1. Lara is collecting data relating to employee productivity. He notices that facility employees are more likely to take sick days in December, while the rest of the organization has sick days scattered throughout the year. Lara hypothesizes that facility employees call out sick to have extra holiday time. What is the issue with his reasoning?

A) The program that generated the report has not been double checked
B) There are no issues with this reasoning
C) facility employees often work outdoors, which could be a confounding variable
D) Lara is clearly showing confirmation bias



2. Massao is an entry-level HR employee in an advertising agency. he is working on a project which focuses on diversity training offered in the workplace and is conducting preliminary research to review best practices. Massao's manager asks for a compilation of key findings, Massao sends a zip file full of every evidence-based journal article relating to diversity training in the workplace that he could find using Google Scholar. Massao's manager responds that he is unable to review so many articles and doesn't say anything else. What would be a better approach for this task, moving forward?

A) Message and his manager work together to determine SMART goals of the diversity training offerings, and Massao pulls specific information from recently published scholarly papers that pertain to the goals to share with his manager
B) Massao should be moved to a different team with different communication styles
C) Massao works independently from now on and leaves his manager out of his planning work
D) Massao asks his manager the total number of articles he should send at a given time



3. What is one way to eliminate job applicants who may not be a good cultural fit for an organization?

A) It is difficult to pinpoint a mismatch between the applicants and organization until they are on the job
B) List aspects that are relevant to corporate culture on the job postings
C) Market all jobs at in-person job fairs only where HR staff can make decisions based on their first impressions
D) Make assumptions based on looks and body language when candidates arrive for in-person interviews



4. Two employees who perform well individually have been placed on a project team together. However, in a team setting, they have very different work styles and attitudes and often clash angrily. How can an HR staff member help resolve this issue?

A) Separate the two members and put them on different projects
B) Put them on a probationary warning
C) Provide coaching that allows the employees to see the shared end goal of the project
D) Allow them to resolve the issue autonomously, as this is a more empowering approach



5. Nate is an HR employee who works with his organization's operations department. he is in the middle of resolving a short-term disability claim from an employee who is not present in the office. As he is working, the CFO of his organization visits his desk and asks for assistance with an urgent task that affects all employee data. This task is expected to take a full workday to complete. What should Nate do?

A) Pause work on his short-term disability claim till the next day to help the CFO, but communicate a status update to the employee it affects
B) Tell the CFO he is finishing a task for an employee, but will come help as soon as he is finished
C) Tell the CFO he is not available and refer him to another HR staff member
D) Immediately stop working on the short-term disability claim and help the CFO