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Question 36

A CEO is searching for a solution to the increase in health insurance costs. Which benefit should the chief human resource officer suggest to help reduce the high expenses?

Options:

Health care plans

Employee assistance programs

Flexible sick leave

Wellness programs

Question 37

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?

Options:

Determine if the organization is liable for possible immigration violations of these workers.

Adopt a process to track worker movement across geographies in line with immigration and tax rules.

Alert leadership that the organization may be in violation of statutory compliance.

Push for the adoption of online platforms to better integrate data of the mobile workforce.

Question 38

A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives. When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.

While developing the performance appraisal system, several employees explain to the HR director that they largely work independently, making it difficult to provide ratings for others. What approach should the HR director propose to meet the needs of the company?

Options:

Restructure employees' work so that they work more collaboratively.

Ask managers to make ratings based on documentation and material provided by the individual employees.

Introduce more concrete performance criteria including the number of projects completed and client satisfaction ratings.

Design a new performance management system focused on the achievement of individual goals tied to organizational goals.

Answer:

Explanation:

Understanding Independent Work Structure:

Challenge: Employees work independently, making it difficult to rate each other.

Solution: Focus on individual performance rather than peer evaluations.

[Reference: According to SHRM, performance management systems should align with the organization's structure and work processes (SHRM, Performance Management: Concepts and Practices)., Individual Goals Tied to Organizational Goals:, Goal Alignment: Establish clear individual goals that directly contribute to the organization's objectives., Accountability: Employees are accountable for their own performance based on predefined criteria., Reference: SHRM highlights the importance of goal alignment in driving organizational success and employee accountability (SHRM, Setting Meaningful Performance Goals)., Performance Criteria:, Concrete Metrics: Include measurable criteria such as project completion rates, client satisfaction, and other relevant KPIs., Consistency: Ensure consistency in performance evaluations across the organization., Reference: Effective performance management systems use specific, measurable criteria to evaluate employee performance (SHRM, Developing Performance Standards)., Communication and Training:, Training: Provide training to managers and employees on the new performance management system., Communication: Clearly communicate the new system and its benefits to all employees., Reference: SHRM emphasizes the importance of communication and training in implementing new HR initiatives (SHRM, Effective Employee Communication)., References:, SHRM. (n.d.). Performance Management: Concepts and Practices. Society for Human Resource Management., SHRM. (n.d.). Setting Meaningful Performance Goals. Society for Human Resource Management., SHRM. (n.d.). Developing Performance Standards. Society for Human Resource Management., SHRM. (n.d.). Effective Employee Communication. Society for Human Resource Management., ]

Question 39

The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers’ salaries. This morning the firm’s CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.

Which action should the HR manager take first to respond to the incumbent manager's email?