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SHRM-CP Organization Questions - Part 27
1. Which alternative dispute resolution (ADR) option allows an organization to determine who will resolve disputes?
A) Peer review
B) Ombudsperson
C) Single designated officer
D) Chosen officer
2. Which recommendation would you make to a new HR practitioner concerning investigating workplace complaints?
A) Become familiar with the requirements of labor contracts and local laws.
B) Always include the employee's direct report in meetings.
C) Avoid documenting discussions that could create legal liability.
D) Use a team of interviewers for greater credibility and impact.
3. In what form of alternative dispute resolution (ADR) is an employee encouraged to speak to management regarding suggestions, concerns, or complaints?
A) Formal steps
B) Suggestion box
C) Open door
D) Equal opportunity
4. How has technology affected the HR function?
A) Workforce numbers will shrink, allowing HR staff to shrink.
B) HR processes will all be outsourced to third parties.
C) Consumer-like applications will allow manager self-service.
D) HR's role in the organization will become less important.
5. Which technology has the biggest impact on benefits administration?
A) Wireless communication
B) Virtual reality technology
C) Internet access
D) Streaming video
A) Peer review
B) Ombudsperson
C) Single designated officer
D) Chosen officer
2. Which recommendation would you make to a new HR practitioner concerning investigating workplace complaints?
A) Become familiar with the requirements of labor contracts and local laws.
B) Always include the employee's direct report in meetings.
C) Avoid documenting discussions that could create legal liability.
D) Use a team of interviewers for greater credibility and impact.
3. In what form of alternative dispute resolution (ADR) is an employee encouraged to speak to management regarding suggestions, concerns, or complaints?
A) Formal steps
B) Suggestion box
C) Open door
D) Equal opportunity
4. How has technology affected the HR function?
A) Workforce numbers will shrink, allowing HR staff to shrink.
B) HR processes will all be outsourced to third parties.
C) Consumer-like applications will allow manager self-service.
D) HR's role in the organization will become less important.
5. Which technology has the biggest impact on benefits administration?
A) Wireless communication
B) Virtual reality technology
C) Internet access
D) Streaming video
1. Right Answer: C
Explanation: An organization using the single designated officer approach to ADR designates and empowers a specific individual within the organization to investigate and resolve disputes.
2. Right Answer: A
Explanation: Labor contracts can stipulate employee rights during an investigation, as can local laws. Investigators must be familiar with these obligations
3. Right Answer: C
Explanation: Best-practice organizations encourage open-door/person-to-person meetings. If the meeting involves complaints or grievances, the issues are carefully documented. For these meetings to be effective, there has to be top management commitment. Neither formal steps nor equal opportunity describe a specific ADR process. Ideas from a suggestion box do not necessarily lead to discussions with management.
4. Right Answer: C
Explanation: Consumer-like applications (manager and employee self-service)Β will allow HR'sΒ internal clients to handle many HR processes themselves. The ratio of workers to HR staff varies depending on the role HR plays in the organization; technology, in the form of data analytics, might add HR staff. Strategic HR processes will not be (or should not be) outsourced. HR's role in the organization won't become less important; it will become more strategic.
5. Right Answer: C
Explanation: Which action should HR take in order to fully realize the benefits of workplace data analytics? Eliminate real-time data processing tasks in the office. Use only data gathered by HR professionals. Use dashboards as tools to review relevant data. Gather good-quality data to make relevant decisions. Data analytics is the process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions. The challenge of data analytics for HR is to identify what data should be captured and how to use the data to model and predict capabilities so the organization gets an optimal return on investment on its human capital.
Explanation: An organization using the single designated officer approach to ADR designates and empowers a specific individual within the organization to investigate and resolve disputes.
2. Right Answer: A
Explanation: Labor contracts can stipulate employee rights during an investigation, as can local laws. Investigators must be familiar with these obligations
3. Right Answer: C
Explanation: Best-practice organizations encourage open-door/person-to-person meetings. If the meeting involves complaints or grievances, the issues are carefully documented. For these meetings to be effective, there has to be top management commitment. Neither formal steps nor equal opportunity describe a specific ADR process. Ideas from a suggestion box do not necessarily lead to discussions with management.
4. Right Answer: C
Explanation: Consumer-like applications (manager and employee self-service)Β will allow HR'sΒ internal clients to handle many HR processes themselves. The ratio of workers to HR staff varies depending on the role HR plays in the organization; technology, in the form of data analytics, might add HR staff. Strategic HR processes will not be (or should not be) outsourced. HR's role in the organization won't become less important; it will become more strategic.
5. Right Answer: C
Explanation: Which action should HR take in order to fully realize the benefits of workplace data analytics? Eliminate real-time data processing tasks in the office. Use only data gathered by HR professionals. Use dashboards as tools to review relevant data. Gather good-quality data to make relevant decisions. Data analytics is the process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions. The challenge of data analytics for HR is to identify what data should be captured and how to use the data to model and predict capabilities so the organization gets an optimal return on investment on its human capital.
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shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
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