Published - Fri, 03 Mar 2023
SHRM-CP Competencies Questions - Part 14
1. Which would be the best way for HR to address the anonymous complaint?
A) A. Identify the author who made the anonymous complaint, and then send an e-mail to the author with an update on the situation.
B) B. Inform the employee and the manager that a complaint has been lodged and that there will be an internal investigation.
C) C. Contact the training department to launch new training on the attendance policy for all employees to attend.
D) D. Determine that the senior leader made the best decision due to the mitigating circumstances, and inform all staff via the employee intranet.
2. What document is a formal statement describing a company’s principles and the business practices that support those principles?
A) Mission statement
B) Code of conduct
C) Employee handbook
D) Strategic plan
3. An organization developed a new code of conduct 18 months ago but recently discovered that employees are still not following its guidelines. What should the organization do to ensure that employees are following the guidelines?
A) Distribute written copies of the code of conduct to all employees and make them accessible in common areas such as break rooms.
B) Review key points of the code of conduct and ensure that employees understand it, and incorporate code of conduct training into new employee orientation.
C) Begin strictly enforcing the code of conduct and punishing employees who refuse to take the time to understand and comply with it.
D) Rewrite the code of conduct to bring it into closer alignment with the actions and views of the employees, so they do not violate it as often.
4. Refer to the following scenario for the next 3 questions. A recently promoted HR manager is transferred to a remote facility, due to several complaints of inappropriate behavior and favoritism between the plant manager and the former HR manager. The complaints range from allegations of an affair between the two to poor performance and stealing company property. The head office leaders are highly sensitive to creating an ethical culture and have asked that the new HR manager report back on any discovered issues with the plant manager. This makes the HR manager uncomfortable, because she is trying her best to balance developing a relationship with the plant manager with trying to complete the investigation. The new HR manager begins an investigation and learns that the plant manager believes two female employees in the accounting department reported the theft and the affair. When the HR manager speaks with these employees, they share the belief that they are being retaliated against. Although they were rated as above-average performers, they have been given only minimal wage increases. The investigation identified theft of a number of items by the plant manager. The items are not expensive, but their value is not minor. Additionally, it was learned that the plant manager is actively undermining the new HR manager's authority by telling all managers to ignore any HR recommendations. What action should the HR manager take in regard to the theft of the items by the plant manager?
A) A. Report this offense to head office leaders.
B) B. Ask the plant manager to return the items.
C) C. Immediately terminate the plant manager.
D) D. Ignore the incident given the low value of the stolen items.
5. The HR manager studies the performance reviews and wage increases for all employees and finds inconsistencies that support the accounting employees' claims of retaliation. Given the HR manager's knowledge of the plant manager's behavior, what is the appropriate next step for the HR manager to take?
A) A. Talk to the plant manager and recommend an immediate adjustment to the wages of the two people affected to avoid further problems.
B) B. Given the more serious issues with the plant manager, choose to treat the complaint as a lower priority and not deal with it immediately.
C) C. Inform the plant manager of the allegations and ask him to meet with HR and the employees to respond their statements
D) D. Review the process for setting wage increases for the accounting department with the company's controller.
A) A. Identify the author who made the anonymous complaint, and then send an e-mail to the author with an update on the situation.
B) B. Inform the employee and the manager that a complaint has been lodged and that there will be an internal investigation.
C) C. Contact the training department to launch new training on the attendance policy for all employees to attend.
D) D. Determine that the senior leader made the best decision due to the mitigating circumstances, and inform all staff via the employee intranet.
2. What document is a formal statement describing a company’s principles and the business practices that support those principles?
A) Mission statement
B) Code of conduct
C) Employee handbook
D) Strategic plan
3. An organization developed a new code of conduct 18 months ago but recently discovered that employees are still not following its guidelines. What should the organization do to ensure that employees are following the guidelines?
A) Distribute written copies of the code of conduct to all employees and make them accessible in common areas such as break rooms.
B) Review key points of the code of conduct and ensure that employees understand it, and incorporate code of conduct training into new employee orientation.
C) Begin strictly enforcing the code of conduct and punishing employees who refuse to take the time to understand and comply with it.
D) Rewrite the code of conduct to bring it into closer alignment with the actions and views of the employees, so they do not violate it as often.
4. Refer to the following scenario for the next 3 questions. A recently promoted HR manager is transferred to a remote facility, due to several complaints of inappropriate behavior and favoritism between the plant manager and the former HR manager. The complaints range from allegations of an affair between the two to poor performance and stealing company property. The head office leaders are highly sensitive to creating an ethical culture and have asked that the new HR manager report back on any discovered issues with the plant manager. This makes the HR manager uncomfortable, because she is trying her best to balance developing a relationship with the plant manager with trying to complete the investigation. The new HR manager begins an investigation and learns that the plant manager believes two female employees in the accounting department reported the theft and the affair. When the HR manager speaks with these employees, they share the belief that they are being retaliated against. Although they were rated as above-average performers, they have been given only minimal wage increases. The investigation identified theft of a number of items by the plant manager. The items are not expensive, but their value is not minor. Additionally, it was learned that the plant manager is actively undermining the new HR manager's authority by telling all managers to ignore any HR recommendations. What action should the HR manager take in regard to the theft of the items by the plant manager?
A) A. Report this offense to head office leaders.
B) B. Ask the plant manager to return the items.
C) C. Immediately terminate the plant manager.
D) D. Ignore the incident given the low value of the stolen items.
5. The HR manager studies the performance reviews and wage increases for all employees and finds inconsistencies that support the accounting employees' claims of retaliation. Given the HR manager's knowledge of the plant manager's behavior, what is the appropriate next step for the HR manager to take?
A) A. Talk to the plant manager and recommend an immediate adjustment to the wages of the two people affected to avoid further problems.
B) B. Given the more serious issues with the plant manager, choose to treat the complaint as a lower priority and not deal with it immediately.
C) C. Inform the plant manager of the allegations and ask him to meet with HR and the employees to respond their statements
D) D. Review the process for setting wage increases for the accounting department with the company's controller.
1. Right Answer: B
Explanation: B is the best response. Informing the involved parties of the pending investigation is appropriate and eliminates the potential perception of being surprised, while allowing HR to share some of the salient investigation protocol and the need for ongoing confidentiality. A is incorrect. It would be unethical to try to identify the anonymous employee. C is incorrect. Launching new training on the attendance policy prior to determining the value and effectiveness of the procedure is premature. D is incorrect. Communicating sensitive information is best done in the open and in person.
2. Right Answer: B
Explanation: A corporate code of conduct is a formal statement that describes a firm’s principles and the business practices that support those principles.
3. Right Answer: B
Explanation: It is not enough to simply create a code of conduct; the organization must ensure that employees understand key points. A good way to do this over a long-term period is to incorporate training on the code of conduct into new hire orientation. Rewriting the code to come into closer alignment with the employees' current actions may not sufficiently achieve the goals of the code. Strictly enforcing the code of conduct may not ensure that employees understand the code well enough to follow it. Distributing written copies of the code of conduct and making them accessible in break rooms may be too passive to address the problem.
4. Right Answer: A
Explanation: A is the best response. An ethical culture does not condone theft of any amount. The corporate head office has rightfully asked the HR manager to report issues to them as they arise. B is incorrect. The HR manager has been asked by corporate to report the illegal behaviors. C is incorrect. No decisions should be made until a conversation occurs with corporate and a proper investigation takes place. D is incorrect. Ignoring the incident is not an acceptable response. If the theft is not addressed, the plant manager has no reason to change behavior and violations of policy will continue.
5. Right Answer: D
Explanation: D is the best response. The HR manager is conducting a fact-based investigation to determine if there is validity to the claim before taking any action. A is incorrect. No changes should be made until an investigation is conducted. B is incorrect. These allegations cannot be dismissed. It is the HR manager's duty to investigate all claims of unfair treatment and retaliation. If the company does not respond appropriately, the accounting employees are more likely to take their complaint to an outside agency. C is incorrect. No comments such as this should be made until the results of the investigation are finalized.
Explanation: B is the best response. Informing the involved parties of the pending investigation is appropriate and eliminates the potential perception of being surprised, while allowing HR to share some of the salient investigation protocol and the need for ongoing confidentiality. A is incorrect. It would be unethical to try to identify the anonymous employee. C is incorrect. Launching new training on the attendance policy prior to determining the value and effectiveness of the procedure is premature. D is incorrect. Communicating sensitive information is best done in the open and in person.
2. Right Answer: B
Explanation: A corporate code of conduct is a formal statement that describes a firm’s principles and the business practices that support those principles.
3. Right Answer: B
Explanation: It is not enough to simply create a code of conduct; the organization must ensure that employees understand key points. A good way to do this over a long-term period is to incorporate training on the code of conduct into new hire orientation. Rewriting the code to come into closer alignment with the employees' current actions may not sufficiently achieve the goals of the code. Strictly enforcing the code of conduct may not ensure that employees understand the code well enough to follow it. Distributing written copies of the code of conduct and making them accessible in break rooms may be too passive to address the problem.
4. Right Answer: A
Explanation: A is the best response. An ethical culture does not condone theft of any amount. The corporate head office has rightfully asked the HR manager to report issues to them as they arise. B is incorrect. The HR manager has been asked by corporate to report the illegal behaviors. C is incorrect. No decisions should be made until a conversation occurs with corporate and a proper investigation takes place. D is incorrect. Ignoring the incident is not an acceptable response. If the theft is not addressed, the plant manager has no reason to change behavior and violations of policy will continue.
5. Right Answer: D
Explanation: D is the best response. The HR manager is conducting a fact-based investigation to determine if there is validity to the claim before taking any action. A is incorrect. No changes should be made until an investigation is conducted. B is incorrect. These allegations cannot be dismissed. It is the HR manager's duty to investigate all claims of unfair treatment and retaliation. If the company does not respond appropriately, the accounting employees are more likely to take their complaint to an outside agency. C is incorrect. No comments such as this should be made until the results of the investigation are finalized.
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