Practice Test GeeksSHRM - Society for Human Resource Management Practice Test
← All SHRM Flashcard Decks

Employee Relations & Engagement Flashcards

7 cards from real SHRM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Employee Relations & Engagement flashcards as text

  1. An employee files an internal complaint alleging retaliation after reporting a safety violation. What should HR do first?

    Answer: Conduct a prompt, impartial investigation

    HR must investigate retaliation claims promptly and impartially to protect the employee and the organization from legal exposure.

  2. Which engagement driver is most strongly associated with voluntary employee retention according to SHRM research?

    Answer: Opportunities for career growth and development

    Career growth and development opportunities consistently rank as a top driver of employee engagement and voluntary retention.

  3. A manager wants to terminate an employee for poor performance. Which documentation is most critical before proceeding?

    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.

  4. What is the primary purpose of an Employee Assistance Program (EAP)?

    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.

  5. An organization notices that employee engagement scores are high but turnover is also high. What is the most likely explanation?

    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.

  6. Which approach best describes interest-based bargaining in labor relations?

    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.

  7. Under the NLRA, which of the following is considered an unfair labor practice (ULP) by an employer?

    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.