Behavioral Competencies and HR Expertise Scenarios Questions
Instructions
Read both scenarios and carefully consider what is being presented. Take time to contemplate the form and structure of the scenario-based question and then read the possible answers that support each question. A discussion explaining the best possible answer for each question also is provided.
SCENARIO 1
Refer to the following scenario for questions 1 and 2 below.
While reviewing the organization’s 360-degree feedback reports, an HR staff member notices discrepancies in the feedback provided for the team lead in the accounting department. The lead’s supervisor has rated the team lead’s performance highly, but the team itself is dissatisfied with the way the team lead treats them. They see the team lead as rude, abrupt, and unwilling to listen. The team is afraid to disagree, however, because the team lead berates them for voicing their opinions.
Question 1: What would be the best way to address the team lead’s performance issues?
Tell the team lead about the feedback that has been received.
Praise the lead for the other strengths in the performance review and then explain the feedback for development and people management.
Tell the team lead about the feedback HR has received and then state that if the reported treatment of the team continues, the team lead will be disciplined accordingly and may be discharged.
Hold informal meetings with employees to solicit ideas for how communication can be improved.
Option 2 is the best answer because it uses positive reinforcement to modify the team lead’s behavior but provides specific and actionable areas for performance improvement. Option 1 is the next best answer because it provides guidance and feedback to the team lead but does not provide specific feedback regarding how behavior can be modified. Both options demonstrate the use of Relationship Management competency. Options 3 and 4 are unacceptable answers because they do not call up the principles of effective feedback and performance management.
Question 2: What would be the best way to handle a request by the HR staff member to view the team lead’s feedback report?
Set up a meeting to discuss the team lead’s feedback report with the staff member.
Ask for the team lead’s permission to share the feedback report, and upon obtaining permission, share the report.
Decline to share the feedback report with the HR staff member.
Suggest that the staff member speak directly with the team lead about the rumors.
Option 3 is the best answer because it maintains the confidentiality of the feedback report. Option 4 is the second-best answer because it addresses the HR staff person’s concern without breaching confidentiality. Both demonstrate Ethical Practice competency. Options 1 and 2 are unacceptable answers because they do not ensure the confidentiality and privacy of employee information and company data and include inconsistent enforcement of company policies.
SCENARIO 2
Refer to the following scenario for questions 1 and 2 below.
A company has experienced a high degree of turnover during the past year. Senior leadership is concerned about the amount of turnover and worried that HR is not moving fast enough to fill these positions. The hiring managers say that the applicant pools have been weak lately and they have had trouble finding qualified applicants to hire from within the pools HR provides. HR has relied heavily on recruiting by word of mouth, which in the past generated applicants who fit the company’s culture. The award for referrals that results in hiring has also been popular with employees.
Question 1: What would be the best way for HR to bring in more qualified applicants?
Post job openings on Internet job sites and examine the effect on the applicant pool.
Talk to senior leaders to figure out which types of jobs are most difficult to fill.
Investigate how other organizations are identifying quality applicants.
Interview hiring managers to determine the specific gaps in knowledge and skill that need to be addressed.
Option 1 is the best answer because it generates a specific organizational intervention for recruiting practices that raises the organization’s potential for long-term success. Option 4 is the next-best option because it considers the business needs. Both choices demonstrate Consultation competency. Option 2 is unacceptable because HR should be talking to the hiring managers rather than the senior leaders. Option 3 is not acceptable because the application of other companies’ processes may not be effective for this company.
Question 2: What would be the best way for HR to address the senior leaders’ concerns about turnover?
Tell senior management that HR will ask the hiring managers why so many positions are open to determine the cause of the turnover.
Tell senior management that HR will do an analysis of the current turnover rate across fiscal years to determine if the turnover rate has changed drastically.
Tell senior management that HR will meet with hiring managers about projecting hiring needs more effectively.
Tell senior management that HR will benchmark the company’s experiences against those of similar companies to determine if its situation represents an industry-wide trend or is an isolated occurrence.
Option 2 is best because the turnover analysis would be specific to the organization and could lead to actionable responses within the organization. Option 4 is the next-best option because analyzing an industry-specific turnover rate (rather than organization-specific) delivers explanatory information but is less immediately actionable than Option 2. Both these options represent the use of the Critical Evaluation competency. Options 1 and 3 are not acceptable answers because they do not draw on any specific metric for senior leaders to observe.
Before writing your paper, carefully review each of the scenarios and question-and-answer discussions.
For this assignment, complete the following. Be sure to use the guidelines provided and adhere to the submission requirements.
Describe your level of understanding for each scenario-based question presented.
Articulate how each scenario-based question communicates the conditions that support the answer.
Analyze the behavioral competencies and the HR expertise domain functional areas involved with each scenario.
State whether the explanation for each question is accurate and viable based on your knowledge of the field and understanding of behavioral competency.
Write a rationale to support your agreement or disagreement with the correct answer indicated for each scenario. Write in detail and consider your reasoning the most important aspect of your response.
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