1. Which action should the HR manager take first to ensure that field supervisors are prepared to handle emergency situations in the field?

A) A. Review company emergency protocols and conduct a needs assessment to identify gaps.
B) B. Survey the field supervisors to determine their desire for training.
C) C. Recognize that emergency situations are unpredictable; therefore, training should focus on previous situations.
D) D. Identify emergency training programs and offer non-mandatory training.



2. A is the best answer. Conducting a training needs assessment is a comprehensive approach to identifying training gaps that need to be addressed to improve organizational and individual performance. B is incorrect. Surveying employees to get feedback on the type of training is one part of a needs assessment but doesn't necessary align the training needs to the organizational strategy. C is incorrect. Past emergency experiences provide great learning opportunities and should be included, but there should be several other components in an effective, comprehensive training program. D is incorrect. If training isn't mandatory, there is no assurance that employees will participate in it, thus putting the company and employees at risk of not being prepared for emergency situations Which action should HR take to ensure that supervisors act appropriately in emergency situations without fear of violating employee privacy?

A) A. Instruct supervisors to choose the best action; every situation is different, and supervisors should apply common sense to the situation.
B) B. Require the supervisors to always call HR and to avoid any discussion with emergency personnel about the employee's medical condition.
C) C. Use a collaborative approach with leaders to create and communicate a company-wide protocol that outlines steps to take in an emergency situation.
D) D. Coach the supervisors to always call emergency personnel and to avoid any discussion with emergency personnel about the employee's medical condition.



3. The leadership team wants to implement a policy that prohibits sending employees who have medical conditions out of town on business. How should HR handle this request?

A) A. Agree with the leadership team and create the policy that forbids employees with medical conditions from company travel.
B) B. Ignore the leadership team's request because it is impractical and hope that they will forget about it
C) C. Require all new hires to pass a physical exam and, if the exam isn't passed, don't allow them to travel.
D) D. Schedule a meeting with the leadership team to address their request and offer other options that are focused on the best interests of the business



4. HR issues a great deal of communications during the year. A new HR manager wants to assess whether these messages have been effective. What metric would be useful?

A) Number of hours allocated to creating messages for employees
B) Calls into HR's help desk seeking further information or offering feedback
C) High levels of engagement throughout the organization
D) Number and volume of messages delivered to employees



5. Top management recently agreed on major organizational changes. HR has been tasked with developing a plan for communicating the changes to the employees. Which is the most effective way to communicate the changes?

A) Make one company-wide presentation so the changes are communicated consistently.
B) Capitalize on social trends by using social media so everyone is aware of the changes.
C) Charge department heads with communicating the changes to demonstrate their support.
D) Use multiple channels of communication so the changes are shared in many ways