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| Section | Weight | Objectives |
|---|---|---|
| HR Knowledge Domain: Workplace | Approx. 38% | - Risk Management - US Employment Law and Regulations - Corporate Social Responsibility - HR Technology and Data |
| Behavioral Competencies | - Relationship Management - Communication - Consultation - Critical Evaluation - Ethical Practice - Leadership and Navigation - Global and Cultural Effectiveness | |
| HR Knowledge Domain: People | Approx. 34% | - Talent Acquisition and Retention - Total Rewards - Learning and Development - HR Strategic Planning - Employee Engagement and Retention |
| HR Knowledge Domain: Organization | Approx. 28% | - Employee and Labor Relations - Organizational Effectiveness and Development - Structure of the HR Function - Workforce Management |
What is an ineffective approach for a supervisor to deliver feedback to a struggling employee?
Correct Answer: C 🗳️
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As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?
Correct Answer: B 🗳️
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Which is NOT a best practice for Form 1-9 retention?
Correct Answer: A 🗳️
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How should diversity and inclusion (D&I) strategies be put into effect?
Correct Answer: C 🗳️
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What could be the biggest advantage of having a remote workforce from a human resource perspective?
Correct Answer: A 🗳️
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