SHRM: Emp &L.relations -->Tech mgmt

Senior leadership at an organization has been alerted to an upcoming vote at a satellite location where employees will determine whether to adopt a union or not. A leader proposes offering a one-time bonus to employees who vote against the union to prevent the adoption effort from succeeding. How should HR react to the proposal?

• Inform the leader that this would be expensive and that it would be difficult to verify that those who claimed to vote no actually did.

  
  

• Ask the leader what type of budget can be allocated to the program to determine the maximum reward that can be offered.

  
  

• Inform the leader that this would constitute an unfair labor practice and the policy should not be enacted.

  
  

• Determine where the vote will be held and attempt to install surveillance to determine who votes no and is eligible for the reward.

  
  

Answer explanation

The correct response is to inform the leader that the proposed action would constitute an unfair labor practice. Offering a bonus to employees who vote against the union is unethical and illegal. It's important for HR to uphold fair labor practices and ensure that employees are free to make their own decisions without any undue influence or coercion.

Which HR action would align with the International Labour Organization’s strategic objectives and core labor standards?

• Requiring employees to have prior authorization for organization efforts

  
  

• Articulating a talent development strategy that encourages employee growth

  
  

• Offering special health benefits for female employees who reenter the workforce

  
  

• Paying children under 18 above the local prevailing wage for hazardous work

  
  

Answer explanation

The International Labour Organization’s strategic objectives and core labor standards emphasize on the growth and development of employees. Therefore, the HR action that aligns with these objectives is 'Articulating a talent development strategy that encourages employee growth'. This strategy focuses on the professional development of employees, which is a key aspect of the ILO's objectives.

An organization is setting up operations in a new location in its home country. Which entity is most likely to cause the organization to change its relationship with the new workforce from how it interacts with the current workforce in the original location?

• International Labor Organization

  
  

• Community group

  
  

• Industry association

  
  

• National labor board

  
  

Answer explanation

A community group is most likely to cause the organization to change its relationship with the new workforce because they represent the local interests and concerns. International Labor Organization, industry association, and national labor board have broader scopes and are less likely to influence the organization's relationship with the new workforce in a specific location.

How do the International Labour Organization’s legally binding conventions impact the practice of HR?

• By influencing standards that create employment legislation in member states

  
  

• By confirming the extraterritorial application of country-specific laws

  
  

• By providing a policy framework to help businesses meet sustainable labor goals

  
  

• By providing specific guidance on the creation of a code of conduct

  
  

Answer explanation

The International Labour Organization's legally binding conventions impact the practice of HR by influencing standards that create employment legislation in member states. These conventions help establish a baseline for labor rights and working conditions, which in turn shapes the HR policies and practices of organizations operating in those countries.

Which approach to conflict management includes peer reviews to advise the organization on disciplinary cases?

• Third-party resolution

  
  

• Informal hearing

  
  

• Neutral workforce

  
  

• Problem-solving committee

  
  

Answer explanation

The 'Third-party resolution' approach to conflict management includes peer reviews to advise the organization on disciplinary cases. This method involves an impartial third party, such as a peer review panel, to resolve disputes and provide recommendations. This approach is different from others as it relies on external perspectives to ensure fairness and objectivity.

Which is an impact of an ethnocentric approach to policy implementation at the global level?

• HR can implement policies when deemed necessary.

  
  

• The policies may not be fair for all employees.

  
  

• Local values are incorporated into the policies.

  
  

• Legal compliance with local laws is achieved.

  
  

Answer explanation

An ethnocentric approach to policy implementation at the global level implies that the policies are designed based on the values and norms of one culture or ethnicity. This can lead to unfairness as the policies may not consider the diverse cultural backgrounds of all employees. Therefore, the impact of such an approach is that the policies may not be fair for all employees.

An employee is 30 minutes late to work. The supervisor has a casual conversation and raises the tardiness issue with the employee. The employee shares a new problematic child-care situation and they discuss possible solutions. How can the manager improve these sessions in the future?

• Send an e-mail to the employee stating that he or she must not be late in the future.

  
  

• Address the performance issue, allowing for explanation and resolution.

  
  

• Avoid discussion of the cause and just engage in problem solving.

  
  

• Wait until a tardiness occurrence policy infraction happens before acting.

  
  

Answer explanation

The manager can improve these sessions by addressing the performance issue, allowing for explanation and resolution. This approach helps the employee to share their concerns and find a solution together with the supervisor, fostering a supportive work environment and addressing the root cause of the tardiness.

A manager observes his employee violate company policy by not wearing personal protective equipment (PPE). Records show the employee received training. Which action should the manager take to address the violation?

• The manager meets with the employee as soon as possible and verbally advises the employee to wear PPE.

  
  

• The manager calls the employee and asks why the employee has not been wearing the required PPE.

  
  

• The manager sends an e-mail to the employee advising the employee to wear PPE as required.

  
  

• The manager prepares a performance correction incident report and meets with the employee as soon as possible.

  
  

Answer explanation

The correct action for the manager to take is to prepare a performance correction incident report and meet with the employee as soon as possible. This approach is more formal and ensures that the violation is documented. It also provides an opportunity for the manager to discuss the importance of PPE and the consequences of not adhering to company policy.

Management is concerned about employees’ efforts to unionize. The CEO has requested that HR initiate a response plan. Which option would be the best approach for HR to recommend?

• Conduct a thorough removal of all union literature, pamphlets, and signage from the workplace.

  
  

• Set up a meeting to communicate to the employees that time for activities related to union formation during work hours will be docked from employee pay.

  
  

• Set up a meeting to explain to workers why management dislikes unions and how unionization might affect the company.

  
  

• Conduct an investigation to determine who initiated this activity and to recommend a disciplinary process.

  
  

Answer explanation

The best approach for HR to recommend is to set up a meeting to explain to workers why management dislikes unions and how unionization might affect the company. This option allows for open communication and addresses employees' concerns, while the other options involve suppressing information, docking pay, or initiating disciplinary actions, which could further escalate the situation.

Which best exemplifies an appropriate HR practice regarding employee discipline and termination?

• Terminating the employee immediately if the violation is a dischargeable offense

  
  

• Refraining from discussing an allegation with an employee pending investigation

  
  

• Allowing time for both parties to review and discuss details of an alleged violation

  
  

• Providing supervisors with flexibility in applying codes of conduct

  
  

Answer explanation

The best HR practice regarding employee discipline and termination is allowing time for both parties to review and discuss details of an alleged violation. This approach ensures fairness, transparency, and provides an opportunity for the employee to present their side of the story before any disciplinary action or termination is taken.