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Many students who study using our platform have reported that a large number of the practice questions here are very similar to those that appear in real exams. View Courses
Many students who study using our platform have reported that a large number of the practice questions here are very similar to those that appear in real exams. View Courses
A company facing high first-year turnover wants to improve retention. What is the best initial HR action?
Correct Answer: B. Reviewing the onboarding process and early engagement strategies. The best initial HR response to high first-year turnover is to review and strengthen onboarding and early engagement processes. Early attrition often stems from poor integration, unclear expectations, or lack of social and managerial support during the first months. By evaluating onboarding programs, communication methods, and early performance feedback systems, HR can identify barriers that cause disengagement. Improved onboarding—featuring clear role expectations, mentorship, and cultural orientation—helps employees connect quickly with the organization, leading to higher satisfaction and stronger retention.
Why Other Options Are Incorrect:
A. Launching a global mentorship program: While mentorship supports engagement, it does not directly address structural onboarding deficiencies that cause early exits. Mentorship is effective once foundational orientation and role clarity are established.
C. Increasing entry-level pay scales: Compensation may attract applicants but rarely fixes root causes of early attrition such as poor fit, unclear roles, or lack of support. Retention is more influenced by culture and connection than initial pay.
D. Expanding internal job postings: Internal postings enhance career mobility but target existing employees, not new hires at risk of early turnover. This approach does not solve issues in onboarding, manager support, or new hire adaptation.
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