HRCI PHR: Module 5 - Employee and Labor Relations
Questions with all Correct & 100% Verified Answers |
Already Graded A+
A major component of employee relations is _____________ resolution. Employee complaints
and grievances will always happen. However, well-planned and implemented positive employee
relations strategies can make a world of difference in the number and types of complaints
within an organization. Additionally, certain strategies, such as an open-door policy, may
effectively prevent small frustrations from escalating into complaints or grievances. ✔Correct
Answer-Dispute
True or False?: The steps to seek resolution for complaints and grievances are NOT nearly
identical. ✔Correct Answer-False
All ____________ and ______________ resolutions involve two stages: understanding the
problem and resolving the problem. Within these two stages, there are multiple steps:
1. Identify the Problem
2. Identify Perspectives
3. Identify Impact ✔Correct Answer-Conflict and Dispute
Within the first stage (understanding the problem) and the first step in conflict and dispute
resolutions is to identify the ________________. This is done through asking clarifying
questions, displaying active listening, to gather other available information. ✔Correct Answer-
Problem
Within the first stage (understanding the problem) and the second step in conflict and dispute
resolutions is to identify _____________________. Understanding these opinions, feelings, and
perceptions helps to recognize how these factors inform each party's experience in order to
identify the best resolution. ✔Correct Answer-Perspectives
Within the first stage (understanding the problem) and the third step in conflict and dispute
resolutions is to identify __________. HR is responsible for not only recognizing the immediate
impact of a concern, but also any potential ripple effects, such as impact on employee morale,
corporate culture, as well as any possible legal ramifications and liability issues. ✔Correct
Answer-Impact
Within the second stage (resolving the problem) and the first step in conflict and dispute
resolutions is to identify the ________________. In this stage, a lot of brainstorming takes place
between HR and the involved parties to consider an ideal resolution. ✔Correct Answer-
Options
, Within the second stage (resolving the problem) and the second step in conflict and dispute
resolutions is to _______________ the options. All possible resolutions should be reviewed
independently, within a leadership team, or with legal. ✔Correct Answer-Evaluate
Within the second stage (resolving the problem) and the third step in conflict and dispute
resolutions is to identify the best ___________________. HR, with input from management, is
responsible for making the final determination regarding the best course of action. ✔Correct
Answer-Resolution
Within the second stage (resolving the problem) and the fourth step in conflict and dispute
resolutions is ________________________. The resolution will need to be actioned and
behavioral changes should occur. ✔Correct Answer-Implementation
Within the second stage (resolving the problem) and the fifth step in conflict and dispute
resolutions is to ________________________. Once the resolution has been reached, HR is
responsible for communicating the resolution with all involved parties, as appropriate.
✔Correct Answer-Communicate
Grievances are handled differently for Union and Non-Union Employees. For _____________
employees, the collective bargaining agreement will include the grievance resolution process.
✔Correct Answer-Union
For _____________ employees, a grievance resolution process is strongly recommended
because the collective bargaining agreement will not be required. ✔Correct Answer-Non-
Union
True or False?: An organization's climate and culture includes how the organization is viewed
from the inside, by employees, as well as from the outside, by vendors, customers, competitors,
and others. The climate and culture should reflect and reinforce the organization's mission,
vision, and values. While policies and procedures influence organizational culture, the unspoken
psychological contract between employees and employer also has a significant impact.
✔Correct Answer-True
The primary intent of proactive and positive employee relations is to reduce the potential for:
A. unlawful practices
B. union organization
C. a hostile work environment
D. declining productivity ✔Correct Answer-Union Organization
All types of ____________ should be considered for an inclusion strategy. Currently, there are
laws in place prohibiting discrimination in employment based on race, color, sex, gender
Questions with all Correct & 100% Verified Answers |
Already Graded A+
A major component of employee relations is _____________ resolution. Employee complaints
and grievances will always happen. However, well-planned and implemented positive employee
relations strategies can make a world of difference in the number and types of complaints
within an organization. Additionally, certain strategies, such as an open-door policy, may
effectively prevent small frustrations from escalating into complaints or grievances. ✔Correct
Answer-Dispute
True or False?: The steps to seek resolution for complaints and grievances are NOT nearly
identical. ✔Correct Answer-False
All ____________ and ______________ resolutions involve two stages: understanding the
problem and resolving the problem. Within these two stages, there are multiple steps:
1. Identify the Problem
2. Identify Perspectives
3. Identify Impact ✔Correct Answer-Conflict and Dispute
Within the first stage (understanding the problem) and the first step in conflict and dispute
resolutions is to identify the ________________. This is done through asking clarifying
questions, displaying active listening, to gather other available information. ✔Correct Answer-
Problem
Within the first stage (understanding the problem) and the second step in conflict and dispute
resolutions is to identify _____________________. Understanding these opinions, feelings, and
perceptions helps to recognize how these factors inform each party's experience in order to
identify the best resolution. ✔Correct Answer-Perspectives
Within the first stage (understanding the problem) and the third step in conflict and dispute
resolutions is to identify __________. HR is responsible for not only recognizing the immediate
impact of a concern, but also any potential ripple effects, such as impact on employee morale,
corporate culture, as well as any possible legal ramifications and liability issues. ✔Correct
Answer-Impact
Within the second stage (resolving the problem) and the first step in conflict and dispute
resolutions is to identify the ________________. In this stage, a lot of brainstorming takes place
between HR and the involved parties to consider an ideal resolution. ✔Correct Answer-
Options
, Within the second stage (resolving the problem) and the second step in conflict and dispute
resolutions is to _______________ the options. All possible resolutions should be reviewed
independently, within a leadership team, or with legal. ✔Correct Answer-Evaluate
Within the second stage (resolving the problem) and the third step in conflict and dispute
resolutions is to identify the best ___________________. HR, with input from management, is
responsible for making the final determination regarding the best course of action. ✔Correct
Answer-Resolution
Within the second stage (resolving the problem) and the fourth step in conflict and dispute
resolutions is ________________________. The resolution will need to be actioned and
behavioral changes should occur. ✔Correct Answer-Implementation
Within the second stage (resolving the problem) and the fifth step in conflict and dispute
resolutions is to ________________________. Once the resolution has been reached, HR is
responsible for communicating the resolution with all involved parties, as appropriate.
✔Correct Answer-Communicate
Grievances are handled differently for Union and Non-Union Employees. For _____________
employees, the collective bargaining agreement will include the grievance resolution process.
✔Correct Answer-Union
For _____________ employees, a grievance resolution process is strongly recommended
because the collective bargaining agreement will not be required. ✔Correct Answer-Non-
Union
True or False?: An organization's climate and culture includes how the organization is viewed
from the inside, by employees, as well as from the outside, by vendors, customers, competitors,
and others. The climate and culture should reflect and reinforce the organization's mission,
vision, and values. While policies and procedures influence organizational culture, the unspoken
psychological contract between employees and employer also has a significant impact.
✔Correct Answer-True
The primary intent of proactive and positive employee relations is to reduce the potential for:
A. unlawful practices
B. union organization
C. a hostile work environment
D. declining productivity ✔Correct Answer-Union Organization
All types of ____________ should be considered for an inclusion strategy. Currently, there are
laws in place prohibiting discrimination in employment based on race, color, sex, gender
