Exam Dumps VCE

Q77. A small technology company needs to design and create a marketing campaign for a new software product it plans to offer in three months. Which type of worker should the HR manager select for the project?

Q78. Who is most qualified to be assigned to a business development management trainee as a mentor?

Q79. During a workforce audit, an HR mobility leader discovers several expatriates who are not part of the organization’s global mobility program. Which is the first step the HR leader should take in response to this discovery?

Q80. What job evaluation approach should be used to determine the degree to which jobs being evaluated are composed of selected compensable factors?

Q81. A large retail company opens a distribution center directly across the street from a small competing firm’s distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor’s base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager analyze the impact of the pay increase on entry-level employees over the three-month period?

Q82. According to Ulrich, what is the primary intent of the business partner model?

Q83. A firm is experiencing an increase in behaviors that violate its code of ethics. Which recommendation should the VP of HR take first to reduce these incidents?

Q84. An HR director is hired to address the executive team’s concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company’s leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?

Q85. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants’ criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Considering the company’s rapid growth and desire to avoid any intellectual property theft, what would have been an effective way to structure the recruiting function to avoid the present difficulties?

Q86. The HR manager presents an attrition analysis to the executive leadership team and highlights training interventions and job rotations as action items to prevent high-performers from leaving the organization. What type of analysis is described?

Q87. What is the first step in recruitment content marketing on social media?

Q88. A start-up company specializing in technology is acquired by a larger international organization located in a foreign country. Following the acquisition, a manager from the international company schedules a virtual social hour so employees on the manager’s team can bond outside of work hours. During the virtual social hour, employees from the start-up experience difficulties understanding the international employees due to language barriers. An employee from the start-up writes an inappropriate comment making fun of how the international employees speak intending to send it to a co-worker but accidentally sends the message to the whole team. The manager reports the employee’s behavior to an HR specialist, who documents the incident. A few weeks later the HR specialist receives an email from the employee who sent the message indicating that the employee’s manager is acting hostile toward the employee, and the employee’s manager mentioned that the international company should never have acquired the start-up.
How should the HR specialist address the manager’s hostile behavior toward the employee?

Q89. Which is a strategic role of HR in merger & acquisition (M&A) due diligence?

Q90. A company wants to use artificial intelligence (AI) in its candidate selection process. Which next step should the HR director take to evaluate this decision?

Q91. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants’ criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
In addition to background checks, the HR director would like for the recruitment director to begin using evidence based selection tools. What would be the most effective way to do this, given that the company is growing rapidly?

Q92. The HR VP of a firm is leading an effort to implement a risk management plan and establishes an internal team to assess the risks involved in the event there is a disruption in the supply chain. What should be the team’s first step in confidently evaluating this risk?

Q93. Which company programs are most effective when developing succession plans?

Q94. The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?

Q95. Which process should the HR manager use to identify employees’ developmental needs and readiness for future roles?

Q96. A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company’s culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department’s outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?

Q97. Which element is fundamental to an inclusive global workplace?

Q98. A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

Q99. Which recruitment metric is determined by examining communication effectiveness, ability to motivate others, leadership ability, cultural fit, and an individual’s performance for two or three years?

Q100. An organization increased its workforce by 50% over the past six months, and 90% of the positions were filled by employees working remotely. Which action best supports the organization’s increased workforce?

Q101. At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.
Upon reviewing employee training records, the HR director finds that some managers disproportionately assign training and development opportunities to female employees over male employees. How should the HR director handle this?