SHRM Employee Relations & Engagement 2 — Questions and Answers
Question 1: An employee files an internal complaint alleging retaliation after reporting a safety violation. What should HR do first?
- Dismiss the complaint if no policy was violated
- Conduct a prompt, impartial investigation (Correct answer)
- Separate the employee from their manager immediately
- Advise the employee to seek legal counsel
Correct answer: Conduct a prompt, impartial investigation
HR must investigate retaliation claims promptly and impartially to protect the employee and the organization from legal exposure.
Question 2: Which engagement driver is most strongly associated with voluntary employee retention according to SHRM research?
- Compensation above market rate
- Opportunities for career growth and development (Correct answer)
- Flexible work schedules
- Recognition programs
Correct answer: Opportunities for career growth and development
Career growth and development opportunities consistently rank as a top driver of employee engagement and voluntary retention.
Question 3: A manager wants to terminate an employee for poor performance. Which documentation is most critical before proceeding?
- A signed acknowledgment of the employee handbook
- Progressive discipline records and PIPs with dates and signatures (Correct answer)
- A peer review from coworkers
- The employee's personnel file photo
Correct answer: Progressive discipline records and PIPs with dates and signatures
Progressive discipline records and signed PIPs establish a documented performance history that supports a legally defensible termination.
Question 4: What is the primary purpose of an Employee Assistance Program (EAP)?
- To reduce payroll costs by offering benefits in lieu of raises
- To provide confidential counseling and support for personal or work-related problems (Correct answer)
- To track employee attendance and performance metrics
- To administer health insurance claims
Correct answer: To provide confidential counseling and support for personal or work-related problems
EAPs offer confidential services such as counseling, financial advice, and mental health support to help employees resolve personal and professional issues.
Question 5: An organization notices that employee engagement scores are high but turnover is also high. What is the most likely explanation?
- Engagement surveys are inherently inaccurate
- Employees are engaged but lack internal mobility opportunities (Correct answer)
- High turnover always indicates low engagement
- The organization's compensation is above market
Correct answer: Employees are engaged but lack internal mobility opportunities
Employees can be engaged with their work yet still leave if they see no path for advancement within the organization.
Question 6: Which approach best describes interest-based bargaining in labor relations?
- Each party presents maximum demands and concedes as little as possible
- Both parties focus on underlying interests rather than fixed positions to find mutual solutions (Correct answer)
- Management dictates terms and the union accepts or rejects
- A neutral arbitrator makes all final decisions
Correct answer: Both parties focus on underlying interests rather than fixed positions to find mutual solutions
Interest-based bargaining seeks win-win solutions by exploring the underlying needs of both management and labor rather than fighting over positions.
Question 7: Under the NLRA, which of the following is considered an unfair labor practice (ULP) by an employer?
- Requiring employees to clock in and out accurately
- Threatening employees with job loss for union organizing activities (Correct answer)
- Conducting performance reviews annually
- Setting attendance policies without union input for non-union employees
Correct answer: Threatening employees with job loss for union organizing activities
Threatening employees for engaging in protected concerted activity, including union organizing, is a ULP under Section 8(a)(1) of the NLRA.
SHRM Employee Relations & Engagement 2
An employee files an internal complaint alleging retaliation after reporting a safety violation.
What should HR do first?