* Understanding Intent:
* Clarification: Interviewing managers helps clarify the reasons behind their training assignment decisions, which might reveal underlying biases or valid business reasons.
* Context: This approach provides context and insight into whether the practice is based on legitimate criteria or if there is an unconscious bias.

The look-back measurement period is a method of determining eligibility for coverage. The employer looks at a defined period of time that the employee has worked and averages the weekly hours. If the average is 30 hours or more per week the employee would likely be eligible for coverage.

HR should consult with legal counsel when writing a staffing contract. They should avoid setting end dates in the contract so it can be terminated in case of dissatisfaction. They should also stay away from generic contract forms. Finally, they should negotiate the price of the staffing company's service.

According to Blake-Mouton's theory, a "country club manager" is highly concerned about his people but has a low concern for tasks. He tends to be encouraging and creates a collaborative environment. But he of ten fails to hold employees accountable and avoids giving negative feedback to his subordinates. In order for him to become a team leader, he would need to develop an equal amount of concern for tasks. "Impoverished managers," with a low concern for both tasks and people, tend to delegate their work.

* Expectancy Theory Overview: Expectancy theory suggests that employees are motivated when they believe that their efforts will lead to desirable performance and rewards. Custom selection benefit plans can enhance this belief by allowing employees to choose benefits that best meet their personal needs.
* Linking Effort to Rewards: By offering custom selection benefit plans, employees can see a clear link between their work efforts and the rewards they receive, thereby increasing their motivation and engagement.
* Personalized Benefits: Customizing benefits allows employees to select options that are most valuable to them, making them feel appreciated and understood by the organization, which boosts engagement.
* Enhanced Satisfaction: Expectancy theory posits that when employees expect that their efforts will lead to valued rewards, their satisfaction and motivation levels increase. Custom benefit plans directly support this by providing tailored rewards.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee motivation and benefit plan customization