A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher-paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.
The HR director feels that the executive team located in another country, does not understand the nuances of the local culture and the way the factory operates. What should the HR director do?

• A. Conduct cultural sensitivity training for everyone on the executive team.
• B. Record a webinar describing the aspects of the factor/ that the executive team needs to understand.
  C Email the executives inviting them to contact the HR director with any questions about the factory
• C. Prepare a report describing the aspects of the factory that the executive team needs to understand.

There are many critics of using personality assessments as part of the hiring process. Which of the following is the MOST valid concern that critics have expressed?

• A. Disparate impact-protected groups of people may be excluded from consideration based on their responses.
• B. Assessments may ask questions that would identify and exclude disabled individuals.
• C. Applicants can usually manipulate the results-they choose the option that the organizationwants to hear rather than how they feel.
• D. Assessments can pigeonhole applicants based solely on personality traits.

Which payment system disrupts the standard payroll cycle?

• A. Flexible earned wage access
• B. Pay advance programs
• C. Adaptable work arrangements
• D. Retirement account loan programs

In addition to adding in-person elements to the training, the HR team is also tasked with improving the virtual portion of the unconscious bias training. After analyzing the first iterations of the training, which of the following steps should come next?

• A. Implementing a pilot training prior to a companywide launch
• B. Developing effective and appropriate content to fill training sessions
• C. Designing an efficient delivery structure that is scheduled with respect to its participantswork responsibilities
• D. Evaluating the results of the first training through surveys and focus groups

The supervisor of the pregnant employee comes to the HR generalist with a request for a written warning. Despite multiple verbal warnings, the employee keeps using her cell phone during work time for personal text messaging and playing games. The HR generalist has also had several conversations with the employee about this. However, the HR generalist is sympathetic because the employee reminds her of herself when she was pregnant. She does not think that the employee should receive a written warning and consults with her supervisor, the VP of HR. What should the VP of HR do?

• A. Ask the HR generalist to prepare a written warning according to the manager,s request.
• B. Review the employee,s file to determine if there have been previous performancemanagement issues.
• C. Allow the HR generalist to deny the manager,s request for a written warning if she does notagree with it.
• D. Find out why the HR generalist does not agree with the written warning.