Final Mixed Practice Set

Scenario A (questions F1–F3). Brightline Logistics, a 400-employee regional trucking company, has 28% annual turnover among its drivers, compared with an industry benchmark of 18%. Exit interviews mention unpredictable schedules and supervisors who "only talk to us when something goes wrong." The CEO wants HR to "fix turnover this year."

What should the HR manager do FIRST?

The data shows turnover is concentrated under four supervisors who rarely give feedback. What is the MOST effective intervention?

To show the CEO the business impact, HR should present:

Scenario B (questions F4–F6). A software company of 1,200 employees is acquiring a 150-person startup with a casual, flat culture and a generous unlimited-PTO policy. The acquirer has a structured, hierarchical culture and a traditional PTO accrual system.

During due diligence, HR's MOST important cultural task is to:

Key startup engineers are threatening to leave because of the PTO change. The BEST approach is to:

Integrating the two companies' benefits and HR policies is an example of which consultation activity?

A manager tells HR that an employee "seems depressed" and asks HR to require a psychological evaluation. The employee's performance and conduct are fine. What should HR advise?

Which leadership style is MOST appropriate for a highly skilled, motivated team working on a familiar task?

An HR director discovers that a payroll error has underpaid 40 non-exempt employees' overtime for six months. What should she do FIRST?

Which metric shows the percentage of candidates moving from one stage of the hiring process to the next?

A senior executive's administrative assistant tells HR that the executive regularly asks her to run personal errands during work hours. She's afraid to complain. What should HR do?

The BEST way to reduce rater bias in interviews is to:

Under Herzberg's theory, which is a motivator?

An organization's revenue is $50 million and it has 250 FTEs. Revenue per employee is:

An employee posts on a public social media site, criticizing the company's new scheduling policy and inviting co-workers to discuss it. Her manager wants her fired. What should HR advise?

In Kotter's model, which step comes right before anchoring changes in the culture?

Which statement about the 9-box grid is TRUE?

During a training needs analysis, managers say employees need "communication training." Survey data shows the real issue is unclear role expectations after a reorganization. What should HR recommend?

A cash balance plan is BEST described as:

A global company wants one engagement survey in all 12 countries where it operates. What is the MOST important consideration?

What is the purpose of a realistic job preview?

An employer with 35 employees must comply with which of these laws?

A respected manager confides to HR that he has been having an undisclosed romantic relationship with a direct report. Company policy requires disclosure. What should HR do?

Which is an example of a leading indicator?

An HR generalist is asked by a friend at another company for salary data from the generalist's employer to "benchmark." What should the generalist do?

A company pays above market at the start of its plan year so that it matches the market on average over the year. This is a:

In negotiation, knowing your best alternative if no agreement is reached refers to:

The CFO proposes cutting the entire training budget to meet a quarterly target. What is HR's BEST response?

Which approach to budgeting requires every expense to be justified from zero each period?

A newly promoted HR manager realizes a policy she wrote last year has been applied inconsistently across locations, possibly creating discrimination risk. What should she do?

Hofstede's power distance dimension describes:

What is the primary purpose of calibration sessions?

Which law requires an employer to send a pre-adverse action notice before rejecting an applicant based on a third-party background check report?

After a fatal workplace accident, what must the employer do regarding OSHA?

A union and employer reach an impasse in contract negotiations. What may the employer generally do?