1. A sales organization's leadership team has just announced a very aggressive five-year sales plan. Which performance management method should HR suggest to support the plan's achievement?

A) Critical incidents method to measure sales for each manager
B) Behaviorally anchored rating scale method to define the sales behavior of management
C) Comparative method to rate managers against each other
D) Management by objectives method to measure goals and objectives



2. Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS?

A) Category rating
B) Comparative
C) Narrative
D) Management by objectives



3. A new employee is experiencing performance problems. What should HR do as a first step in determining the root cause of the employee's performance challenges?

A) Recommend that the employee be placed on probation.
B) Guide the supervisor to discuss the performance issues with the employee.
C) Support the supervisor's request to terminate the employee.
D) Place a written warning in the employee's personnel file.



4. Which best describes the impact when an organization's values are effectively paired with goal setting?

A) Provides a way to measure how much work was produced based on the goals set by the employee
B) Shows employees how their individual efforts contribute to the success of the organization's strategy
C) Strengthens the organization's ability to reward accomplishments through a pay-for-performance system
D) Provides ability to compare employees' performance against others by the goals they set



5. Evaluating the Employee Engagement and Retention Strategy An organization seeks to evaluate the overall business impact of its employee retention strategies. What engagement metric would provide this insight?

A) Revenue per employee
B) Yield ratio
C) Monthly voluntary turnover rate
D) Employee absence rate



6. How will using a revenue-per-employee metric allow HR to demonstrate the impact of turnover on employee engagement?

A) The revenue-per-employee metric is the best indicator of employee engagement.
B) A decrease in revenue per employee may indicate higher employee engagement.
C) A decrease in revenue per employee may correlate with lower employee engagement.
D) The revenue-per-employee metric is not associated with employee engagement.



7. HR is asked to evaluate the organization's overall retention. Which would be the best information for HR to assess first?

A) Management's opinion on retention issues
B) How the current turnover rate compares to the industry average
C) Various perceptions of key competitors
D) Only the current year's turnover rate



8. A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take?

A) Review recruiting practices emphasizing expectations around growth and development.
B) Review exit interview data to see if it reflects limited promotional opportunities leading to employees leaving the organization.
C) Review current promotional practices to encourage faster advancement for qualified employees.
D) Review base pay programs to move employees more quickly through the pay ranges.



9. Which metric should an organization look to when evaluating an employee engagement strategy that is focused on safety?

A) Employee absence rate
B) Revenue per employee
C) Monthly voluntary turnover rate
D) Workers' compensation incident rate



10. In addition to improving knowledge and skills and building social capital, what are global employee development programs aimed at achieving?

A) Turning tacit knowledge into explicit knowledge
B) Improving business skills and savvy
C) Enhancing global understanding, awareness, and mindset
D) Reducing training and development expense