A. Increase the retirement age
B. Provide lump sum payouts
C. Reduce benefit contributions
D. Terminate the plan
A. Supports traditional HR metrics
B. Measures the results of a process
C. Predicts future success
D. Reflects bottom line success
A. leverage prior year financial results
B. rollover the previous year's surplus
C. align spending with strategic objectives
D. utilize fewer resources to complete
A. The union dues are reasonable
B. Section 8(a) of the NLRB has been violated
C. The organization is a union shop
D. The employee's probationary period has been extended
A. 70%
B. 30%
C. 10%
D. 50%
A. Complete pre-employment background checks
B. Conduct a multiple-perspective threat assessment
C. Increase the number of security personnel
D. Review the workplace violence policy with employees annually
A. Calculate the success of job rotation programs
B. Analyze a vendor's literature against actual results
C. Assess a new program in one unit against current practices
D. Generate recruiting metrics pre and post-implementation
E. Measure the implementation timeframe of a new recruiting software
A. Developing plans for potential skill gaps
B. Analyzing information about turnover and recruitment
C. Ensuring retirement-eligible workers understand retirement options
D. Considering outsourcing and alternative staffing models
A. the worst-case scenario
B. emergency media communication
C. rapid data restoration
D. every possible contingency
A. Acquired skills are maintained over time
B. Demand for the training increases significantly
C. Performance appraisal scores improve from period to period
D. Trainees provide feedback that they enjoyed the training
E. Trainees apply it to the job context in which they work
