1. After reviewing current practices, HR conducts a focus group of employees who are forced to work frequent overtime. The information leads to the implementation of changes in work practices. What is the best next step for HR?

A) Developing training for key stakeholders
B) Pilot testing the initiative before implementation
C) Evaluating the results of the initiative
D) Surveying employees



2. An organization promotes teamwork as a core value. Which would be the best way for an HR manager to model this value for the rest of the organization?

A) Establishing cross-functional brainstorming groups
B) Implementing a mentoring program
C) Scheduling workshops on teamwork
D) Encouraging subordinates to take leadership roles



3. A manufacturer experiences markedly lower capacity in one plant. The plant does not differ significantly in equipment, workforce size and skill, or processes. Which action should HR take to best assist the operations function in correcting this?

A) Sharing best practices from other locations
B) Reviewing parts supplier management practices
C) Conducting a needs analysis in this location
D) Delivering quality training to plant supervisors



4. Refer to the following scenario for the next 3 questions. A company with many long-term employees is facing challenges due to upcoming retirements and the resulting knowledge gaps in a variety of departments. The company promotes from within, and the vice president of operations (VPO) is concerned that the internal information loss coupled with a lack of external influence will negatively affect the company. The VPO requests the HR manager to conduct an external job evaluation to assess the utility of several jobs across the organization. The HR manager finds that, compared to similar companies, the company lacks technical skills, participates in fewer professional development opportunities, and pays a higher salary to senior-level leaders. The HR manager recommends implementing a technical training program and proposes organizational restructuring. A supervisor requests support from?ÿHR?ÿto develop a knowledge transfer plan for a senior-level employee who is retiring in six months. What should the HR manager recommend?

A) A. Ask the retiring employee to designate a junior employee to mentor.
B) B. Make sure that this position is assessed in the planned job evaluation.
C) C. Ask if the retiring employee is amenable to returning to the company after retirement to train new employees.
D) D. Hold informal information-sharing meetings with the retiring employee and other interested coworkers.



5. A mid-level manager e-mails the HR manager to express concern about job security due to a lack of technical skills. How should the HR manager respond?

A) A. Suggest that the employee enroll in an external training program to increase skills.
B) B. Provide information that highlights how restructuring will help the organization.
C) C. Tell the employee that job security is not based solely on technical skills.
D) D. Arrange a meeting between the employee and the employee's supervisor to discuss the skill gaps.