NEW LEAD TEST BOOTCAMP | LEAD NEW DUMPS FREE

New LEAD Test Bootcamp | LEAD New Dumps Free

New LEAD Test Bootcamp | LEAD New Dumps Free

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ISM LEAD Exam Syllabus Topics:

TopicDetails
Topic 1
  • People Development and Coaching: In this section, focus is on nurturing talent and fostering skills growth within the supply management team.
Topic 2
  • Risk and Compliance: This domain covers identifying, assessing, and mitigating potential threats while ensuring adherence to regulations in supply management.
Topic 3
  • Systems Capability and Technology: This domain covers developing talent and expanding skill sets among the supply management group members.
Topic 4
  • Strategy Development: This section covers creating and carrying out long-term supply management plans to meet organisational objectives.

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ISM Leadership and Transformation in Supply Management Sample Questions (Q95-Q100):

NEW QUESTION # 95
A supply management department has an upcoming audit of its procurement system. The department supervisor is conducting a pre-audit assessment to validate compliance with company policies and procedures. Which of the following is the FIRST step the supervisor should take?

  • A. Define the scope and objective of the review
  • B. Review all applicable policies and procedures
  • C. Conduct a survey of department personnel asking them to self-assess their level of compliance
  • D. Select a representative sample of transactions to review

Answer: A

Explanation:
The first step in conducting a pre-audit assessment is to define the scope and objective of the review. This involves clarifying what the audit will cover, the specific objectives to be achieved, and the criteria for evaluating compliance with company policies and procedures. Defining the scope and objectives provides a clear framework for the assessment, ensuring that the review is focused and effective.
Reference:
Sawyer, L. B., Dittenhofer, M. A., & Scheiner, J. H. (2003). Sawyer's Internal Auditing: The Practice of Modern Internal Auditing. The Institute of Internal Auditors.
Moeller, R. R. (2013). Executive's Guide to IT Governance: Improving Systems Processes with Service Management, COBIT, and ITIL. Wiley.


NEW QUESTION # 96
Which of the following refers to a list of functions and characteristics required for successful performance of a job?

  • A. Job design
  • B. Job description
  • C. Job specifications
  • D. Job analysis

Answer: C

Explanation:
Job specifications refer to a list of functions and characteristics required for successful performance of a job. This includes the necessary skills, qualifications, and experience needed to perform the job effectively. Leadership and transformation management documents often discuss the importance of clear job specifications in ensuring that employees have a clear understanding of what is expected of them and that the right candidates are selected for each role. By defining the specific requirements for a job, organizations can better match candidates to roles, leading to improved performance and job satisfaction. Reference in leadership literature emphasize the critical role of job specifications in talent management and organizational effectiveness.
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NEW QUESTION # 97
A company has a strict policy of limiting employee gifts from suppliers to no more than S25. An employee violates this policy by accepting an $80 ticket to a sporting event from a regular supplier. Given this situation, which of the following is the BEST course of action for this employee's supervisor to take?

  • A. Conduct face-to-face training with the employee on company policy
  • B. Deduct the S80 from the employee's paycheck
  • C. Dismiss the employee for violating company policy
  • D. Warn the supplier that its contract will be terminated if any such gift is given again

Answer: A

Explanation:
* Policy Violation: The employee violated the company's strict gift policy by accepting an $80 ticket, which exceeds the $25 limit.
* Appropriate Response: Conducting face-to-face training addresses the issue by educating the employee on the company's policies and the importance of adhering to them.
* Corrective Action: This approach allows for a constructive discussion, ensuring the employee understands the policy and the reasons behind it, which can prevent future violations.
* Proportional Response: While dismissal or other punitive measures may seem excessive for a first-time or minor infraction, training provides a balanced approach to correction and improvement.
* Reference: Human resource management best practices emphasize the importance of training and education in addressing policy violations, as discussed in resources like "Human Resource Management" by Gary Dessler and guidelines from the Society for Human Resource Management (SHRM).


NEW QUESTION # 98
A new buyer is hired, and over time the department supervisor notices the buyer's writing style is consistently unprofessional. To improve the buyer's written communications, the supervisor edits several of the buyer's memos, and returns them with a note as an example of how company communications should be written. However, this does not result in any changes in the buyer's writing style.
How should the supervisor rate the "written communication" portion of the buyer's performance review?

  • A. Acceptable; deficiencies addressed, but continual monitoring until annual review
  • B. Satisfactory; deficiency addressed and no additional or further review necessary
  • C. Unsatisfactory; performance improvement plan necessary
  • D. Needs improvement; course on business writing required

Answer: C

Explanation:
* Assessment of current performance: The supervisor's feedback has not resulted in improvement in the buyer's writing style.
* Performance evaluation criteria: Unprofessional writing is a significant issue, especially if the provided feedback has not led to any changes.
* Performance improvement plan: According to performance management principles, an unsatisfactory rating with a performance improvement plan is appropriate when initial corrective actions fail.
* Reference: "Performance Management: Key Strategies and Practical Guidelines" by Michael Armstrong discusses the necessity of performance improvement plans for consistent performance issues.


NEW QUESTION # 99
PQR, Inc., a company with operations in a single country, merges with a firm that has operations in ten countries. PQR's supply manager wants to be sure the combined firm continues to attract diverse talent across all international operations. The supply manager believes that contingent labor in particular will be critical over the next few years. Given this situation, which of the following is the BEST course of action for the supply manager to take?

  • A. Recommend a single managed service provider (MSP) who can manage all locations, after consultation with the human resources department
  • B. Perform a review of existing staffing contracts and projected future needs
  • C. Conduct a search to identify sources of global contingent labor expertise capable of managing the company's combined operations
  • D. Identify several critical countries and obtain contingent labor data projections over the next five years from government resources

Answer: C

Explanation:
* Global Operations: With operations in multiple countries, expertise in managing global contingent labor is crucial.
* Contingent Labor Management: Identifying a source with experience in global operations ensures that the company can effectively manage and attract diverse talent.
* Strategic Fit: A firm with the necessary expertise will align with the company's strategic needs for contingent labor across various international markets.
* Reference: Industry reports and best practices (e.g., from SHRM and WorldatWork) highlight the importance of specialized global labor management expertise in multinational operations.


NEW QUESTION # 100
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