What design structure allows an organization to capitalize on existing expertise across different departments as opposed to seeking external skilled resources?

• A. Matrix
• B. Divisional
• C. Functional
• D. Hollow

A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
The administrative employees complain that the new policy is unfair. What should the HRBP do?

• A. Invite administrative employees to discuss their concerns with HR.
• B. Tell the administrative employees that they should document their grievances in writing so that HR can formally present their complaints to the company's senior leaders
• C. Conduct a salary review for administrative staff to ensure they are being paid competitively.
• D. Meet with administrative employees to address their concerns and explain the rationale behind the business decision.

Consider the chart below detailing the number of employees who participated in the training series stratified by organizational function.

Which of the following conclusions would be most appropriate to draw from the available data?

• A. The unconscious bias training was most effective among the teams with fewer employees.
• B. The strategy used to achieve the accounting specialists, participation rates should beduplicated for underperforming groups.
• C. The loan of thers are the likely root cause of the discriminatory behaviors and sentimentwithin the organization.
• D. Current and future DE&I programs and policies will likely benefit from stronger leadershipbuy-in.

What is the best idea that the CHRO should look into further?

• A. Highlight the bank,s affirmative action plan in the new employment brand.
• B. Ask several employees to each make a short video showing what diversity in the workplacemeans to them.
• C. Conduct a series of stay interviews to gather managers, views on diversity within the organization.
• D. Launch a quick diversity and inclusion project that can be used as the basis for the newemployment brand.