Free SHRM-SCP Exam Dumps Preview

Firms must be aware of goals other than short-term profit maximization. One area of concern should be social responsibility which is:

A HR manager is investigating reasons for job turnover among company employees moving from one job or department to another.

Which data collection method would provide the information without initiating interdepartmental conflict?

Which is a characteristic of an HRIS program that improves the value of an organization's data?

A small press organization is looking to increase its sustainability efforts . The organization lacks the ability to allocate large amounts of financial resources to sustainability and does not have the clout to drive major changes with overseas business partners.

Which option is the best way for the organization to increase sustainability?

The most accurate definition of an objective is?

What is the primary difference between direct costs and indirect costs in terms of training and development?

The least likely to be outsourced of the following HR activities is?

A HR manager of Terrain Inc., a personal goods retail company has to go on FMLA leave to care for her mother who suffered a fall. The HR manager asks a HR professional in the department to collaborate on

her behalf with a consultancy firm to provide recommendations to management on employee engagement.
The consultancy firm has conducted a focus group with 15% of support employees and 5% of line employees. The HR professional upon reviewing the firm's work believes the firm's method is insufficient to gather the full information needed to create an effective solution. The HR professional determines that a different data collection method is necessary.

The HR professional chooses to carry out a survey of all employees, proceeds to obtain the support of the CEO, CFO, and COO and makes a presentation to the senior executive team . The senior executive team approves the HR professional's initiative, the survey is carried out, and 85% of the employees respond to the survey. Impressed with the survey exercise, the CEO shares the survey results with the consultancy firm and requests that the firm works closely with the HR professional in the implementation phase.

The consultancy firm's associate who worked on the focus group received the news of the survey results with dismay and is unhappy about the firm's work being pushed aside and the survey being done without communicating with or involving the firm. The associate requires clarification from the HR professional.

How should the HR professional respond to this?

Cronnie is an accounting and finance manager who believes that the best way to motivate employees is to set goals that are slightly above the employees' reach and release them to find creative ways to achieve work responsibilities and accomplish set goals on their own.
According to the attribution theory, what will be the likely outcome?

A manager leads a team that is highly diverse. Two team members frequently argue vigorously in meetings about causes and solutions to problems. The manager thinks these exchanges are fueled by ethnic differences.

What should the team leader do?

Ann is a leader who believes firmly in the "carrot and stick" rule. She has dedicated 10% of her department's budget to reward employees that meet performance levels of 85% or higher.
Ann's leadership is most similar to what leadership style?

A company is consistently having trouble hiring designers in its creative department, a key unit within marketing that produces all the graphic and pictorial art deliverables for clients. After a couple of months, the recruiting team finds a strong candidate. The candidate requests working first as an independent contractor and then transitioning to permanent employment. After two weeks, work is going smoothly, and the creative unit manager is working with the HR manager to extend an employment offer. Company policy requires all new candidates must successfully pass a drug screen as a condition of employment, but when the candidate is tested, the candidate tests positive for marijuana. The HR manager questions the candidate, who states that the drug was used while he was on a consultancy job in a state where recreational use of marijuana is legal.

The senior executive team requests that the HR manager research industry leanings regarding hiring policies and drug use during personal time.

How should the HR manager gather the information?

The first step in developing a total rewards strategy is?

This type of HR audit focuses on the strengths and weaknesses of systems and processes to determine whether they align with HR functional goals and the overall organizational plan:

A top performer routinely arrives late to work. When questioned, rather than providing an explanation, she just says that she'll take a shorter lunch hour. Because of her performance, her manager allows this behavior to continue.

Which risk does the manager take by failing to apply policy consistently?

A strategy:

An HR director is tasked with building a market-based pay structure for the company.
After gathering the background information needed for project success, which is the next step?

A start-up company specializing in technology is acquired by a larger international organization located in a foreign country. Following the acquisition, a manager from the international company schedules a virtual social hour so employees on the manager's team can bond outside of work hours. During the virtual social hour, employees from the start-up experience difficulties understanding the international employees due to language barriers. An employee from the start-up writes an inappropriate comment making fun of how the international employees speak intending to send it to a co-worker but accidentally sends the message to the whole team. The manager reports the employee's behavior to an HR specialist, who documents the incident. A few weeks later the HR specialist receives an email from the employee who sent the message indicating that the employee's manager is acting hostile toward the employee, and the employee's manager mentioned that the international company should never have acquired the start-up.

The HR specialist is concerned the manager's negative comment about the acquisition will lead to other employees having negative opinions about the acquisition.

Which action should the HR specialist take to address this concern?

An example of ___________ occurs when a firm changes its corporate portfolio by acquiring firms and reconfiguring their assets.

The grapevine in an organization should be:

A HR manager of Terrain Inc., a personal goods retail company has to go on FMLA leave to care for her mother who suffered a fall. The HR manager asks a HR professional in the department to collaborate on her behalf with a consultancy firm to provide recommendations to management on employee engagement.
The consultancy firm has conducted a focus group with 15% of support employees and 5% of line employees. The HR professional upon reviewing the firm's work believes the firm's method is insufficient to gather the full information needed to create an effective solution. The HR professional determines that a different data collection method is necessary.

The HR professional chooses to carry out a survey of all employees, proceeds to obtain the support of the CEO, CFO, and COO and makes a presentation to the senior executive team . The senior executive team approves the HR professional's initiative, the survey is carried out, and 85% of the employees respond to the survey. Impressed with the survey exercise, the CEO shares the survey results with the consultancy firm and requests that the firm works closely with the HR professional in the implementation phase.

The HR professional is creating and compiling the questions for the upcoming employee engagement survey for next year.

How best can she determine the most effective survey questions?

Determining trainees' knowledge gaps, course content, and training instructors are covered in?

The HR director and the CEO of an e-commerce company with 330 employees each receive a similar email from an unrecognizable address. The letter is from an anonymous discontented employee. In the letter, the employees accuses the Chief Financial Officer (CFO) of the company of financial fraudulent practices including using accounting loopholes to hide hundreds of thousands of dollars of bad debt, while simultaneously inflating the company's earnings.

The anonymous email also accuses the CFO of intimidation, retaliation, and virulently attacking senior managers in front of junior colleagues. The email further states that the employee has taken great effort to remain anonymous because of a fear of retaliation, which may lead to termination for spurious reasons.

The email states that HR is improperly chummy with the CFO and has never been able to conduct an independent workplace investigation free of prejudice.

Which action should the HR director take to best ensure that company leadership understand and act in accordance with the company's expectations of its executives?

When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?

The central purpose of the balanced scorecard is to;

In an exit interview by a third party consultant, the Head of Operations stated that he resigned because the executives punished him for using the company credit card by instituting an ethical inquiry even when he offered to pay the sum back to have the record expunged from his employment record. He said his offer was refused despite the fact that something similar had happened to the Head of HR and the record was expunged when she only paid half of what she spent. He hinted that this happened because HR is responsible for administering fringe benefits.
This is an example of which of the following?

A global company concerned with consistency among locations will likely use this approach to goal-setting.

The marketing department at a large financial services company chooses five high-performing staff members every year to receive a performance award, which includes a monetary reward and recognition at an end-of-year meeting. Employees are chosen by managers in the marketing department. Each manager nominates two direct reports, and then all managers meet as a group to discuss nominees until a consensus is reached. The names of the winners are given to HR for final approval. The marketing department is preparing to begin this year's nomination process. There have been repeat winners in each of the last three years. A marketing employee files a complaint with the HR director about favoritism in the award process. Additionally, the employee points out that newer employees rarely win the award, which lowers their morale. New employees tend not to win because they spend a couple of years training and shadowing experienced employees before receiving tasks to perform independently.

After the nominations are submitted to HR, a product manager asks the HR director not to approve a nominee who recently insulted the manager during an argument.

Which action should the HR director take?

The law that protects whistleblowers and also requires notice requirement for plan administrators of ERISA-covered plans is?

A global organization has an ongoing problem retaining employees due to high turnover across sites.
Executive leadership tasks the HR director with assessing the reasons for high turnover. However, hiring
new employees takes precedence; therefore, the assessment identifying the reasons behind turnover was
delayed. Upon completion, the assessment reveals that job abandonment, disciplinary terminations, and resigning without notice are the primary issues. Managers are terminating employees consistent with the organization's disciplinary policy for high-severity offenses, but employees who commit low-severity offenses are subjectively and ambiguously terminated without considering opportunities for improvement.
Negative perceptions of employee culture have increased as a direct result of the way terminations are being handled, causing tense employee relations and increased job abandonment. The HR director must determine what actions to take regarding the primary issue of turnover, as well as how to address and improve employee perceptions of the organization.

The executive leadership team is developing an intervention with the goal of improving employee culture.
However, different sites may have very different norms and practices based on where they are located.

Which should the HR director do to promote the effectiveness of the intervention across the organization's different sites?

If the primary goal of the dispute resolution system is putting pressure on negotiators to settle and guaranteeing a solution, then ____________ is best.

Which means of gathering external intelligence best mitigates the risk of losing top executives to competitors?

Which of the following is the most accurate warning sign of a possibility of workplace violence?

According to Blake Mouton managerial theory, a manager who delegates all tasks and does not exercise any authority over the team is what kind of manager?

What must HR practitioners include in their focus in order to be a strategic partner?

A HR manager is investigating reasons for job turnover among company employees moving from one job or department to another.

Which data collection method would provide the information without initiating interdepartmental conflict?

A __________ span of control refers to a structure with few employees reporting to the manager, while a ___________ span of control refers to a structure with many employees reporting to a supervisor:

A HR structure where headquarters HR is staffed with specialists who craft policies, and the policies are implemented by generalists at all locations/divisions:

The Chuckle Corporation is heavily involved in working with lawmakers and lawmaking bodies to gain support for its business initiatives and to canvass for specific services.

What is the strategic advantage of the Chuckle Corporation's efforts?

What do managerial judgment forecasts, trend analysis, Delphi technique, ratio analysis, and turnover analysis help predict?

"It was a union member who filed the ULP we are currently grappling with - this validates my premise that it is always union members who file ULPs". This statement best describes:

A small organization recently hired a new CEO with a strong marketing background. The CEO establishes a new sales approach focused on expanding business opportunities through the creation of new products, which will be marketed and sold by the sales force. The CEO believes her effectiveness is impaired by having too many direct reports. The CEO meets with the CFO and HR director. They decide to reduce the

CEO's number of direct reports to those most relevant to the CEO's vision for the organization. The remaining employees are reassigned to the CFO who already oversees a team of three. This change allows the CEO to more effectively focus on the vision HR releases a memo informing employees of the change in reporting structure.

The CFO proposes a plan to improve process efficiency within the organization and asks the HR director to implement it. Some employees dislike the plan and refuse to follow it.

What should the HR director do?

When Thaddeus started his repair shop his business plan included ____________ that showed the relationship among employees in his organization and the lines of authority and responsibility.

The HR Director appears unfazed at a union's threat of a strike.

Which of the following is the best reason why?

"Even though there is an over-arching HR strategy, it is debilitating to the company to keep having independent HR functions in our product units because it is cost-intensive and has led to variations in HR practices in the organization".
The speaker is most likely referring to__________?

The HR director and the CEO of an e-commerce company with 330 employees each receive a similar email from an unrecognizable address. The letter is from an anonymous discontented employee. In the letter, the employees accuses the Chief Financial Officer (CFO) of the company of financial fraudulent practices including using accounting loopholes to hide hundreds of thousands of dollars of bad debt, while simultaneously inflating the company's earnings.

The anonymous email also accuses the CFO of intimidation, retaliation, and virulently attacking senior managers in front of junior colleagues. The email further states that the employee has taken great effort to remain anonymous because of a fear of retaliation, which may lead to termination for spurious reasons.
The email states that HR is improperly chummy with the CFO and has never been able to conduct an independent workplace investigation free of prejudice.

Which first step should the HR director take to handle the allegations in the email?

An analysis of the external environment requires the Prep firm to identify its:

The executive team is divided on whether the company should merge with a competitor . This has created a division in leadership that has become intractable. The Board of Directors (BOD) have decided that the effective way to resolve the several conflicts in leadership is to focus on separating the people from the problem, separating the core issues from the overlaying issues, resolve the overlaying issues and then focus on resolving the core issue that will be resolved by alternative solutions.

What form of alternative dispute resolution has the BOD decided on?

What is the most effective way for HR professionals to align organizational effectiveness and development (OED) with organizational goals?

The principal step in strategic planning for an international business is:

In conversation outside work, a manager in another function describes secondhand reports about the marital problems of an employee in that area.
The HR professional should?

This type of hybrid organizational structure combines departmentalization by division and function to gain the benefits of both with a dual chain of command:

What is meant by a fiduciary duty or obligation?

The strategy of the Terse firm in its home country is an innovative culture that creates cutting-edge products. The Terse firm has decided to operate in international markets (host countries) in much the same way as it does in the home country, it is described as being:

Which HR strategy should have the greatest impact on promoting a culture that embraces corporate social responsibility (CSR) and corporate philanthropy?

HR must create a training that will enable employees find information and guidance on how to respond to compliance and ethical issues.

Which training approach will be most effective?

What is the most accurate description of risk?

A team is assembled to streamline the organization's current HRIS processes. The HR generalist is asked by the HR director to map departments' current recruitment and onboarding processes to ensure the HRIS can be updated to better meet organizational needs. A few months into the project, a team member who is responsible for testing the HRIS unexpectedly takes leave for several weeks. The HR generalist is asked by the HR director to assume the responsibilities of the team member and lead the testing of the HRIS.
Additionally, the organization is currently laying off a large percentage of its workforce, and the HR generalist has responsibilities associated with those layoffs. The HR generalist begins to feel overwhelmed.

The HR generalist plans to meet with several employees to gather information about how they use the HRIS. However, due to ongoing layoffs, the employees are hesitant to provide information to the HR generalist because they fear it will lead to their replacement.

Which action should the HR generalist take?

An agricultural enterprise has received several employee complaints about the excessively hot and humid conditions in which they work. Reports of workplace violence have also been made, particularly in the summer.
Under what standard will OSHA handle these complaints?

A local, family-owned hardware company has multiple stores throughout a midsize city. Recently, the HR manager for the hardware company was informed by the CEO that a large, publicly traded organization is acquiring the family-owned business. As a result of the acquisition, the HR manager will soon be instructed to lay off employees at various locations. In addition to telling the HR manager, the CEO also informs the store managers at each location. The CEO plans to announce the acquisition at a companywide meeting, but news of the acquisition has already leaked to employees who now feel betrayed by the lack of communication. Store managers are already complaining that employees are engaging in counterproductive work behaviors like showing up late to work, leaving store shelves unorganized, and acting disrespectfully to store managers. The HR manager is concerned about these behaviors since the acquisition will not formally take place for another six months.

The large, publicly traded organization employs workers from very diverse backgrounds.

Which action should the HR manager take to prepare employees for working with others from diverse backgrounds?

A team manager at a large consulting firm expresses concerns to the team director and HR manager that turnover among junior-level staff is high. The loss of junior-level staff is impacting the ability of senior staff to efficiently and effectively meet client needs. As a result, senior staff are hesitant to take on new projects, impacting the firm's overall revenue. The team director asks the senior staff their opinions as to why turnover among junior-level staff is so high. Senior staff agree the primary reason is that junior-level staff are underpaid. To mitigate this issue, the team director suggests to the HR manager that junior-level staff be paid retention bonuses after their first, second, and third years of employment. The team director asks the HR manager's opinion as to whether this is likely to be an effective solution and how a new bonus system would influence overall organizational functioning.

A review of engagement surveys indicates junior-level staff report low levels of satisfaction with work/life balance.

How should the HR manager use this data?

According to Edgar Schein, implicit culture represents the innermost layer of culture. This layer involves:

In the Derulic plant, supervisors realize that their employees tend to produce optimally when under passive leadership. Therefore, a relationship has evolved between the employees and the supervisors where the employees maintain high production while the supervisor respects the norms of the employee informal culture.
This is an example of?

Professional online networks, social networks, and college alumni websites are examples of which of the following hiring mediums?

Which is an example of a risk management strategy of mitigation?

The international strategy of the Terse corporation is based on the idea of a shared vision, efficiency, and effective global coordination, but also endeavors to ensure adequate market adaptation or local responsiveness?

A team manager at a large consulting firm expresses concerns to the team director and HR manager that turnover among junior-level staff is high. The loss of junior-level staff is impacting the ability of senior staff to efficiently and effectively meet client needs. As a result, senior staff are hesitant to take on new projects, impacting the firm's overall revenue. The team director asks the senior staff their opinions as to why turnover among junior-level staff is so high. Senior staff agree the primary reason is that junior-level staff are underpaid. To mitigate this issue, the team director suggests to the HR manager that junior-level staff be paid retention bonuses after their first, second, and third years of employment. The team director asks the HR manager's opinion as to whether this is likely to be an effective solution and how a new bonus system would influence overall organizational functioning.

The HR manager determines that implementing retention bonuses is likely to decrease junior-level staff turnover.

Which should the HR manager do to determine the potential effects of a new bonus system on overall organizational functioning?

Which of the following HR metrics is an indicator of productivity?

As VP of HR, you are helping your company's executive committee plan a highly experimental manufacturing process. It will be employing unusual nontraditional technology and work structure to produce an innovative product. There is a significant possibility that the venture will fail, however, if it is successful, the profits will be immense. Your company has manufactured a related product line for over 50
years using traditional methods.

With your knowledge of organizational culture, you suggest that:

After careful research, a company decides to expand its services into a new, growing market.

What is most likely to occur as result of this expansion?

An organization is facing a deadline on a contract with a major customer. HR is aware that an agreement with one of the unions representing employees is due for negotiation.

How might the organization's budget be affected?

What developmental activities can best help individuals understand their leadership behaviors?

The Board of Directors of the Derulic corporation has determined that an executive ethics officer role is necessary and has mandated that the role be filled within the quarter.
On what basis was this decision most likely made?

A small, family-owned transportation business is experiencing financial difficulties. Last year's revenue was much lower than expected, so the business is beginning to reduce its expenses. The business usually leases specialized equipment for all employees to make complicated transports more efficient, and these

make up about a quarter of each employee's transports. This year, only half of the employees will have access to this equipment. The couple that owns the business has several relatives working for the business, all of whom are given access to the specialized equipment. Other employees at the business have made anonymous complaints to the business's HR manager about this situation. They are concerned the lack of access to equipment will negatively affect their performance ratings. Supervisors make these ratings on several performance dimensions, including speed and quality of the transports as well as customer service. The ratings inform promotions and pay raises. Employees are also spreading rumors that the business will begin laying off employees soon and the relatives of the owners will be protected from losing their jobs. All these issues are leading to low employee engagement and morale. The HR manager, who is not related to the owners, needs to address the issues.

Which action should the HR manager take to ensure performance ratings are made fairly for all employees during upcoming performance reviews?

An HR manager wants employees to acquire the skills to respond appropriately to practical situations.

Which training style would be most effective?

Which of the following represents a ULP during the unionization process?

Which of the following statement best describes a major barrier to the successful implementation of human resource strategies?

A small organization does not have the time or resources to administer benefits, payroll, or personnel records programs.

Which flexible staffing alternative is an option for them?

Which of the following HR activities should NOT be outsourced?

In which type of HR structure does each part of the organization control its own HR issues?

A disadvantage to a company's vertical integration aspiration is?

A car rental company is experiencing high turnover among assistant managers and many new assistant managers are not meeting performance expectations. This is causing the company to lose credibility among its customers. The current selection process for assistant managers involves a phone screen with a thirdparty company. During the phone screen, applicants are asked to talk about their work experience and to describe why they are interested in the position and working for the car rental company. All candidates who meet the minimum qualifications for the position and demonstrate enthusiasm for the role and the company are recommended by the third-party company to the branch manager for an in-person interview. Branch managers interview these candidates and have the freedom to develop and ask their own interview questions. Ultimately, the hiring decision is left to the particular manager 's judgment. Senior leadership asks the HR manager to review the selection procedures and provide recommendations for improving talent management.

Senior leadership at the company suggests to the HR manager that the hiring process should be more comprehensive so that candidates' cultural fit with the company can be determined.
Based on this input, which action taken by the HR manager would be most effective?

Majority of employees in the USA are employed based on the employment at-will doctrine. This means that an employer can terminate an employee at any time for any reason, except an illegal one.
A correct assumption on the employment at-will doctrine is?

An OED team wants to better understand the odds that a particular change can be implemented successfully.

What tool is designed to support this analysis?

The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization.

Which is the first step the directors should take?

Jane's retirement plan is funded by the employer. She has been promised that she will receive a specific monthly dollar amount at retirement. Her pension benefit is calculated based on a formula where her benefit is equal to 3 percent of her average salary for the last 5 years of employment multiplied by her total years of service. Jane's plan is a ____________

The evaluation level of learning characterizes changes in what?

Gwen just completed a training on transformational leadership.

What characteristic is considered to be representative of transformational leaders?

In a large oil and gas exploration and drilling company, a new department director is hired from another industry and appointed over one of the largest departments in the company. The department director quickly takes a strong interest in altering many of the HR practices in the department. One of the first things the new department director does is insist that all managers in the department be formally dressed each day, with those not adhering to the dress code being put on formal probation. Many of the managers in the department spend much of their day outdoors and the HR manager overseeing HR in the department thinks requiring them to dress formally each day is not practical. The HR manager, who reports to the HR VP, must work with the department director to implement and, as needed, adjust the
department director's plans.

The department director meets with the HR manager and makes suggestions for the HR strategic plan based on the department director's previous company. The department director insists that the suggestions be implemented. The HR manager knows the ideas will not work at this company.

What should the HR manager do?

_________ justice is the perceived fairness of process used to determine the distribution of rewards.

According to the Genetic Information Nondiscrimination Act___________?

Which dimensions of organizational structure are critical for an HR professional to consider when embarking on an organizational restructure?

A 500-employee manufacturing company has won a $4 million federal government contract and must produce 100,000 drones over the next three months. Presently, the production department runs three shifts and utilizes 150 skilled workers per shift. Normal production for the company is 80,000 drones per month. The manufacturer must maintain its current production and fulfill the new order. Currently, it has 30,000 drones in inventory. Because the company is a government contractor, it is required to:

An organization needs to prioritize disbursements for its risk management initiatives.

What would be the appropriate first step?

A car rental company is experiencing high turnover among assistant managers and many new assistant managers are not meeting performance expectations. This is causing the company to lose credibility among its customers. The current selection process for assistant managers involves a phone screen with a thirdparty company. During the phone screen, applicants are asked to talk about their work experience and to describe why they are interested in the position and working for the car rental company. All candidates who meet the minimum qualifications for the position and demonstrate enthusiasm for the role and the company are recommended by the third-party company to the branch manager for an in-person interview. Branch managers interview these candidates and have the freedom to develop and ask their own interview questions. Ultimately, the hiring decision is left to the particular manager 's judgment. Senior leadership asks the HR manager to review the selection procedures and provide recommendations for improving talent management.

The HR manager learns that customers' car reservations are incomplete because assistant managers are quitting and no one is taking the initiative to complete the work they had not finished.

Which action should the HR manager recommend to branch managers to resolve this?

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?

HR works with the executive leadership team to redesign the company's operational structure. HR brings on an external consultant to determine next steps.

What should be the consultant's initial recommendation to HR?

In one of the warehouses of a retail company, several international employees complain to HR that the warehouse manager has forbidden them from speaking in their native language in the workplace. The HR manager speaks with the warehouse manager, who says there have been several reports that the international employees only interact with each other and they have difficulty conversing with the local employees due to language barriers. The HR manager also learns that the international employees can speak the primary language used in the company well enough to understand instructions from their supervisors. Fortunately, there have been no incidents of safety issues where language has been a barrier between local and international employees. However, senior management believes there is a lack of

rapport between local and international employees and instructs the HR manager to resolve the issue.

Senior management asks the HR manager to investigate whether other warehouse locations face similar issues between local and international employees.

Which approach should the HR manager take to gather the most accurate information?

A global organization has an ongoing problem retaining employees due to high turnover across sites.
Executive leadership tasks the HR director with assessing the reasons for high turnover. However, hiring
new employees takes precedence; therefore, the assessment identifying the reasons behind turnover was
delayed. Upon completion, the assessment reveals that job abandonment, disciplinary terminations, and resigning without notice are the primary issues. Managers are terminating employees consistent with the organization's disciplinary policy for high-severity offenses, but employees who commit low-severity offenses are subjectively and ambiguously terminated without considering opportunities for improvement.
Negative perceptions of employee culture have increased as a direct result of the way terminations are being handled, causing tense employee relations and increased job abandonment. The HR director must determine what actions to take regarding the primary issue of turnover, as well as how to address and improve employee perceptions of the organization.

Feedback from employees reveals that the delay in completing the assessment made them feel as if management did not see the importance of the employee culture issues.

Which action should the HR director take to respond to employee feedback more effectively?

Which is an accurate description of an unfair labor practice?