1. What should HR advise management to do before implementing a reduction in force (RIF)?

A) Define changes in job descriptions and performance appraisal criteria.
B) Realign compensation and benefit programs.
C) Create a communication plan.
D) Review national and local labor laws.



2. The leadership of an organization has determined that its strategic direction and technology position would be significantly compromised if five key employees were to leave. Which benefit of succession planning would increase the retention of these key employees?

A) Developing a knowledge management system to retain institutional knowledge when employees leave the organization
B) Reminding employees of the restrictive covenant agreement signed when they were hired
C) Creating career paths to show how employees' contributions are important to the organization
D) Implementing immediate vesting in the organization's voluntary defined benefit retirement plan



3. Discussions on pursuing new customers and taking the organization global have begun. The CHRO recommends publishing assignee qualifications now and inviting employees to apply. The CFO suggests waiting until a facility has been purchased and then informing needed employees that they must go on assignment. Why is the CHRO's recommendation a better option?

A) It will get the workforce talking about the changes that are happening.
B) Telling employees about the future of the organization shows leadership transparency.
C) Employees will be less likely to leave an organization that can offer them career experiences.
D) It identifies willing employees who can be developed specifically for this assignment.



4. How can HR ensure that its labor suppliers conform to local laws and labor standards?

A) By performing due diligence
B) By including language in the contract
C) By setting this expectation up-front
D) By acquiring the supplier



5. Which strategy best positions an organization to handle the departure of key leaders?

A) Partnering with a well-established executive search firm that specializes in placing high-potential leaders
B) Establishing an employee referral program that has a higher dollar amount for senior positions
C) Implementing an integrated succession management and leadership development program
D) Identifying potential leadership candidates to target for recruitment from comparable employers