An organization is looking to enhance its diversity, equity, and inclusion (DEI) efforts. Which of the following is the most effective approach to promoting DEI within the company?
a. Focus solely on hiring diverse candidates
b. Implement a mandatory annual diversity training session
c. Create e...
,SHRM EXAM PREP 2024-2025 WITHH
CORRECT ANSWERS
An organization is looking to enhance its diversity, equity, and inclusion (DEI)
efforts. Which of the following is the most effective approach to promoting DEI
within the company?
a. Focus solely on hiring diverse candidates
b. Implement a mandatory annual diversity training session
c. Create employee resource groups (ERGs)for underrepresented groups
d. Develop a comprehensive DEI strategy that includes leadership buy-in, training,
and accountability - answer-d. Develop a comprehensive DEI strategy that includes
leadership buy-in, training, and accountability is the most effective approach to
promoting DEI within an organization. While the other options can be components of
a DEI strategy, they do not address the issue holistically and may not produce long-
lasting change.
What is a key benefit of implementing a robust performance management system in
an organization?
a. reducing employee turnover
b. Ensuring employees are aware of company policies
c. Encouraging competition among team members
d. Streamlining the recruitment process - answer-a. reducing employee turnover
A robust performance management system helps employees understand their
goals, receive feedback, and develop their skills, which in turn leads to increased
job satisfaction and reduced employee turnover.
A company is experiencing low employee engagement levels. Which of the following
initiatives would most likely have a positive impact on employee engagement?
a. Increasing the frequency of performance reviews
b. Ensuring employees are aware of company policies
c. Encouraging competition among team members
d. Streamlining in the recruitment process - answer-c. Encouraging competition
among team members
Providing opportunities for employees to give feedback and contribute to decision-
making helps them feel valued and involved in the organization, which can lead to
higher engagement levels.
When developing a talent acquisition strategy, which of the following factors is most
critical for attracting top candidates?
a. The organization's reputation and employer brand
b. The size of the organization
c. The number of job openings
d. The location of the organization's headquarters - answer-a. The organization's
reputation and employer brand
The Organization's reputation and employer brand play a crucial role in attracting
top candidates, as job seekers are more likely to apply to and accept offers from
organization that are perceived as desirable places to work.
,A manager is having difficulty providing constructive feedback to an employee.
What is the best course of action for HR to support the manager?
a. Provide the manager with a script to use when giving feedback
b. Offer to give the feedback on the manager's behalf
c. Conduct a performance review for the employee without the manager's input
d. Train the manager in effective communication and feedback techniques - answer-
d. Train the manager in effective communication and feedback techniques
Training the manager in effective communication and feedback techniques will help
them develop the necessary skills to provide constructive feedback to their
employees, leading to improved employee performance and development.
When aligning HR strategy with the overall business strategy, which of the following
action is most important for HR to take?
a. Developing HR policies that strictly adhere to legal regulations
b. Ensuring that HR processes are efficient and cost-effective
c. Implementing HR practices that support and drive the organization's strategic
goals
d. Focusing solely on employee satisfaction and engagement - answer-c.
Implementing HR practices that support and drive the organization's strategic goals
aligning Hr strategy with the overall business strategy involves implementing HR
practices that support and drive the organization's strategic goals. While the other
options are important aspects of HR, they do not directly address alignment with
the business strategy.
Which of the following is a key component of a successful HR strategic?
a. A detailed budget for HR activities
b. A list of HR policies and procedures
c. An analysis of the organization's internal and external environment
d.A comprehensive employee handbook - answer-c. An analysis of the
organization's internal and external environment
An analysis of the organizations internal and external environment is a key
component of a successful HR strategic plan, as it helps identify strengths,
weaknesses, opportunities, and threats that can inform HR decision-making and
strategic priorities.
In the context of HR strategic planning, what is the primary purpose of conducting a
gap analysis?
a. To identify skills an competencies that employees need to develop
b. To determine the difference between current HR capabilities and desired future
capabilities
c. To asses the effectiveness of current HR policies and procedures
d. To analyze the organization's competitive position in the labor market - answer-b.
To determine the difference between current HR capabilities and desired future
capabilities
A gap analysis in HR strategic planning is used to determine the difference between
current HR capabilities and desired future capabilities. This helps identify areas for
improvement and informs the development of strategies to close the identified
gaps.
, Which of the following metrics is mot useful for evaluating the effectiveness of an
organizations talent acquisition strategy?
a. employee satisfaction ratings
b. the number of applicants per job opening
c. time to fill open positions
d. The percentage of employees who complete mandatory training - answer-c. time
to fill open positions
Time to fill open positions is a valuable metric for evaluation the effectiveness of an
organization's talent acquisition strategy, as it provides insight into how efficiently
the organization is attracting and hiring qualified candidates.
When developing an HR strategic plan, which of the following stakeholder groups
should be consulted to ensure alignment with the organization's overall strategy?
a. Competitors
b. Regulatory agencies
c. Senior Leadership
d. External consultants - answer-c. Senior Leadership
Consulting senior leadership is essential when developing an HR strategic plan to
ensure alignment with the organization's overall strategy. senior leaders can
provide valuable input on strategic priorities and direction, helping to shape HR
initiatives that support the achievement of business goals.
Which of the following is a primary advantage of using structured interviews during
the talent acquisition process?
a. They allow for more in-depth conversations with candidates
b. They increase the likelihood of hiring candidates who fit well with the company
culture
c. They reduce the potential for interview bias
d. They provide an opportunity to assess a candidates creativity - answer-c. They
reduce the potential for interview bias
Structured interviews, which use a consistent set of questions for all candidates,
help reduce the potential for interviewer bias by ensuring that all applicants are
evaluated using the same criteria
An organization is seeking to improve the diversity of its workforce. Which talent
acquisition strategy would be most effective in achieving this goal?
a. Focusing on recruiting from top-tier universities
b. Implementing an employee referral program.
c. Partnering with diverse professional associations and community organizations.
d. Offering higher starting salaries than competitors - answer-c. Partnering with
diverse professional associations and community organizations.
partnering with diverse professional associations and community organizations can
help an organization reach a broader pool of diverse candidates, thus increasing the
likelihood of improving workforce diversity.
In the context of talent acquisition, what is the primary purpose of conducting pre-
employment background checks?
a. To assess a candidates personality and fit with the company culture
b. To verify the accuracy of information provided by the candidate
c. To determine the candidate's salary expectations
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