5. HRCI- SPHR Employee Relations and Engagement (Qs & As)
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Course
PHR
Institution
PHR
5. HRCI- SPHR Employee Relations and
Engagement (Qs & As)
Which of the following should you recommend as a last step when building an
ADR process for your employer?
A. Establish formal complaint procedures.
B. Engage an ombudsman to help resolve disputes.
C. Allow disciplinary appeals to be...
5. HRCI- SPHR Employee Relations and
Engagement (Qs & As)
Which of the following should you recommend as a last step when building an
ADR process for your employer?
A. Establish formal complaint procedures.
B. Engage an ombudsman to help resolve disputes.
C. Allow disciplinary appeals to be assigned to a peer review panel.
D. Train supervisors to utilize open-door techniques for employee feedback.
Correct Answer-C. There are many tools HR may use to build an effective
alternative dispute resolution (ADR) process. A peer review panel may be an
effective way to fairly hear the grievances of employees, reducing the likelihood
of lawsuits.
The production manager has filed a complaint with you, the HR director. He is
upset that he was recently disciplined for failing to turn in his credit card
receipts and that his company credit card was consequently suspended. He
thinks the consequences were too extreme. This is the best example of which of
the following?
A. Distributive justice
B. Procedural justice
C. Discrimination
D. Lack of equity Correct Answer-A. Distributive justice addresses employees'
perceptions of fairness in the distribution of outcomes. In this case, the
production manager does not believe that the punishment is appropriate for the
offense.
Employee contractual rights may be which of the following?
A. Implied in an employee handbook or policies
, 5. HRCI- SPHR Employee Relations and
Engagement (Qs & As)
B. Entered into only by a senior executive
C. Terminated by either the employee or employer at any time, and for any
reason
D. Entered into by a formal, written agreement Correct Answer-A.
Contractual rights granted to employees can be entered into formally in writing
using tools such as employment contracts, separation agreements, and
collective bargaining agreements. However, courts have ruled that employee
contractual rights may also be implied in employee handbooks and policies that
create an expectation of continued employment or termination only for cause.
A separation agreement is a type of which of the following?
A. Risk management tool
B. Employment contract
C. Executive retention tool
D. All of the above Correct Answer-D. A separation agreement is a type of
employment contract that spells out the terms and conditions related to
employee or executive termination or separation. More often than not, it
includes some type of severance pay and, by signing the employee, exchanges
the right to sue the employer for a grievance.
While monitoring employee email is currently a legal practice, which of the
following risk management steps should an employer take prior to doing so?
A. Monitor work-related emails but not personal emails received on company
computers.
B. Monitor emails only if there are productivity concerns.
, 5. HRCI- SPHR Employee Relations and
Engagement (Qs & As)
C. Write clear policies that are reviewed by a labor attorney prior to
implementation.
D. Obtain signed releases from employees. Correct Answer-C. Federal and
state laws regarding workplace privacy concerns can vary significantly. For this
reason, HR should write clear policies that have been reviewed by the company
attorney prior to engaging in any workplace monitoring efforts.
In the middle of contract negotiations, the union representatives in the room
request a time-out to confer together. They are using which negotiation
technique?
A. Stalling
B. Brainstorming
C. Caucusing
D. Both A and B Correct Answer-C. The practice of caucusing by union
representatives can be used for several reasons. This includes when there may
be a disagreement between the union members that needs to be resolved
outside of the presence of the employer negotiator. It is also an effective tool to
control the pace of negotiations or to take a break if emotions begin to run high
at the bargaining table.
Which of the following can be accomplished with a robust employee attendance
strategy?
A. Reduced workers' compensation claims
B. Increased productivity
C. Improved retention
, 5. HRCI- SPHR Employee Relations and
Engagement (Qs & As)
D. All of the above Correct Answer-D. Senior HR professionals must build
effective attendance strategies that meet the needs of both the employer and
the employee. Efforts such as tracking attendance, understanding the cause of
absenteeism, and quantifying the costs of absenteeism can help HR build
response plans to the underlying reasons for attendance issues in the
workplace.
Which of the following is most important for a company evaluating employee
experiences?
A. Consistency
B. Averages
C. Trends
D. Historic comparisons Correct Answer-A. When it comes to the evaluation
of employee experiences at work, HR should look for consistency across all
employee demographics. Employees should not be having different experiences
in an organization with effective performance and behavioral standards.
Positive employee relations strategies must first and foremost focus on which of
the following?
A. The bottom line
B. The relationship between management and supervisors
C. The people
D. The customer Correct Answer-C. Positive employee relations strategies are
organizational efforts that focus first on the people. This focus allows for greater
engagement and trust, which in turn fosters productivity and customer service
quality.
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