Human Resources & Organizational Development Flashcards
7 cards from real CED practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Human Resources & Organizational Development flashcards as text
An executive director must reduce headcount by 15% due to budget cuts. Which approach best balances legal compliance with organizational culture?
Answer: Use a criteria-based reduction-in-force process reviewed by legal counsel
A documented, criteria-based RIF process minimizes legal exposure and demonstrates fairness, preserving organizational culture as much as possible.
Which leadership development approach produces the strongest transfer of learning back to the job?
Answer: Action learning projects tied to real organizational challenges
Action learning engages participants in solving real problems, creating direct application of new skills and the highest transfer of learning.
A staff survey reveals that 60% of employees feel their direct supervisors do not recognize their contributions. What is the executive director's most strategic response?
Answer: Implement recognition skills training for all people managers
Training people managers in recognition skills addresses the root cause—supervisor behavior—rather than compensating with workarounds.
Under Title VII of the Civil Rights Act, which situation most clearly constitutes a hostile work environment?
Answer: Repeated, severe sexual jokes directed at a specific employee that affect their work performance
A hostile work environment under Title VII requires conduct that is severe or pervasive, based on a protected characteristic, and affects work conditions.
What is the primary purpose of a competency framework in an organizational development context?
Answer: To align individual skills and behaviors with strategic organizational needs
Competency frameworks map the skills, behaviors, and attributes needed to drive organizational strategy, linking individual performance to mission.
An executive director wants to implement succession planning for key leadership roles. What is the correct first step?
Answer: Conduct a critical role analysis to identify positions most vulnerable to vacancy
Succession planning begins with identifying which roles are critical and most at risk, before selecting or developing potential successors.
Which compensation philosophy best attracts mission-driven talent to a nonprofit executive leadership team?
Answer: Offering competitive total compensation with transparent equity practices
Competitive total compensation paired with transparent, equitable pay practices attracts and retains senior talent while demonstrating organizational integrity.