Exam (elaborations)
2024 SHRM-Post Test | Questions And Answers Latest {} A+ Graded | 100% Verified
- Course
- Institution
2024 SHRM-Post Test | Questions And Answers Latest {} A+ Graded | 100% Verified
[Show more]
Content preview
2024 SHRM-Post Test | Questions And Answers Latest {2024- 2025} A+ Graded | 100%Verified
Which is the most appropriate reason for an HR professional to create a business case? - To secure
budget and resources for a proposed project. Many organizations require their members to complete
business cases when requesting organizational resources in order to increase accountability. A business
case describes a problem to be solved, desired outcomes, the advantages and disadvantages of different
solutions, and what will be needed to implement the best solution.
What is the primary driver of aligning the HR business unit and functional area strategies to the
organizational strategy - Creating a line of sight between individual work and organizational results
Which solution would best resolve a growing problem with absenteeism - Administering the
organization's attendance policy consistently
Which activity is critical to ensure that strategy is implemented effectively - Feedback on strategic
initiatives are obtained on a regular basis from all parts of the organization
Contrary to policy, disciplinary actions taken by supervisors in the last year were not documented and
terminations within the past six months have not been reviewed. Which action should a new HR
manager take after learning about this situation? - Training supervisors and monitoring to ensure
compliance
A salesperson takes a personal phone call while a customer needs help. Which is the best approach the
supervisor should take when providing feedback to the salesperson? - Discuss the incident with the
salesperson immediately and in private, reminding them of policy on personal phone calls
Which activity best illustrates HR's strategic role in managing organizational risk? - HR conducts a
workshop with other functions to identify potential upside and downside risks under the workforce
management plan.HR's strategic role recognizes the potential for upside (opportunity) and downside
(threat) aspects of risk and approaches the task of identifying and planning for threats and opportunities
in an enterprise manner, involving internal HR customers. Focusing on past health and safety issues is
reactive and narrow in focus. HR cannot speak alone for the best way to manage risk in the organization.
,How has the sustainability movement changed organizations' relations with their stakeholders? - A
broader range of stakeholders is now considered, allowing for a more active role in shaping policies and
goals. Sustainability has expanded both who the significant stakeholders are and how the organization
interacts with them. Instead of just those with a direct financial stake in the organization, stakeholders
now also include those affecting or affected by an organization's social and environmental value.
Sustainability also expands the ways in which the organization interacts with its stakeholders, who now
play a more active role in helping it define and implement everything from individual projects to larger
corporate social responsibility strategy and goals.
The senior management team of a company with 400 employees announces that it will be hiring over
100 new employees during the next 12 months. The new employees will be located in the company
headquarters. The COO is in charge of the expansion and has asked the HR director for assistance with
this initiative.
The company headquarters is located in a somewhat small rural city. The nearest city with cultural
outlets and an airport is one hour away. The local school system is slightly above the state average in
terms of funding and graduation rates, as is the local community college. The local economy is based on
small business, farms, and manufacturing.
The wage base in this rural city is lower than that of the nearest larger city. The HR director is concerned
about the ability to attract new candidates. The new positions will be clerical/administrative, business
development, technical, and managerial. The HR director - Meet with the COO to discuss a
comprehensive talent acquisition strategy.
The senior management team of a company with 400 employees announces that it will be hiring over
100 new employees during the next 12 months. The new employees will be located in the company
headquarters. The COO is in charge of the expansion and has asked the HR director for assistance with
this initiative.
The company headquarters is located in a somewhat small rural city. The nearest city with cultural
outlets and an airport is one hour away. The local school system is slightly above the state average in
terms of funding and graduation rates, as is the local community college. The local economy is based on
small business, farms, and manufacturing.
The wage base in this rural city is lower than that of the nearest larger city. The HR director is concerned
about the ability to attract new candidates. The new positions will be clerical/administrative, business
development, technical, and managerial. The HR director - Hire a staffing agency to find people for these
out-of-market positions.
,The senior management team of a company with 400 employees announces that it will be hiring over
100 new employees during the next 12 months. The new employees will be located in the company
headquarters. The COO is in charge of the expansion and has asked the HR director for assistance with
this initiative.
The company headquarters is located in a somewhat small rural city. The nearest city with cultural
outlets and an airport is one hour away. The local school system is slightly above the state average in
terms of funding and graduation rates, as is the local community college. The local economy is based on
small business, farms, and manufacturing.
The wage base in this rural city is lower than that of the nearest larger city. The HR director is concerned
about the ability to attract new candidates. The new positions will be clerical/administrative, business
development, technical, and managerial. The HR director - Identify the open positions and skills needed,
use the HRIS to match skill sets of existing employees, and then analyze those employees' performance
evaluations.
The senior management team of a company with 400 employees announces that it will be hiring over
100 new employees during the next 12 months. The new employees will be located in the company
headquarters. The COO is in charge of the expansion and has asked the HR director for assistance with
this initiative.
The company headquarters is located in a somewhat small rural city. The nearest city with cultural
outlets and an airport is one hour away. The local school system is slightly above the state average in
terms of funding and graduation rates, as is the local community college. The local economy is based on
small business, farms, and manufacturing.
The wage base in this rural city is lower than that of the nearest larger city. The HR director is concerned
about the ability to attract new candidates. The new positions will be clerical/administrative, business
development, technical, and managerial. The HR director - Creating a formal career management plan
for high-potential employees that includes an individual development plan for each
A company is consistently having trouble hiring designers in its creative department, a critical team
within marketing that produces all the graphics and visual art deliverables for clients. After several
weeks, the recruiting team finds a strong candidate. The candidate requests working first as an
independent contractor and then transitioning to permanent employment. After two weeks, things are
going well, and the creative department manager is working with the HR manager to extend an
, employment offer. Company policy requires all new hire candidates to successfully pass a drug screen as
a condition of employment, but the candidate tests positive for marijuana. The HR manager questions
the candidate, who states that the drug was used only in a state where recreational use is legal.
The creative manager requests that the HR manager make an exception to the company policy and
allow the hiring process to continue. How - Explain to the creative manager that this is a long-standing
employment requirement.
A company is consistently having trouble hiring designers in its creative department, a critical team
within marketing that produces all the graphics and visual art deliverables for clients. After several
weeks, the recruiting team finds a strong candidate. The candidate requests working first as an
independent contractor and then transitioning to permanent employment. After two weeks, things are
going well, and the creative department manager is working with the HR manager to extend an
employment offer. Company policy requires all new hire candidates to successfully pass a drug screen as
a condition of employment, but the candidate tests positive for marijuana. The HR manager questions
the candidate, who states that the drug was used only in a state where recreational use is legal.
The CEO requests that the HR manager research industry trends regarding hiring policies and drug use
that takes place during personal t - Meet with the executive board to determine their specific goals for
this research regarding drug use during personal time.
A company is consistently having trouble hiring designers in its creative department, a critical team
within marketing that produces all the graphics and visual art deliverables for clients. After several
weeks, the recruiting team finds a strong candidate. The candidate requests working first as an
independent contractor and then transitioning to permanent employment. After two weeks, things are
going well, and the creative department manager is working with the HR manager to extend an
employment offer. Company policy requires all new hire candidates to successfully pass a drug screen as
a condition of employment, but the candidate tests positive for marijuana. The HR manager questions
the candidate, who states that the drug was used only in a state where recreational use is legal.
The creative manager asks the HR manager for help in recruiting designers since the department has
had difficulty finding qualified app - Collaborate with the creative manager on a social media recruiting
effort.
A manager has lost several staff members to a competitor in the last quarter but continues to meet her
team targets. Which type of report can HR share to ease this discomfort? - Key talent retention
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller oneclass. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $13.48. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
72042 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now