HR Flashcards
As a manager, how do you build trust with your partners?
- The simple 6
- Take care of the business
- Know your partners on a personal level
- Develop “go to” partners
- Develop routines so partners know when/ how to see me
- Hold formal and informal social events
- Hold partners accountable
What things can be done to create an inclusive work environment?
- Make sure everyone has a voice (open door policy)
- Partners feel welcome by fellow partners
- Partners feel comfortable approaching leadership (I work side by side with everyone and show vested interest in their lives)
One of your partners has just come into the office and is upset that the union is trying to organize your partners at the location. The partner tells you she is opposed to the union and wants to go and tell the rest of the partners why she doesn’t like the union. What do you say to the partner?
- Explain that they have the right to voice their opinion
- Let them speak their mind, the more passionate they are about keeping the union out the harder it is to allow the union in.
- Remind them that this must be done on their own time and in a common area (breaks, lunch, outside of work)
- A Partner cannot engage in discussion during working hours or in work areas. (doing so opens the door for pro union talk during working hours as well)
If an hourly partner works overtime without permission how do you handle the situation?
- Pay them
- Find out why the partner stayed over.
- Talk to them about the importance of being out on time and why.
- Remind them OT must have prior manager approval
- Document the coaching conversation
What should you do if a new partner does not provide you with acceptable proof of eligibility to work for their I-9 by the end of the third business day they are employed?
- Get HR involved
* End Employment
What is the deadline for approving all hourly payroll information in HRWW?
• Monday 6 PM EST (5 PM CST)
What is a “coffee chat” and how often are they held?
- Open discussion forum with HRM
- Allows partners to give open feedback about their work environment
- Should include a mix of partners from all departments
- Should hold monthly with a requirement of 8 a year
What is your production department’s turnover? What steps are you taking to retain production partners?
- Engaging the partners in the daily goals
- Setting a team environment to work together to meet those goals
- Asking for partner input when it comes to changes (large new account installs, numbering process)
- Having moments of endearment (Birthday cards/gifts, anniversary cards, holiday activities, pot lucks)
- Working on our partner engagement survey plan.
What are the proper steps to document a partner’s performance that is beginning to slip?
- Investigate, be sure the data you have is correct and backed.
- Be immediate and specific
- Issue a verbal warning and outline a plan (PIP) and goal to meet.
- If partner is unable to meet the goal begin progressive discipline. (Verbal warning, first/ second written, final written)
What are some successful recruiting sources that you have identified to help recruit production partners?
• Job fairs • Word of mouth • Referrals • Indeed Refuge workforce connection
What form do you use to document a partner’s performance?
• C-123
What is the Golden Rule of Hiring as it relates to Cintas?
• Past behavior indicates future behavior
Describe the each of the following concepts:
Exclusivity Principle
Halo effect
Pick of the litter syndrome
- Exclusivity Principle- Some A players will not get through to ensure that only A players do get through. We understand that we might miss out on good people to make sure we only hire winners.
- Halo Effect- Common interest not having to do with the job ability that clouds a hiring manager’s assessment of a candidate.
- Pick of the Litter Syndrome- The best in a pool of less than exceptional candidates.
Explain the importance of using interview guides and following the Meticulous Hiring process.
- To insure there are no biases when interviewing a candidate
- To ensure everything is covered during the interview process
- Ensures rejected candidates cannot have a form of biases against us that we may have asked them a question that we didn’t ask other candidates
- To ensure we do not ask questions about a protected category.
Explain the steps in the Production Partner hiring process beginning at the screening interview.
• Conduct a screening interview to determine if the candidate fits the required profile.
• First in-depth interview with a Production Supervisor.
• Schedule a tryout day.
• After the tryout the 2nd in depth interview will be completed by HRM.
• Final interview by GM.
• Info exchange. The decision must be unanimous. If anybody on the interviewing team has reasonable concerns, the candidate is rejected
References
• Conditional Offer letter/background/drug screen
• Orientation
• Start
