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NEW QUESTION # 120
The CHRO studies recent exit interviews and conducts a series of stay interviews that all point to a lack of management support. She is convinced that the managers would benefit from training but heard that the CEO does not want to spend money on training and development initiatives. What could the CHRO do to address the problems?
Answer: A
Explanation:
The CHRO displays the critical evaluation competency by using the data and insights she gained to build a business case. A business case that is well-researched and backed up by solid data has the best potential to convince the CEO to invest in the necessary training and development for his managers. Properly trained managers will have a positive impact on the company's operations.
A cost-efficient employee engagement initiative, one-on-one meetings, and literature for self-study can be quick fixes in the interim. However, they do not adequately address the manager's training needs.
NEW QUESTION # 121
An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Which action should the HR director take first to address the claim that other managers believe the training on the code of conduct policy was unclear?
Answer: C
Explanation:
* Feedback Collection: Implementing a survey allows HR to collect detailed feedback from managers on the training, identifying specific areas where clarity was lacking.
* Continuous Improvement: The survey results provide valuable insights that can be used to improve future training sessions, ensuring that they are more effective and aligned with the company's policies.
* Engagement: Engaging managers in the feedback process helps them feel involved and valued, increasing their commitment to the training program and its objectives.
* Targeted Actions: Based on the survey feedback, HR can take targeted actions to address any misunderstandings or gaps in the training, such as additional training sessions or clarifying communications.
References:
* SHRM, "Evaluating Training Effectiveness," available at SHRM.org.
* SHRM, "Collecting and Using Feedback to Improve Training Programs," available at SHRM.org.
NEW QUESTION # 122
How would you appeal to senior finance leadership and convince them of the importance of this program?
Answer: B
Explanation:
Senior leaders who are focused in finance are usually most interested in how much things will cost and what the return on investment will be. Furthermore, usually their time is short and valuable, so a more succinct delivery of this information is better.
NEW QUESTION # 123
An organization is experiencing an influx of administrative tasks and needs additional support on a short-term basis for four hours a day. Which is the best type of contingent worker for the role?
Answer: D
Explanation:
* Temporary Employees:
* Flexibility: Temporary employees provide the flexibility needed for short-term tasks and can be hired for specific periods or projects.
* Availability: They are readily available through staffing agencies and can quickly fill short-term needs.
NEW QUESTION # 124
In what type of interview would the following question MOST likely be asked? "Tell me about a time when your team failed to accomplish a goal. How did you lead your team to achieve the goal in the end?"
Answer: C
Explanation:
This question is asking how the interviewee handled a particular situation in the past. The idea behind a behavioral interview is that you can predict how a candidate will behave in the future based on how he behaved in the past. A stress interview aims to put a candidate on the defense to determine how he responds to pressure. In a case interview, a candidate is given a business problem and asked to solve it. An unstructured interview is characterized by casual, spontaneous, and open-ended questions.
NEW QUESTION # 125
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