Which best demonstrates the development phase of the employee life cycle? a. A high-potential employee is promoted to a leadership position and begins training her replacement. b. The employee gains access to information and tools required for the job and settles into the position. c. A manager and...
SHRM CP - 2022 | 50 Questions with 100% Correct
Answers & Rationale
Which best demonstrates the development phase of the employee life cycle?
a. A high-potential employee is promoted to a leadership position and begins training her
replacement.
b. The employee gains access to information and tools required for the job and settles into the
position.
c. A manager and an employee are working together to develop objectives and goals for the
employee to attain.
d. The employer-employee relationship is initiated when the employee begins onboarding and
orientation. Correct Answer: c. A manager and an employee are working together to develop
objectives and goals for the employee to attain.
Rationale:
With the development phase, HR and management typically work collaboratively with the
employee to develop performance objectives and goals in conjunction with performance
evaluation. The other choices are from the recruitment, integration, and transition phases of the
life cycle.
An organization has decided to use a random drug testing program for all current employees.
What should the organization do prior to implementing the program and testing employees?
a. Collect legal documentation from all employees verifying their willingness to participate in the
program.
b. Create standard documentation forms to use when dismissing employees following failed
tests.
c. Have all employees sign arbitration agreements to settle disputes over failed drug tests.
d. Verify that the proposed program complies with applicable local, state, and federal laws.
Correct Answer: d. Verify that the proposed program complies with applicable local, state, and
federal laws.
Rationale:
The organization must ensure that the testing program complies with all applicable federal, local,
and state laws. Depending on applicable laws, the organization may or may not need to collect
documentation from employees indicating their willingness to participate. Certain localities may
not allow automatic dismissal following a failed drug test, so creating documentation for an
automatic dismissal would not be an effective use of time or resources before checking with
applicable laws. Depending on the law, organizations may or may not be able to compel
employees to sign arbitration agreements.
Which factor contributes to the economic cost of diversity and inclusion efforts?
a. Potential for employee backlash
,b. Increased wages
c. Government regulation
d. Increased training Correct Answer: d. Increased training
Rationale:
As organizations become increasingly diverse, there may be increased training costs related to
cultural awareness, communication, and team building. Although poorly managed diversity and
inclusion efforts may lead to backlash, employee backlash is not a typical economic cost of
diversity and inclusion efforts. There is no evidence that government regulation increases the
cost of diversity and inclusion efforts, and government regulations do not require diversity and
inclusion initiatives. There is no evidence that diversity and inclusion require increasing the
wages of employees.
An organization fears that it has become less competitive. Which should an OED assessment of
this issue identify?
a. Needs that can be met by training
b. Internal and external factors that impact organizational success
c. Job tasks to be evaluated and modified
d. Development needs at individual employee levels Correct Answer: b. Internal and external
factors that impact organizational success
Rationale:
An OED intervention should help to identify the internal and external factors that affect the
corporation. While individual training and development needs may be identified or job tasks may
change as a result, the emphasis is on the organization as a whole.
What skill could most improve an HR function's ability to manage change?
a. Knowledge of current job descriptions
b. Understanding of strategic implications
c. Evaluation
d. Mastery of complex communication means Correct Answer: d. Mastery of complex
communication means
Rationale:
Managing change requires all of the skills listed, but proficiency in communication is most
important because it is key to involving the members of the organization in the change, engaging
their support of the change, and initiating conversations that can improve the change initiative
and increase employees' understanding of what is required for the success of the initiative.
Third-party contractors are best used for what types of activities?
a. Activities that do not require conformance
b. Activities that are not strategic
c. Activities that require few resources
, d. Activities that require HR strategy Correct Answer: b. Activities that are not strategic
Rationale:
HR activities that are not strategic but are resource-intensive or that require specialized expertise
are the best applications for using third-party contractors.
Which type of career development mobility provides meaningful career paths for professional
and technical workers whose preferences may be outside traditional management roles?
a. Job enrichment
b. Promotions
c. Dual career ladders
d. Job rotations and relocations Correct Answer: c. Dual career ladders
Rationale:
The question aligns with the most distinct characteristic of dual career ladders and lateral
movement/growth.
An organization is interested in beginning the process of creating an ethical environment. Who
has the most impact on the success of this process?
a. Organization's customers or constituents
b. Local community
c. Organization's employees
d. Organization's leaders Correct Answer: d. Organization's leaders
Rationale:
The process of creating an ethical environment must begin with the organization's leaders. It
must receive continuous reinforcement from leadership at all levels.
Which best describes the influence that training has on an organization's strategic diversity and
inclusion process?
a. Mandating compliance with governmental laws and regulations
b. Changing behaviors and attitudes in the organization
c. Ensuring that everyone in the organization understands diverse cultures
d. Creating awareness and helping develop knowledge and skills Correct Answer: d. Creating
awareness and helping develop knowledge and skills
Rationale:
Training cannot directly change behaviors and attitudes in an organization, nor can it teach
employees all about one another. What it can do is to create awareness and help develop
knowledge and skills. That, in turn, can gradually change individual behaviors within the
organization, thereby creating the necessary conditions for culture change.
What best describes an employee resource group?
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