Employee Relations - Pre-assessment (HR Workshop) | Attempts: 168

Reviewed by Editorial Team

The ProProfs editorial team is comprised of experienced subject matter experts. They've collectively created over 10,000 quizzes and lessons, serving over 100 million users. Our team includes in-house content moderators and subject matter experts, as well as a global network of rigorously trained contributors. All adhere to our comprehensive editorial guidelines, ensuring the delivery of high-quality content.

Learn about Our Editorial Process

| By Gawaine Ward

Gawaine Ward

Community Contributor

Quizzes Created: 7 | Total Attempts: 5,032

| Attempts: 168

Questions

Feedback

During the Quiz End of Quiz

Difficulty

Easy First Hard First Sequential

Share on Facebook Share on Twitter Share on Whatsapp Share on Pinterest Share on Email Copy to Clipboard Embed on your website

1/10 Questions

Employee appraisals are guided by our Core Values and Guiding Principles.
- True
- False

Employee Relations - Pre-assessment (HR Workshop) - Quiz

About This Quiz

Thank you very much for taking the pre-assessment for this training module. This will help us prepare for what topics need the most review.
Reminder - Question #10 will not count towards final score.

2.

Options for handling disciplinary issues involve verbal conversations, written warnings, final warnings, and termination.
- True
- False
Correct Answer

A. True

Explanation

The given statement is true. When handling disciplinary issues, there are various options available. Verbal conversations can be used as an initial step to address the issue and provide guidance to the employee. If the problem persists, written warnings can be issued to document the concerns and expectations. In more serious cases, a final warning may be given, highlighting the potential consequences if the behavior or performance does not improve. Ultimately, if the issues persist and all other options have been exhausted, termination may be necessary.

Rate this question:
3.

At Deringer we believe that managers and supervisors should have an open door policy for employees.
- True
- False
Correct Answer

A. True

Explanation

The statement suggests that at Deringer, the company believes in promoting open communication between managers/supervisors and employees. This open door policy allows employees to approach their managers/supervisors with any concerns, questions, or suggestions they may have. This approach fosters a positive work environment, encourages transparency, and promotes effective collaboration between different levels of the organization.

Rate this question:
4.

I need to involve HR when giving an employee a written warning.
- True
- False
Correct Answer

A. True

Explanation

Involving HR when giving an employee a written warning is important for several reasons. HR professionals are trained in employment laws and regulations, ensuring that the warning is handled legally and fairly. They can provide guidance on the appropriate steps to take and help document the process properly. HR can also provide support and advice to both the employee and the manager, helping to mediate any conflicts or issues that may arise. Overall, involving HR ensures that the warning is handled professionally and in accordance with company policies.

Rate this question:
5.

You should always listen to your employee's personal problems.
- Yes, but once the conversation gets too detailed, remind them of the EAP program.
- Yes, and bring other employees into the conversation as they may have had similar experiences.
- No, never.
Correct Answer

A. Yes, but once the conversation gets too detailed, remind them of the EAP program.

Explanation

It is important to listen to your employees' personal problems as it shows empathy and support. However, when the conversation becomes too detailed, it is necessary to remind them of the EAP (Employee Assistance Program) program. This program can provide professional help and guidance for personal issues. By reminding employees about this resource, it ensures that they have access to the appropriate support they may need.

Rate this question:
6.

What type of issue may arise with your employee(s)?
- Attendance
- Not reporting a worksite injury
- Lack of accuracy
- A & C only
- All of the above
Correct Answer

A. All of the above

Explanation

Employees may face various issues, including attendance problems, failure to report worksite injuries, and lack of accuracy in their work. These issues can negatively impact the productivity and efficiency of the workplace. Therefore, it is important for employers to address and resolve these issues to maintain a healthy work environment and ensure the success of the organization.

Rate this question:
7.

We tend to have more employee isues with new hires.
- True
- False
Correct Answer

A. False

Explanation

The statement "We tend to have more employee issues with new hires" is false. This means that the company or organization does not experience more problems with new employees compared to other employees. It suggests that the hiring process is effective in selecting suitable candidates who are able to integrate well into the company culture and perform their job responsibilities without causing significant issues or conflicts.

Rate this question:
8.

All Deringer employees can be terminated for any reason.
- True, all Deringer employees can be terminated for any reason.
- False, most Deringer employees can be terminated for any reason, but not all Deringer employees.
Correct Answer

A. False, most Deringer employees can be terminated for any reason, but not all Deringer employees.

Explanation

The correct answer is false because the statement says "all Deringer employees can be terminated for any reason." This implies that every single employee at Deringer can be terminated for any reason, which is not true. The statement does not differentiate between different types or levels of employees, so it cannot be assumed that all employees are subject to termination for any reason.

Rate this question:
9.

All states with a Deringer location follow employment "at will" except for ________
- Vermont
- California
- Montana
- New York
Correct Answer

A. Montana

Explanation

All states with a Deringer location follow employment "at will" except for Montana. This means that in Montana, employers cannot terminate employees without a valid reason or without following proper procedures. In the other states mentioned (Vermont, California, and New York), employers have the right to terminate employees at any time and for any reason, as long as it is not illegal or discriminatory.

Rate this question:
10.

What additional topics would you like to discuss during the HR Workshop on Employee Relations?

Quiz Review Timeline (Updated): Mar 21, 2023 +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

Current Version
Mar 21, 2023

Quiz Edited by
ProProfs Editorial Team
Mar 05, 2014

Quiz Created by
Gawaine Ward

Employee Relations - Pre-assessment (HR Workshop)

Employee appraisals are guided by our Core Values and Guiding Principles.

Quiz Preview

Options for handling disciplinary issues involve verbal conversations, written warnings, final warnings, and termination.

At Deringer we believe that managers and supervisors should have an open door policy for employees.

I need to involve HR when giving an employee a written warning.

You should always listen to your employee's personal problems.

What type of issue may arise with your employee(s)?

We tend to have more employee isues with new hires.

All Deringer employees can be terminated for any reason.

All states with a Deringer location follow employment "at will" except for ________

What additional topics would you like to discuss during the HR Workshop on Employee Relations?