1. Which metrics should the VP of HR share to demonstrate the impact of the training on company goals?

A) A. Number of complaints received
B) B. Completed checklists and questionnaires
C) C. Pre- and post-test scores
D) D. Performance tests



2. Data Measurement Tools An HR professional is analyzing retention rates across all the functions and divisions in a large organization. There is a high standard deviation (SD) for the dataset. What does this indicate?

A) A high number of errors were made in the data entry process.
B) Retention rates are unusually uniform across the organization.
C) The dataset was probably not structured appropriately for analysis.
D) There is a considerable spread in the data from high to low rates.



3. An analyst predicts a total number of voluntary and involuntary separations over the next year and gives the report a statistical rating of P50. What does this mean?

A) Half of the forecasts will be above the reported number and half will be below.
B) The simulation was repeated 50 times to test its accuracy.
C) The analyst is not very confident in the number’s accuracy.
D) The sample size was half of the total workforce size at the time of analysis.



4. Which best describes the mode in a set of data?

A) Middle point of values
B) Range of values
C) Average of numbers
D) Value appearing most often



5. Refer to the following scenario for the next 4 questions. A successful contract drug manufacturing company is facing new competitive challenges and cost pressures. The senior leaders work together to develop an outline for a new organizational structure, but they agree that, to produce more effective outcomes, they have to instill a culture of collaboration at each site. As part of the approach, the leadership team wants to identify positive and negative behaviors that have a high impact on outcomes and then either reinforce or change the workplace or cultural factors that contribute to these behaviors. The approach is implemented in the following four phases: Identifying the key behavioral issues Understanding the causes and consequences of the behaviors Designing solutions and action plans to address the behaviors Implementing the behavioral changes The initiative also includes tightly defining roles for each person on the senior leadership team and accountabilities and decision-making authority of the site design teams. Metrics and measures of success are identified prior to implementation, with ongoing tracking and review of progress on the key metrics identified. The HR leader, who has been an active participant in the design of the intervention, is excited to begin the process with the HR function. Each functional leader is tasked with implementing this intervention in his or her function. What comprehensive approach should the HR leader implement to improve coordination of the HR function with the rest of the organization?

A) A. Focusing on achieving the end result of integration regardless of the obstacles that may be faced
B) B. Conducting a systems review of the current practices and procedures related to talent acquisition
C) C. Conducting an external environmental scan and evaluating its impact on the HR function
D) D. Conducting a SWOT analysis of HR and realigning the HR function to meet customer needs