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質問 # 142
Under the Patient Protection and Affordable Care Act (PPACA), an employer may utilize the look-back measurement method to determine
正解：B
解説：
The look-back measurement period is a method of determining eligibility for coverage. The employer looks at a defined period of time that the employee has worked and averages the weekly hours. If the average is 30 hours or more per week the employee would likely be eligible for coverage.
質問 # 143
Which is the best example of using strategic management to create a competitive advantage?
正解：B
解説：
Understanding Strategic Management:
* Strategic management involves the formulation and implementation of major goals and initiatives taken by an organization's top management on behalf of owners.
* It is based on the consideration of resources and an assessment of the internal and external environments in which the organization competes.
* Creating Competitive Advantage:
* Competitive advantage refers to factors that allow a company to produce goods or services better or more cheaply than its rivals. These factors enable the productive entity to generate more sales or superior margins compared to its market rivals.
* Analyzing Each Option:
* Option A: Retaining compensation records for analytical purposes
* While important for maintaining data and potentially improving compensation strategies, this action does not directly create a competitive advantage.
* Option B: Providing safety training to all employees
* Safety training is critical for compliance and employee well-being but does not inherently create a competitive advantage.
* Option C: Eliminating work processes that do not add value to the end customer
* This directly impacts operational efficiency and effectiveness. By removing non-value-added activities, the organization can streamline operations, reduce costs, and improve customer satisfaction, thus creating a competitive advantage.
* Option D: Enforcing a workplace flexibility policy to help employees achieve work/life balance
* While this can improve employee satisfaction and retention, it is more about internal employee relations than creating a direct competitive advantage in the market.
* Explanation of the Best Choice:
* Eliminating Non-Value-Added Processes:
* This approach aligns with Lean management principles, which aim to maximize customer value while minimizing waste.
* By focusing on activities that add value to the customer, the organization can become more efficient, reduce costs, improve product quality, and enhance customer satisfaction.
* This strategic focus on value-added processes helps in creating a leaner, more agile organization that can respond quickly to market changes and customer needs.
* Supporting SHRM Competency:
* Business Acumen: This decision demonstrates a deep understanding of how the business operates and how to improve its performance.
* Consultation: Involves consulting with various stakeholders to identify and eliminate inefficiencies.
* References:
* SHRM guidelines on strategic management and competitive advantage.
* Lean management principles and their application in creating competitive advantages.
質問 # 144
A group of seven managers is meeting to discuss restructuring the geographic areas that their sales teams support. They make a list of factors that will support the restructure as well as a list of what might hinder it. They then rate each factor depending on its importance.
What kind of decision-making tool are they using?
正解：D
解説：
The managers are conducting a force-field analysis and identifying factors that help and hinder the proposed restructure. As a result, the team can determine which possibilities they should pursue further and which ones to stay away from.
質問 # 145
What is a feature of an asynchronous learning environment?
正解：C
解説：
E-learning, which is learning conducted via electronic media, can be either synchronous or asynchronous. Asynchronous learning means that employees can access the material anytime and anywhere. With synchronous learning. employees go through the training material at the same time and communicate with each other in real time.
質問 # 146
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.
If the HR director does secure a salary raise for the machine operators, how should the HR director assess whether it is effective in dealing with the machine operator recruitment and retention problem?
正解：B
解説：
* Objective Measurement: Comparing turnover statistics before and after the salary raise provides an objective measure of the impact of the raise on retention.
* Clear Data Analysis: This comparison allows for a clear analysis of whether the increase in salaries has led to a reduction in turnover, directly addressing the initial issue of high attrition.
* Performance Metrics: Turnover rates are a key performance metric for assessing the effectiveness of compensation strategies in retaining employees.
* Decision-Making: The data obtained from this analysis can inform future decisions regarding
* compensation and retention strategies, ensuring they are evidence-based and effective.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee retention and compensation strategy assessment
質問 # 147
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