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SHRM-CP PEOPLE Questions - Part 34
1. An engineering company aspires to have a culture that supports a family-friendly environment. What work/life program would support such a culture?
A) Wellness program
B) Family assistance program
C) Family movie night
D) Financial planning
2. During the employee selection process, how can HR identify an employee who is more likely to become engaged in the organization?
A) By hiring only those who have the most experience and education
B) By assessing how well the candidate will fit with the organization's culture
C) By selecting those interested in working with a mentor within the company
D) By questioning potential employees to determine how engaged they were at their last job
3. An organization recognizes the Β benefit of long-tenured employeesΓ’β¬βthey provide valuable experience that is key to its success. What practice can HR use to help ensure that employees remain with the organization for a longer period of time?
A) Performing annual salary reviews
B) Conducting realistic job previews
C) Streamlining HR processes
D) Improving benefit plans
4. Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale?
A) Suggest that terminated employees might be called back.
B) Encourage voluntary separations and treat them as terminations.
C) Allow employees to volunteer to be separated.
D) Constructively discharge the least productive employees.
5. How should HR improve an organization's onboarding program to reduce voluntary turnover during the first 90 days of employment?
A) By offering bonuses to new hires if they exceed 90 days
B) By providing the opportunity for job sharing after 60 days
C) By conducting in-depth exit interviews to determine the cause of turnover
D) By implementing basic activities on the first day of work
A) Wellness program
B) Family assistance program
C) Family movie night
D) Financial planning
2. During the employee selection process, how can HR identify an employee who is more likely to become engaged in the organization?
A) By hiring only those who have the most experience and education
B) By assessing how well the candidate will fit with the organization's culture
C) By selecting those interested in working with a mentor within the company
D) By questioning potential employees to determine how engaged they were at their last job
3. An organization recognizes the Β benefit of long-tenured employeesΓ’β¬βthey provide valuable experience that is key to its success. What practice can HR use to help ensure that employees remain with the organization for a longer period of time?
A) Performing annual salary reviews
B) Conducting realistic job previews
C) Streamlining HR processes
D) Improving benefit plans
4. Senior management has determined that a reduction in force (RIF) is the only way it can address financial difficulties. Which action would best minimize the impact of the downsizing on the organization and employee morale?
A) Suggest that terminated employees might be called back.
B) Encourage voluntary separations and treat them as terminations.
C) Allow employees to volunteer to be separated.
D) Constructively discharge the least productive employees.
5. How should HR improve an organization's onboarding program to reduce voluntary turnover during the first 90 days of employment?
A) By offering bonuses to new hires if they exceed 90 days
B) By providing the opportunity for job sharing after 60 days
C) By conducting in-depth exit interviews to determine the cause of turnover
D) By implementing basic activities on the first day of work
1. Right Answer: B
Explanation: Work/life programs help employees balance the demands of their work and home lives. Family assistance programs provide a variety of family resources and support, including child-care and elder-care assistance.
2. Right Answer: B
Explanation: When selecting employees, find candidates who are likely to perform duties well, who contribute voluntary behaviors, and who already fit the organizational culture and values. Then connect them with others in the company as part of their onboarding experience to support their optimum performance engagement.
3. Right Answer: B
Explanation: By conducting realistic job previews, the organization can help ensure that new hires are well prepared for the job duties and understand the organizational culture before they enter it. This can help keep employees engaged over time and may result in retaining them for a longer period of time. Performing salary reviews and improving benefit plans Β can help ensure that the total compensation for the position is competitive in the market, but that will not address other issues that may cause employees to exit the organization prematurely. Streamlining HR processes may not have any impact on the employee retention rate.
4. Right Answer: C
Explanation: A reduction in force in which employees in selected task areas are allowed to volunteer for layoff has the potential to benefit both the organization and the employees. For the organization, a voluntary RIF creates opportunities for restructuring and assists in meeting the organization's fiscal responsibilities. For employees, it may facilitate a transition to retirement. Also, in some countries, an early 'at will' separation can provide the employee with access to federal or local financial assistance for the pursuit of other career opportunities.
5. Right Answer: C
Explanation: The HR professional should evaluate the organization's onboarding strategies using a variety of metrics. In this situation, in-depth exit interviews to determine the cause(s) of voluntary turnover could determine any areas of dissatisfaction with the onboarding process and/or other negative organizational issues the new hire may have encountered.
Explanation: Work/life programs help employees balance the demands of their work and home lives. Family assistance programs provide a variety of family resources and support, including child-care and elder-care assistance.
2. Right Answer: B
Explanation: When selecting employees, find candidates who are likely to perform duties well, who contribute voluntary behaviors, and who already fit the organizational culture and values. Then connect them with others in the company as part of their onboarding experience to support their optimum performance engagement.
3. Right Answer: B
Explanation: By conducting realistic job previews, the organization can help ensure that new hires are well prepared for the job duties and understand the organizational culture before they enter it. This can help keep employees engaged over time and may result in retaining them for a longer period of time. Performing salary reviews and improving benefit plans Β can help ensure that the total compensation for the position is competitive in the market, but that will not address other issues that may cause employees to exit the organization prematurely. Streamlining HR processes may not have any impact on the employee retention rate.
4. Right Answer: C
Explanation: A reduction in force in which employees in selected task areas are allowed to volunteer for layoff has the potential to benefit both the organization and the employees. For the organization, a voluntary RIF creates opportunities for restructuring and assists in meeting the organization's fiscal responsibilities. For employees, it may facilitate a transition to retirement. Also, in some countries, an early 'at will' separation can provide the employee with access to federal or local financial assistance for the pursuit of other career opportunities.
5. Right Answer: C
Explanation: The HR professional should evaluate the organization's onboarding strategies using a variety of metrics. In this situation, in-depth exit interviews to determine the cause(s) of voluntary turnover could determine any areas of dissatisfaction with the onboarding process and/or other negative organizational issues the new hire may have encountered.
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