In one of the warehouses of a retail company, several international employees complain to HR...

SHRM SHRM-SCP Question Answer

In one of the warehouses of a retail company, several international employees complain to HR that the warehouse manager has forbidden them from speaking in their native language in the workplace. The HR manager speaks with the warehouse manager, who says there have been several reports that the international employees only interact with each other and they have difficulty conversing with the local employees due to language barriers. The HR manager also learns that the international employees can speak the primary language used in the company well enough to understand instructions from their supervisors. Fortunately, there have been no incidents of safety issues where language has been a barrier between local and international employees. However, senior management believes there is a lack of rapport between local and international employees and instructs the HR manager to resolve the issue.

Senior management asks the HR manager to investigate whether other warehouse locations face similar issues between local and international employees. Which approach should the HR manager take to gather the most accurate information?

Request that employees at all warehouse locations take a survey about their relationships with co-workers.

Conduct a virtual focus group with a representative number of warehouse employees across the country.

Review safety incident logs in warehouses with the most diversity in the languages spoken.

Host a meeting for employees to publicly raise concerns about language barriers in the workplace.

Explanation:

Virtual Focus Groups:

Inclusivity: This method allows for participation from a representative number of employees across different warehouse locations, ensuring diverse perspectives are included.

Depth of Insight: Focus groups provide an opportunity for employees to discuss their experiences in detail, offering qualitative data that can reveal underlying issues and attitudes.

[Reference: According to SHRM, focus groups are effective for collecting detailed feedback on specific issues and for understanding the context behind employee opinions (SHRM, Conducting Focus Groups for Employee Feedback)., Structured Discussion:, Facilitation: A skilled facilitator can guide the discussion to ensure that all relevant topics are covered and that all participants have the opportunity to contribute., Themes and Patterns: Analyzing the discussions can help identify common themes and patterns related to language barriers and workplace relationships., Reference: SHRM emphasizes the importance of using skilled facilitators to ensure that focus groups yield meaningful and actionable insights (SHRM, Facilitating Effective Focus Groups)., Confidentiality and Anonymity:, Safe Environment: Virtual focus groups can be designed to ensure confidentiality and encourage honest feedback, which may be difficult to achieve in a public meeting., Voluntary Participation: Employees should feel comfortable sharing their experiences without fear of retribution., Reference: Creating a safe and confidential environment is critical for obtaining honest and accurate feedback in focus groups, as per SHRM guidelines (SHRM, Ensuring Confidentiality in Employee Surveys)., References:, SHRM. (n.d.). Conducting Focus Groups for Employee Feedback. Society for Human Resource Management., SHRM. (n.d.). Facilitating Effective Focus Groups. Society for Human Resource Management., SHRM. (n.d.). Ensuring Confidentiality in Employee Surveys. Society for Human Resource Management., ]

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In one of the warehouses of a retail company, several international employees complain to HR...

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