QUESTION: 89

Your organization has created an affirmative action plan which includes an internal audit and reporting system. According to the Department of Labor there are four actions which should be included in the internal audit and reporting system to be effective. Which of the following is not one of the Department of Labor recommended actions for the internal audit and reporting system?

Require internal reporting on a schedule basis as to the degree to which equal employment opportunity and organizational objectives are attained.
Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced.
Post the findings of the internal audit and reporting system for all employees to review.
Review report resources with all levels of management.

Answer(s): C

Explanation:

The Department of Labor does not recommend that an organization shares the findings of the internal audit and reporting system with all employees, only management. Answer options B, A, and D are incorrect. They are parts of the Department of Labor's recommendations for the internal audit and reporting system.

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QUESTION: 90

Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role?

She'll only be involved in the organization's strategic planning efforts.
She won't be involved in the organization's strategic planning or change efforts.
Her organizational impact will be limited to identifying problems, creating policy initiatives, and launching HR programs.
Her organizational impact will be limited to promoting employee performance.

Answer(s): B

Explanation:

HR professionals who restrict themselves to just one quadrant of the HR Impact Model often limit their effectiveness as an HR Professional. In this instance, Sally won't contribute to strategic planning and change efforts.
Answer option A is incorrect. Sally won't be involved in the strategic planning efforts. Answer option D is incorrect. Sally's focus won't be on employee performance, but on policies. HR Professionals who focus on programs and processes promote employee performance. Answer option C is incorrect. HR Professionals should also be involved in the programs and processes quadrant of the HR Impact Model to help promote new programs and processes.

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QUESTION: 91

Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?

Focus group
Workshop
Pilot group
Brainstorming session

Answer(s): A

Explanation:

A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than members of the management. Answer option C is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups , often, are the control groups to determine how the software, training, or implementation will go in the rest of the organization.
Answer option B is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective. Workshops aren't usually led by a neutral moderator like in a focus group.
Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for software, products, services, or other solutions.

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QUESTION: 92

Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?

Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events.
Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.
Risk is a negative event that an organization must consider when adding new employees to grow a company.
Risk is an uncertain event or condition that can have a positive or negative effect on the goals of an organization.

Answer(s): A

Explanation:

Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business,
new employees can bring risk to the organization's operations, goals, and endeavors. Answer option D is incorrect. This is a correct definition of risk, but it does not address the human resource-related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse. Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.

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QUESTION: 89

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QUESTION: 90

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QUESTION: 91

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QUESTION: 92

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