1. Leaders at a mid-size organization that specializes in producing car batteries are working on developing a strategic plan for the next ten years of the company. They are particularly interested in responding to the increased interest in hybrid and electric vehicles. Currently, the company's workforce is primarily concentrated on professionally licenced technicians working on the assembly floor. The factory technicians belong to a workers union. Union negotiations have led to workers getting a 3% raise every year. However, to budget for the new strategic plan, company leaders cannot afford to continue this rate of salary increase; they would like to push for 2% or even 1% raises. What is an appropriate HR response?

A) Transition to only hiring non-union factory technicians
B) Survey employees to determine other rewards that might be valuable to workers but affordable for the company, such as flexible work schedule
C) Research annual raise policies at companies in other industries
D) Devise a positive communication strategy for notifying employees of the new 1% raise policy



2. HR wants to organize a training program on cultural difference in the workplace. Whom should this training target?

A) Employees from all levels of the organization
B) New employees, because they are more likely to come from diverse backgrounds
C) Employees who have has problems with cultural misunderstandings in the past
D) Managers and other employees in leadership positions, so they can communicate key practices to their subordinates



3. Leaders at a mid-size organization that specializes in producing car batteries are working on developing a strategic plan for the next ten years of the company. They are particularly interested in responding to the increased interest in hybrid and electric vehicles. Currently, the company's workforce is primarily concentrated on professionally licenced technicians working on the assembly floor. Leadership has determined that more engineers with academic degrees will need to be added to the company. What is the first step that HR can take?

A) Canvas current employees who might be willing to change positions
B) Lay off enough factory technicians to offset the cost of new employees
C) Research and design meaningful job descriptions for desired new roles
D) Present a counter-strategy to maintain the current workforce as is



4. While conducting job interviews, many hiring managers evaluate candidates based on whether they/ are a 'good fit' with the company's culture. What is an appropriate policy to have regarding 'good fit'?

A) Hiring managers should not consider it as a hiring factor because candidates always lie about their personalities during interviews anyway
B) Hiring managers should allow all applicants to work in the desired job for at least a day to test how well they fit into the work environment
C) Hiring managers should ensure that they are not relying on unconscious biases and determining fit based on shared age, race, socioeconomic status, or other demographics
D) Hiring managers should make it a top priority because fitting in is the highest predictor of sucess



5. What is an accidental expatriate?

A) An employee who stays abroad too long as a business traveler
B) An employee who is detained by law enforcement for unknowingly violating local laws
C) An employee who presents false information about their immigration status
D) An employee who is unwillingly posted to an international assignment