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HRCI Senior Professional in Human Resources - International Sample Questions (Q36-Q41):

NEW QUESTION # 36
The ADDIE model outlines the components of which of the following?

• A. Manufacturing
• B. Instructional design
• C. Employee recruiting
• D. Leadership

Answer: B

Explanation:
The ADDIE model outlines the components of instructional design. The acronym stands for Analysis, Design, Development, Implementation, and Evaluation. These are the steps in the creation, execution, and evaluation of an effective training program. They are very similar to the steps in other quality management programs. Because evaluation is the final step, the ADDIE model indicates that improvement should be ongoing.

 

NEW QUESTION # 37
In the view of the Of fice of Federal Contract Compliance Programs, what is the best source for data related to employee race and ethnicity?

• A. Employer judgment
• B. Self-reporting
• C. Census forms
• D. Birth certif icates

Answer: B

Explanation:
The Of fice of Federal Contract Compliance Programs prefers that data related to employee race and ethnicity be generated by self-reporting. In other words, it is best if employees indicate their own race or ethnicity, as of ten happens during the hiring process. Self-reported data is more accurate and is less likely to be influenced by a desire to demonstrate diversity.

 

NEW QUESTION # 38
How far in advance of a planned union picketing must a representation petition be completed?

• A. 60 days
• B. 30 days
• C. 45 days
• D. 15 days

Answer: B

Explanation:
A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notif y that far in advance, but it is not necessary.

 

NEW QUESTION # 39
Which is a step that is NOT a part of the evidence-based decision-making (EBDM) process?

• A. Ask for factual feedback from stakeholders.
• B. Identif y and frame the situation.
• C. Gather evidence from internal and external sources.
• D. Consider the opinions of applicable subject matter experts (SMEs).

Answer: D

Explanation:
The evidence-based decision-making (EBDM) process is a concept that is based solely on research and facts, so thoughts and feelings, even from a subject matter expert (SME), are not generally factored in when making a management decision.

 

NEW QUESTION # 40
Since the vice president of HR has signif icant experience with leading change initiatives, the executive team asked him what they can expect from employees once this change initiative is rolled out. VVhat advice can he give?

• A. There is likely to be an initial increase in turnover.
• B. There is likely to be an initial decrease in customer satisfaction.
• C. There is likely to be an initial drop in performance.
• D. There is likely to be an initial lack of trust in leadership.

Answer: C

Explanation:
When change is introduced, there is likely to be some initial decline in performance, which is known as the "J curve." Employees of ten react to change with resistance and rejection. As a result, productivity declines. If the change initiative is managed well, then employees will come to accept the change, and performance will ideally increase above the initial level.

 

NEW QUESTION # 41
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