1. Data Sources Which is the best way for HR to ensure that a work/life balance focus group is successful in brainstorming potential ideas and solutions for improvement?

A) Select a facilitator from within the organization to lead the focus group discussion.
B) Have supervisors assign engaged employees as members of the focus group.
C) Confirm that participants in the focus groups are representative of the workplace.
D) Structure discussion topics and set specific outcomes for the focus group.



2. Management has asked the HR director for help in identifying a benefit plan that manages increased costs without sacrificing employee morale. Which is the best action for the HR director to take?

A) Conduct several representative focus groups.
B) Purchase a benchmarking survey of comparable organizations.
C) Hold individual interviews with employees with more than ten years' tenure.
D) Survey all employees anonymously through a third-party survey.



3. A vice president and the HR director observe an employee focus group facilitated by HR staff. Both take notes, but their perceptions of employeesƒ?? priorities and the strength of employee feelings on certain topics differ enough that both are reluctant to act on the group responses. What would be the best solution that the HR director could propose?

A) Assemble another focus group, keeping conditions the same, and see if the disagreement persists.
B) Set aside areas of disagreement and focus on areas where the vice president and the director heard the same messages.
C) Ask focus group participants to complete an anonymous survey that calls for numerical responses to specific questions.
D) Rerun the focus group with an outside facilitator and a different group of employees.



4. Refer to the following scenario for the next 4 questions. An HR director is outsourcing recruiting efforts?ÿto a staffing organization and is charged with implementing?ÿthe staffing organization?ÿproject/initiative. The original plan had been to eliminate in-house staffing personnel, but, at the hiring managers' request, the HR director has decided to maintain a small in-house team of corporate recruiters who will work with the staffing organization. This will provide continuity for the hiring managers in the organization. The HR director must facilitate the integration of the staffing organization team with full-time personnel from the organization. The staffing organization team will consist?ÿof recruiters, sourcing professionals, and administrative assistants led by a staffing organization manager.?ÿ The staffing organization recruiters?ÿmanage the intake of open positions?ÿfrom the hiring managers. The in-house corporate recruiters?ÿassess open positions for fulfillment. The corporate recruiters often bypass the staffing organization manager to give direction to the staffing organization recruiters and sourcing professionals. This practice does not follow the work flow that was created in the standard operating procedures, resulting in?ÿdelays in the process. The staffing organization team becomes confused because they regularly receive directions from both the corporate recruiters and the staffing organization manager. The staffing organization manager is increasingly frustrated by the lack of transparency as to the status of open positions. There is disagreement between the corporate recruiters and the staffing organization team about who should manage the relationship with organizational?ÿhiring managers when position openings are submitted. This results in harmful competition between the corporate recruiters and the staffing organization team, ultimately resulting in an overall?ÿdecline in productivity. Which should the HR director do to address the work flow challenges facing the staffing organization initiative?

A) A. Facilitate a mediated discussion between the corporate recruiters and the staffing organization manager to resolve any immediate conflicts.
B) B. Review the current recruiting process and reporting structure with the implementation team to clarify roles?ÿand responsibilities.
C) C. Revise the standard operating procedures and best practices for the recruiting team to implement immediately.
D) D. Review the desired state of the recruiting process, not the reporting structure, to address the work flow challenges



5. Which step should the HR director advise the staffing organization manager to take to build credibility with the hiring managers?

A) A. Coordinate with the staffing organization recruiters to refer the hiring managers to the staffing organization team when requisitions are being submitted.
B) B. Advise the hiring managers to submit all requisitions directly to the staffing organization?ÿteam.
C) C. Suggest that the HR director call the hiring managers on behalf of the staffing organization manager.
D) D. Develop a dashboard of recruiting metrics that can be used to provide routine updates for the hiring managers of the staffing organization team's results.