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NEW QUESTION # 307
What is one advantage of a group interview?
Answer: C
Explanation:
In a group interview, one or several managers interview a number of job candidates. They can be conducted as either team interviews or panel interviews. The main advantage is that they reduce the time spent on the interview and candidate selection process.
NEW QUESTION # 308
An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.
The HRBP recognizes that internal clients are frustrated by the HRBP's inability to assist with issues. The HRBP is concerned internal clients are losing trust in the HR function. What should the HRBP do to address this, given that the HRBP is still trying to address the CHRO's poor communication?
Answer: C
Explanation:
* Client Relationship Management: Meeting with each client individually allows the HRBP to build stronger relationships and understand their specific needs and concerns. This personalized approach is essential for effective HR business partnering.
* Feedback Collection: By discussing with clients what improvements they would like to see, the HRBP can gather valuable feedback to inform future actions and demonstrate a commitment to addressing their issues.
* Improvement Plans: Understanding client expectations helps the HRBP develop targeted improvement plans that align with client needs, thereby restoring trust and credibility.
* Proactive Approach: This proactive approach shows that the HRBP is taking responsibility for the issues and is dedicated to improving the quality of HR services provided to clients.
References:
* SHRM, "Building Effective HR Business Partnerships," available at SHRM.org.
* SHRM, "Enhancing HR's Strategic Role Through Improved Communication," available at SHRM.org.
NEW QUESTION # 309
The VP of HR asks the new HR generalist to prepare a 30-day action plan and then meets with her for an initial development meeting. What should the HR generalist include in her action plan?
Answer: D
Explanation:
The HR generalist displays the relationship competency by focusing on getting to know the managers and department heads she will be supporting in her new position. To successfully support the locations, she needs to build strong relationships with the leaders and get to know them to build mutual trust. The meetings will also help her learn about the business and build her business acumen competency.
NEW QUESTION # 310
The exit interview comments have shown that employees feel overwhelmed and burnt out-this is causing employees to quit within their 90-day probationary period. What would be a possible solution human resources could take to reduce turnover?
Answer: A
Explanation:
Realistic job previews would give candidates a realistic glimpse into what the job would entail on a daily basis. It would encourage them to self-select out of the hiring process if they aren't a good fit rather than waiting until after they're hired.
NEW QUESTION # 311
The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?
Answer: B
Explanation:
* Personal Engagement:
* Building Relationships: Individual meetings help the new president build personal relationships with senior leaders, fostering trust and collaboration.
* Addressing Concerns: These meetings provide an opportunity for senior leaders to express their concerns and for the new president to address them directly.
NEW QUESTION # 312
......
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