Understanding and Answering Scenario-Based Questions Paper

Understanding and Answering Scenario-Based Questions Overview The SHRM-CP and SHRM-SCP examinations include various scenario-based questions. This assignment presents two scenarios and multiple questions that reflect what will appear in the SHRM post-test to be taken at the end of this course. Scenario-based questions combine SHRM behavioral competencies and the People domain under HR expertise in the actual SHRM-CP and SHRM-SCP examinations. By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies: Interpret the most current SHRM human resource knowledge areas to prepare for the SHRM-CP and SHRM-SCP certification exams. Describe own level of understanding for each scenario-based question presented. Articulate how each scenario-based question communicates the conditions that support the answer. Analyze the HR expertise domain functional areas involved with each scenario. Interpret the most current SHRM behavioral competencies to prepare for the SHRM-CP and SHRM-SCP certification exams. Analyze the behavioral competencies involved with each scenario. Write a rationale to support personal agreement or disagreement with the correct answer indicated for each scenario. Communicate in a manner that is professional and consistent with expectations for HR professionals. Understanding and Answering Scenario-Based Questions Paper. Communicate professionally in writing, utilizing clear organization of topics and using APA style and formatting. Assignment 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 the 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 the 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 the 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 response 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 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 the 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. You should communicate professionally in writing, utilizing clear organization of topics and using current APA style and formatting. Understanding and Answering Scenario-Based Questions Paper.   Review the Understanding and Answering Scenario-Based Questions Scoring Guide to ensure that you meet the grading criteria for this assignment. Submission Requirements Your paper should meet the following requirements: Written communication: Write in a professional manner using current APA style and formatting with correct grammar, usage, and mechanics. Resources: Reference the SHRM Learning System for CP/SCP for the correct answer to the HR simulation, and cite 2–4 additional academic sources to support your rationale. Length: 2–3 typed, double-spaced pages, and an accompanying reference page. Font and font size: Times New Roman, 12 point.

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Understanding and Answering Scenario-Based Questions

To fully understand the context of scenario one, it is important to comprehend 360-degree feedback as a performance appraisal tool in an organization.  ideally, the system or the process allows employees to get anonymous and confidential feedback from their team members. Usually, it is the employee’s peers, managers, or direct reports. Typically, at least eight to a maximum of twelve employees fill out the anonymous, online feedback form that comprises questions covering a wide range of workplace competencies (Cooke et al., 2020).  Normally, the questions are a mixture of those that can be measured by a rating scale as well as spaces for the ratters to leave comments. Further, the receiver of the feedback is also expected to fill out a self-rating survey that is similar to the others.  This tool is used as a development tool to assist employees identify their strengths and weaknesses and thus enhance their productivities. Also, it a tool used for performance appraisal.

The main focus of 360 feedbacks is on behavior and competencies instead of performance objectives, job requirements, and basic skills. the reason they experienced discrepancies on team lead’s feedback was that this system can build an atmosphere of mistrust (Sekerka, 2020).  Typically, the oversight of the managers can cause untruthful feedback despite guarantying people of anonymity.

The first question for scenario one helps one to understand the best way HR practitioners should address issues arising from the use of a 360-degree system for performance appraisal. Ideally, it indicates that beyond receiving feedback, there is a need to communicate it to the individual employees so help them improve on their behavior and technical skills while working with others.  The scenario provides an opportunity for managers to exercise relationship management competency.  It is evident that great leaders not only thrive because of their technical competency or level of education but of their ability to comprehend their feelings and emotions and as a result manage the relationships at work. The HR staff in this case was support to use their relationship management competency skills to address the unfair review given by the team lead supervisor. On the other hand, question two was a test of understanding Ethical practice competency where the HR staff was supposed to ensure she delicately conveyed other people s review regarding the team leads without breaching confidentiality.

In the second scenario, there are so many reasons as to why organizations experience staff turnover. While employee turnover is not a new experience, it is imperative for HR staff and hiring managers to always anticipate such a have strategy to curb and address the issue. For example, they should always ensure that they perfect their process of recruitment and selection (Jerman& Aleksić, 2020). Ideally, this is achieved when the hiring managers understand the company’s objectives and culture so that they are in a position to explain the same to the candidates during interviews. Also, the hiring managers must find out from the candidates they interview the company culture where they think they can thrive in. Understanding and Answering Scenario-Based Questions Paper.

Evidently, the first question challenges the recruitment and selection process of the organization which is a crucial aspect of retaining employees in an organization. the answer on posting job openings on the internet is an incredible way of ensuring that the hiring managers always have a pool to derive from candidates in the event an employee exits the organization. This way, it will save on costs and money and will uphold the reputation of the organization that it has a conducive work environment (Jerman& Aleksić, 2020). Further, benchmarking with other hiring managers and the strategies they use in their organizations is a viable option that the organization can embrace which in return can help in identifying the gaps in the organization and look for approaches to mitigate those gaps.

The second question highlights the factors that cause high employee turnover and how the HR practitioners can work closely with the senior management to deal with the issue. It is high time the senior management perceived HR staff as a strategic partner and give them the autonomy to work with other departments such as marketing to boost and improve the organizational and recruitment brand and also the finance department to align the organization’s goals while creating projections. This new collaboration will help HR to align business strategy with human resource planning and the result will be to forecast the success and growth of the organization.

In conclusion, the two scenarios are a representation of how behavior competency plays at work and has demonstrated how measuring the same can be difficult yet so important to execute tasks in a job successfully. Behavior competency can be used to define employees’ behavioral strengths as well as the future growth and success of an organization (Bonesso & Gerli,.2020) Some of the highlighted competencies used in the scenarios include relationship management competency, ethical competency, and critical evaluation competency. In my assessment, the explanation provided for each question was viable as those are the common dilemmas that an HR department faces on a daily basis.

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References

Bonesso, S., Cortellazzo, L., & Gerli, F. (2020). Managing Innovation Through a Competency-Based Approach. In Behavioral Competencies for Innovation (pp. 69-78). Palgrave Pivot, Cham.

Cooke, F. L., Wood, G., Wang, M., & Li, A. S. (2020). Riding the tides of mergers and acquisitions by building a resilient workforce: A framework for studying the role of human resource management. Human Resource Management Review, 100747.

Jerman, A., Pejić Bach, M., & Aleksić, A. (2020). Transformation towards smart factory system: Examining new job profiles and competencies. Systems Research and Behavioral Science, 37(2), 388-402.

Sekerka, L. E. (2020). A strength-based approach to responsible management: Professional moral courage and moral competency. In Research Handbook of Responsible Management. Edward Elgar Publishing.

Understanding and Answering Scenario-Based Questions Paper