Scenarios
A member was out heavily drinking the night prior and came into work the next day without showering and smelling like alcohol. Does this qualify for a Reasonable Suspicion test?
Depends… follow the process! A qualified leader should conduct a floor assessment, complete the reasonable suspicion form in a private office area, and have a second qualified leader complete their assessment separately. Afterwards, both leaders should compare and conclude determination. If only “smell” came out of the assessment and there were no other findings, then the answer is NO.
What does the acronym SMART goal stand for?
Specific
Measurable
Attainable
Relevant
Time-Bound
A 5-year member comes to you and says they have an addiction to drugs and need help.
What does this qualify for?
FMLA and MAP.
What is the difference between a High Performer vs. High Potential?
High Performer: a SME that achieves results themselves.
High Potential: having a breath of knowledge and achieving results through others.
Is it acceptable for the hiring manager to ask an external candidate how much money they make during an interview?
Why/Why not?
No. It is MCR’s responsibility to have compensation discussions with the candidate. MCR is trained on how to have conversations that narrow down a range of what the candidate’s salary expectations are / what it would take to get them here. Due to recent legislation, we will no longer ask a candidate “how much do you make.”
What is missing from the following statement to be a SMART goal?
By the end of March 2020, I will be able to run five miles.
It’s not measurable, attainable, or relevant.
S = I want to improve my fitness level with running.
M = Running 5 miles with ease within 40 minutes.
A = I will run 3 times a week at varying speeds.
R = Frequent running is relevant to gain lean muscle and higher energy.
T = 5 months from today.
By the end of March 2020, I will be able to run five miles within 40 minutes. I will reach this goal by running 3-days per week at varying speeds.
What does it take to advance? List the 3 categories for Potential Insight.
Aspiration
Engagement
Ability
(“Wheel”)
A member informs you the evening before their next scheduled shift that they were admitted into the hospital and will not be at work the next day.
Does this qualify for FMLA?
Yes/No?
Why/Why not?
Yes. Inpatient care (overnight stays in hospitals, hospice, or residential medical care facility) along with ANY period of incapacity qualifies for FMLA.
What are the factors on the most updated Success Profile template?
1) Major Objectives
2) Day-to-Day responsibilities
3) Team Structure
4) Improvement opportunities
5) Critical competencies
An internal member has applied to your opening. Prior to interviewing him/her, what are the steps that need taken (both manager and MCR)?
1) Review qualifications/experience.
2) Manager connect with member’s current manager to ask about performance/potential/attitude, etc.
3) MCR connect with member’s current MCR to review potential/aspiration/9-box placement.
A prior member enters the building to provide support to the team out of courtesy. What are HNI’s expectations for visitors in our facility once they are no longer are employed?
Escalate the question up through leadership and MCR of whether or not we want to/should have the member back in our facility, prior to them entering.
If business needs require work to be provided by this prior member, we need to consider paying them through a 1099 or part-time process. There are risk implications to think about and discuss before a decision is made.
What is the difference between a Job Description vs. a Success Profile?
A job description outlines the qualifications and description of the position, whereas a Success profile is a living document that outlines “real time” goals and critical competencies a new member needs to deliver on to be successful.
7 years ago a member had gone through the MAP program. Unfortunately, the same member has tested positive again for the second time.
Is the member eligible to re-enroll in the MAP program?
Yes/No?
Why/Why not)?
No. The company is only obligated to work with members during the first instance of a positive testing result. There is no time limit.
What are the primary factors on the Leadership Attribute Wheel?
1) Drives Change
2) Focuses on Customers
3) Builds Talent
4) Makes Sound Decisions
5) Learns Continuously
6) Models HNI’s V&V
7) Achieves Results
8) Creates V&S.
What are some disqualifiers when you should choose to not go forward in interviewing someone for a promote-able position?
1) Lacking aspiration
2) Lacking potential
3) Currently on a PIP
4) Poor performance review scores/feedback
One of your Engineers submits 40-hours of vacation for next week because their wife just had their baby. What should you do?
1) Approve their vacation.
2) Inform MCR the member is requesting time-off due to birth of a child.
3) Send the Member to MCR to complete FMLA paperwork.
What is the difference between a Performance Goal vs. a Development Goal?
A performance goal is WHAT you want to accomplish – results-based and job oriented.
A development goal is HOW to intend on achieving the goal – personal-based and learning-oriented (performance is a by-product).
You have been informed that one of your members has been instant messaging their peers at work, making racial jokes about another member. The member who has been targeted is aware of these jokes but hasn’t reported anything.
Does this qualify as Discrimination?
Yes/No?
Why/Why not?
Yes. Just because the member doesn’t report it, does not make it right. If you are made aware that this behavior is taking place, you have an obligation to address the situation and stop it.
What are the Talent Management True Norths (4 parts)?
1) Feedback and Awareness are critical.
2) Cross-functional experience.
3) 18-24 month assignments.
4) Healthy balance of internal promotions and adding external talent to HNI.
Which interview questions below are illegal and why?
A) Are you legally eligible to work in the US?
B) How long have you been at your current address?
C) Are you a US citizen?
D) Have you ever suffered a workplace injury?
E) Do you own your own home?
F) Are you a member of a professional organization?
G) When did you first start working?
C) Are you a US citizen? Racial Discrimination
D) Have you ever suffered a workplace injury? Disabilities
E) Do you own your own home? Financial Status/Poverty/Minorities
G) When did you first start working? Age Discrimination
There is a need to reduce labor due to business conditions and the company is enacting a voluntary furlough. What are the necessary steps to take when evaluating who should be approved/denied going out on leave?
1) Review area and determine skill set (qualifications) and distribution of labor.
2) Attendance / Performance / Attitude.
3) Take tenure into consideration (tie breaker).
What is the difference between FMLA and short-term disability?
FMLA is a federal law that protects an employee's job while they are on a leave of absence. Short-term disability is an insurance that pays a portion of an employee’s wages while they are off work due to their medical condition.
What are the two factors that are evaluated when determining if an allegation reaches to the level of discrimination/harassment?
What was the intent and how was it perceived?
What is LFO’s Talent Management System (5 parts)?
1) Performance Management.
2) Differentiate and Segment Talent.
3) Understand Aspiration and Gaps.
4) Succession Plan and Develop.
5) Enable results through leader capabilities and high performing teams.
You have made your selection on who you want to hire. Now what do you do?
1) Send MCR your justification on “why” this candidate is the best selection – for the offer process.
2) Give feedback to the other members that you did not select.
3) Start preparing an onboarding plan.