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This is a risk.basic human resources audit. These acquisitions would triple the company's current size.An HR compliance audit focuses on how well your business is complying with current local, state, and federal employment laws and regulations. The CEO's vision includes acquiring two companies, both in other countries that are culturally very different from the country in which the CEO's company is located. Aside from taking care of the payroll and ensuring that the rights of current employees as well as the business’ are protected, this department is also tasked to hire qualified individuals that can add value to the company.The CEO of a mid-sized company envisions becoming a global leader in the industry. The human resource department is one of the busiest areas of the business. 26+ HR Checklist Examples PDF.

In addition, there are no prior reports from other employees in the operations center indicating that the on-site HR manager has a history of inappropriate behavior.What should the HR director do to establish credibility with the employee on behalf of the global HR team?What should the HR director do to reinforce the company's commitment to ethical conduct and values?What should the global HR director do to determine the extent to which cultural differences are contributing to the problem?The global HR director initiates an investigation of the employee's complaint. After reviewing the complaint, the HR director reviews the employee's personnel file but does not find any record of performance issues in the past. A few days later, the employee's supervisor placed the employee on a performance improvement plan based solely on the HR manager's recommendation. Instead of resolving the issue, the HR manager forced the employee to pay for their lunch bill and to buy the manager a new pair of expensive shoes. According to the complaint, the employee reported the promotion issue to the on-site HR manager, who responded by inviting the employee to meet over lunch. The complaint alleges that the employee was unfairly denied a promotion for an open team lead position and was treated inappropriately by the on-site HR manager.

When arriving at the landing site, the HR director overhears the crew saying something about the junior pilot's substance abuse problems. When the HR director arrives, everyone is in a panic because the last flight team had a "hard landing." No one is physically injured in the incident, but the airplane is beyond repair. On the first day, the HR director calls to get directions to the location and the receptionist answers the phone in an unprofessional manner.

The junior pilot does not do so until the next day.Which piece of information should the HR director collect first to investigate the incident?The HR director suspects that substance abuse may have been the cause of the incident. Protocol requires all pilots to submit to drug tests immediately following an incident. The HR director also learns that the junior pilot had a pre-existing relationship with the pilot in charge, outside of work. The HR director looks at the junior pilot's employee file to discover three other recent similar events, all noting substance abuse as a possible cause.