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Redesign performance management to include customer satisfaction metrics.

Maintain current HR practices without change.

Focus exclusively on compliance with labor laws.

Reduce hiring budgets to control costs.

Automate resume screening and streamline interview scheduling with technology.

Eliminate background checks for speed.

Hire only contract workers for immediate needs.

Reduce recruiter involvement in candidate evaluation.

Introduce flexible work arrangements, student loan assistance, and career development rewards.

Focus exclusively on retirement benefits.

Standardize benefits regardless of demographics.

Avoid customizing rewards to save costs.

Conduct equity audits, review benefit accessibility, and design inclusive rewards policies.

Provide identical packages without reviewing equity.

Limit rewards to executives only.

Eliminate non-salary benefits.

Provide anecdotal reports from supervisors.

Present digital training completion records and compliance documentation from the HRIS.

Delay the audit until new training sessions are held.

Submit voluntary safety incident reports instead.