1. What is the best way to create an effective onboarding and assimilation process?
A) By asking the CEO to personally address the new employees on their first day
B) By using an informal program over several days to cover all required information
C) By providing new employees with a handbook to study on their first day
D) By ensuring that new hires understand expectations, are connected with coworkers, and receive feedback
2. An organization typically measures the engagement levels of new employees via survey on a monthly basis throughout the first year of employment. The surveys show that engagement levels drop precipitously from initial levels, with engagement dropping throughout the first three months and then stabilizing at an unacceptably low level. Which action can the organization take to best combat the issue?
A) Ask job candidates about engagement at previous jobs and hire only candidates that have better engagement tendencies.
B) Create a structured onboarding process that lasts through the first three months of employment.
C) Place employees on probation during the first three months of employment to ensure that they stay engaged.
D) Give the new hires a buddy to help them understand the organization during the first month of employment.
3. A number of new employees have left an organization after less than six months. Exit interviews indicate that these employees had trouble understanding the organizational culture despite standard interview processes encouraging the candidates to ask questions about the organization prior to final candidate selection. The organization is looking to improve engagement levels in new employees. Which action would best assist the organization in better informing candidates about the organizational culture prior to being hired?
A) Move job postings from Internet job boards to a company website featuring descriptions of the organization and testimonials from current employees.
B) Bring candidates in for meet-and-greet happy-hour sessions with high-performing, outgoing employees who will freely discuss their opinions of the company.
C) Use a recruiting firm to source and screen candidates, ensuring that only candidates that the organization believes will fit culturally are interviewed.
D) Move the interview process away from company locations to restaurants to put candidates at ease and encourage them to ask questions honestly.
4. In a learning culture, how should an HR director respond to a manager who wants to discipline an employee for failing to secure a new account using an unproven sales methodology?
A) Implement a recognition program to reinforce successful sales.
B) Restrict the employee's ability to use the methodology moving forward.
C) Issue a written warning to the employee, as it was up to the employee to deliver the new account.
D) Use the failure as a growth opportunity to reinforce employee learning, and acknowledge that failure is not wrong.
5. Which of the following drivers of employee engagement is consistent in workplaces globally?
A) Quality of the relationship between employee and manager
B) Job role that encompasses opportunities for professional and career growth
C) Pay structures that consistently lead the market compared to those of competitors
D) Confidence that career objectives can be met while advancing in the organization
Write a public review