Absolute Free SHRM-CP Exam Practice for Comprehensive Preparation 

Which should be the first step in solving an organization's problems with a sharp increase in back orders of shipments?

The IT director of a research organization has created an innovative software application that enables researchers around the world to conduct research more efficiently. The application has been a great success; it has won several awards and has received recognition from industry leaders. Over time, the IT director has bragged about the success of the program, stating that no one else could have come up with this idea.

Even though the organization's mission is to be a learning organization with a strong commitment to knowledge sharing, the IT director has refused to share knowledge of the application with anyone else in the organization for fear of losing power and control. The organization's leadership won't confront the IT director about this because there is no contingency plan if the IT director were to get upset and quit. While the IT team reports to the IT director, the IT director has no direct supervisor.

Recently, the HR manager received a verbal complaint that the IT director openly yelled at the IT team during a meeting—intimidating staff and making them feel worthless. Upon examining the issue, the HR manager learns that the IT director constantly overworks employees and treats them in an intimidating manner. The HR manager discovers that the IT director has created a culture of being uncollaborative by explicitly telling the rest of the IT team not to share any of the department's secrets. Furthermore, the IT team has been told to lie about the status of certain projects by stating that work is being done when in fact it is not.

Based on the initial discoveries of the HR manager, which action(s) should be taken against the IT director?

A vice president (VP) of HR has responsibility for multiple manufacturing sites and is responsible for teams of HR managers and generalists that support each location. All locations operate seven days a week, 24 hours a day. These teams cover all shifts, providing support. Each location is in the process of rolling out updated policies, including enhancements to the company's progressive disciplinary process and an ethics policy that focuses on commitment to mutual respect, ethical decision making, and integrity.

One day, after the VP of HR has left her office, she receives a call from a site HR generalist. The generalist tells the VP that when he returned from his dinner break, the HR office appeared to have been ransacked. Books were thrown on the floor, and name tags were torn off doors and thrown into the trash. The generalist also reports that when security checked the cameras, they reached the conclusion that the site HR manager had done the damage and then had left the facility.

The VP knows that the site HR manager has a volatile personality and has been counseled about it previously. The VP also has recently discovered that the manager has been drinking routinely after work and wonders if the ransacking of the office occurred when the manager returned to the office after a drinking session.

The following day, members of the HR team separately contact the HR VP with concerns about the incident. Which action should the VP take address the concerns of the HR team?

How does the concept of civil law apply to the practice of HR?