accountability and closure to the complaint process?

A) Ombudsperson
B) Chosen officer
C) Peer review
D) Open-door policy



4. HR has defined key groups of employees who possess certain characteristics and abilities that are closely aligned with the organization's strategy. What effect will this have on the organization's staffing and compensation strategies?

A) Diverting compensation from entry-level positions
B) Capping payroll  for administrative compensation
C) Slower increase in executive recruiting investment
D) Greater clarity in compensation decisions



5. What best describes the difference between replacement planning and succession planning?

A) Replacement planning focuses on short-term needs; succession planning focuses on long-term needs.
B) Replacement planning focuses on long-term success; succession planning focuses on short-term success.
C) Replacement planning is optional; succession planning is mandatory in order for an organization to achieve results.
D) Replacement planning is designed for individual countries; succession planning is designed to serve corporate headquarters.



6. An organizational crisis is rapidly unfolding as several key employees have been killed in a car accident. How can HR best contribute to rapid recovery of operations?

A) HR can write the press release and speak to the local media.
B) HR can fill in or supplement workforce gaps with the best qualified employees.
C) HR can plan and execute the memorial celebrations for the employees' families.
D) HR can notify all related clients of an impending workforce interruption.



7. HR professionals must anticipate future talent needs as well as plan for the future employee talent pool. Which key factor typically contributes to an anticipated shortage in the labor pool?

A) Less reliance on contingent workers
B) Abundance of knowledge workers
C) Workforce skewed toward older employees  
D) Less diverse workforce



8. HR has undertaken a review of the company's talent management plan in order to make recommendations for possible improvements. Which action should HR take first?

A) Look at the succession plan for key high-potential employees in the company.
B) Evaluate the organizational structure to see if changes need to be made.
C) Review all job descriptions to determine if they are still relevant.
D) Conduct a thorough review of the organization's strategic plan and goals.



9. What approach is most characteristic of succession planning?

A) It is initiated as soon as it is clear that a senior executive is leaving.
B) It focuses on issues likely to occur in the short term of approximately one to 12 months.
C) Local requirements are given the highest priority.
D) It focuses on long-term global issues.



10. The recent departure of two leaders has  delayed implementation of the organization's strategic plan. HR wants to assure that this never happens again and has requested all functional leaders to identify potential successors for their position. The responses identify individuals who are positioned directly below or closest to the job grade within the same function. HR schedules a meeting to discuss the submissions. What should be the key agenda topic of this meeting?

A) Developing a dual career compensation plan
B) Broadening the identification of potential successors
C) Designing a successor developmental plan
D) Cross-training of functional leaders