What was HR’s position on risk historically?A nongovernmental organization (NGO) has recently reviewed a five-year community health program. The HR team has been tasked with analyzing trends and making recommendations about future expansion. Which of the following represents an analysis point where intercultural intelligence is considered?
| A |
The logistics for delivery and storage of medical supplies and the import laws for vaccines |
| B |
A synopsis of medical licensing requirements for the potential expansion areas |
| C |
How family and community leadership dynamics influence access to health services and education |
| D |
The average travel distance required by expectant mothers to reach a clinical facility |
The HR function wants to spend more time attracting and retaining talented employees. To do this, HR wants to outsource the payroll function. What justification should HR present to the CEO in support of an outsourcing recommendation?
| A |
Payroll is a specialized task that is not central to the organization’s strategic plans |
| B |
The outsourcing firm’s compensation can be set up on a shared risk/shared reward basis |
| C |
Payroll outsourcing will save the firm money and require minimal communication with the vendor |
| D |
Effective implementation of payroll outsourcing will not require staff approval or involvement |
What is the first stage of risk management?
| A |
Coordinate activities to control risks that arise |
| B |
Identify where the organization stands regarding risk |
| C |
Manage foreseeable risks |
| D |
Assume maximum risk to determine tolerability |
A Gantt chart, also known as a horizontal bar chart, a milestone chart, or an activity chart, plots activities against
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What was HR’s position on risk historically?
| A |
It focused on health, safety, and security |
| B |
It was risk-seeking |
| C |
It was proactive to address issues before they occurred |
| D |
It focused on evaluation |
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What is the last phase in the global assignment process? |
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