Explanation: Theaterstyle seating accommodates the largest number of people and also works well for various presentations. Classroomstyle seating is best if the employees will simply be facing the front of a room and listening to a speaker. Chevronstyle seating is best for a combination of activities that include video presentations and group interaction. Banquetstyle seating, in which groups of employees will be arranged at tables, is best for a training session with small group activities.

Explanation: For human resources departments, the first step in enterprise risk management is an audit. Enterprise risk management is a systematic assessment of the potential dangers to an organization, as well as the creation of a strategy to mitigate these dangers. A human resources audit looks for areas in which the business is at risk, whether because of suboptimal working conditions or noncompliance with regulations. Employee interviews may be a part of the audit. The purchase of insurance may be one consequence of an audit. Forecasting may only occur after the completion of an audit.

Explanation: A brownbag lunch is an example of bottomup communication. Bottomup communication is directed from employees to managers. It is important for employees to have a chance to share their ideas and problems with more senior officials. A brownbag lunch is an informal mealtime gathering of executives and lowerlevel employees. The other answer choices are forms of topdown communication, or communication directed from managers to lowerlevel employees.

Explanation: In cliff vesting, 100% must be vested after five years of employment. The other answer choices-two years, three years, and four years-are too low. It is certainly acceptable to vest 100% after these amounts of time, but the full five years are provided for this.

Explanation: Marcus Buckingham and Curt Coffman's First, Break All the Rules takes a positive approach to improving the situation for employees; terminating an employee would not necessarily create a positive situation. Instead, Buckingham and Coffman suggest that a human resources professional work on the steps provided in answer choices B, C, D, and E, which are creating goals, focusing on individual employee strengths, identifying employee KSAs, and locating the most advantageous work situation for employees.