Workforce Development & HR Flashcards
7 cards from real CHI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Workforce Development & HR flashcards as text
A hotel HR manager discovers that a newly hired banquet server did not complete their I-9 verification within the required timeframe. What is the maximum number of business days after the first day of work that Section 2 of the I-9 must be completed?
Answer: 3 business days
Employers must complete Section 2 of the I-9 form within 3 business days of the employee's first day of employment.
Which succession planning approach involves identifying high-potential employees two or more levels below senior management and providing them with rotational assignments and mentorship?
Answer: Talent pool development
Talent pool development builds a pipeline of high-potential employees through broad development experiences rather than designating a single replacement for each role.
Under the ADA, a hotel must provide a reasonable accommodation to an employee with a disability UNLESS it creates what?
Answer: An undue hardship
The ADA requires reasonable accommodations unless doing so would impose an undue hardship — significant difficulty or expense — on the employer.
A hospitality instructor is teaching new managers about progressive discipline. Which sequence correctly represents the typical steps in order?
Answer: Verbal warning → Written warning → Suspension → Termination
Progressive discipline typically escalates from verbal warning to written warning, then suspension, and finally termination if the behavior continues.
When calculating a hotel's annualized turnover rate, the formula uses total separations divided by the average number of employees and then multiplied by what number?
Answer: 100
Turnover rate is calculated as (Total Separations ÷ Average Headcount) × 100, expressing the result as a percentage.
A restaurant group is implementing a competency-based hiring process. Which method BEST assesses a candidate's actual job-related competencies for a front-of-house supervisor role?
Answer: Conducting a structured behavioral interview with scored rubrics
Structured behavioral interviews with scored rubrics provide consistent, job-related evidence of competencies and have strong predictive validity.
Under the FMLA, an eligible employee working at a covered employer may take up to how many weeks of unpaid, job-protected leave per year for a qualifying reason?
Answer: 12 weeks
The Family and Medical Leave Act entitles eligible employees to up to 12 weeks of unpaid, job-protected leave in a 12-month period for qualifying family and medical reasons.