1. Data Analysis Tools Executive leadership reveals to management that current cash flow is being adversely affected by delinquent and slow-paying accounts. HR is asked to collaborate with the sales manager to find a solution. How could HR best assist sales in this situation?

A) Conduct a regression analysis of the sales incentive system.
B) Research and recommend local collection agencies.
C) Arrange cross training between the sales and accounting functions.
D) Arrange financial basics workshops for all sales personnel.



2. An HR manager decides to test the theory that a decline in the training of account managers is directly related to a decline in sales revenues. What technique will be most valuable in helping the HR manager visualize the correlation between training and revenues?

A) Scatter diagram
B) Control chart
C) Cause-and-effect diagram
D) Check sheet



3. Which graphic analysis tool could best help an organization's intervention team lower accident rates on its factory floor?

A) Scattergram comparing rates of accidents and time of day
B) Pareto chart showing the types of accidents
C) Cause-and-effect diagram of an accident
D) Process analysis of the product manufacture process



4. Refer to the following scenario for the next 4 questions. A newly hired HR director has been assigned to lead the company's total rewards strategy development and implementation. The company's CEO expresses full support for the HR director and expects key outcomes to be realized from this initiative. The HR director has learned since joining the company that there are significant challenges to overcome in order to be successful. Within the HR department, the benefits manager and the compensation manager do not care for each other, either professionally or personally. Each feels the other has been treated more favorably by the former HR director by receiving desired resources for their areas. The senior leadership team has not been happy with the HR department as a whole and is skeptical about any change initiatives led by HR. A common theme centers on past employee surveys conducted by HR. Most of the senior leaders feel that HR used the data to make them and their departments look bad in the eyes of the CEO. Lastly, the HR director understands that the company's hourly workforce has not had a pay increase in the last three years, while virtually all salaried workers have received at least a 2% annual adjustment with an additional 2% to 3% merit award based on individual performance against goals. Which action should the HR director take to elicit buy-in for the total rewards program from the leadership team?

A) A. Share with members of the leadership team the importance of the total rewards program when the topic comes up.
B) B. Coach the CEO to explain the benefits of a total rewards strategy one on one to the leaders.
C) C. At the next leadership team meeting, explain that a strong total rewards strategy is important.
D) D. Present benchmark data that aligns a solid total rewards program with company strategies and financial success.



5. Which step should the HR director take to address the relationship between the benefits manager and the compensation manager?

A) A. Acknowledge that they are adults and can figure out by themselves how to work together for the good of the department.
B) B. Speak with both managers and define acceptable behavior. Ask for input until everyone agrees that this will be the way to work together moving forward.
C) C. Wait until the next conflict arises between the two managers and then sit down with them and coach them together.
D) D. Sit down with each of the managers individually and ask for their side of the story, and then tell them how they will behave.