A. recruiting and retaining talent.

B. reinforcing values and ethics.

C. becoming a compensation leader.

D. increasing job satisfaction.

A. forecast of human capital needs.

B. assessment of employee potential.

C. evaluation of annual performance.

D. internal promotion strategy.

A. Clear timeline

B. Demographic analysis

C. Needs assessment

D. Current job description

E. Adverse impact analysis

A. Golden parachute

B. Stock options

C. Signing bonuses

D. Customized benefits

A. Number of employees completing formal assessments

B. Percent of employees completing courses

C. Number of mentor-mentee relationships established

D. Percent of employees identified as high potentials

A. Analyze and interpret the implications of risk-aversion decisions.

B. Assess organizational structures for potential improvements.

C. Redesign the HR department's compliance management process.

D. Measure the cost and effectiveness of its products and services.

A. the ability to delegate assignments equally.

B. the willingness to view mistakes as learning opportunities.

C. rapid decisiveness with minimal input from others.

D. a focus on accepted methods and practices.

A. rate most employers in the area are paying.

B. federal wage and hour laws.

C. regional labor statistics indicator.

D. value of the position to the organization.

A. the availability of information for collection.

B. the purpose for which data would be used.

C. HR's role in data collection and/or analysis.

D. how to protect employee privacy.

A. Complete pre-employment background checks

B. Increase the number of security personnel

C. Conduct a multiple-perspective threat assessment

D. Review the workplace violence policy with employees annually

A. is aligned with business strategy and the organizational structure and culture.

B. supports administrative efficiency, organizational effectiveness, and a dynamic external environment.

C. creates innovative programs and responds directly to employee needs.

D. includes measures and levels, a communication strategy, and an implementation plan.

A. improve employee referral programs.

B. adopt principles and standards for external recruiting.

C. recruit applicants with more experience.

D. enhance employee engagement and retention.

A. educate employees in safe workplace design.

B. use OSHA-sponsored seminars and materials.

C. show examples of injuries that might occur.

D. apply the learning to the workplace.

A. Improve opportunities for achieving business goals

B. Strengthen customer loyalty and commitment

C. Realize cost savings and benefits

D. Reduce conflicting incentives