After receiving a negative evaluation from a trainer upon completion of a six$-$week program to learn a required computer software program, a call center employee files a complaint with an HR generalist against the trainer. The employee characterizes the trainer$$s evaluation as an unfair termination attempt and goes on to describe a conversation overheard between the trainer and another employee in which the trainer expressed frustration about failing to meet bonus requirements as a result of training older workers. The employee also recounts a situation that involved the termination of a coworker for speaking out against the trainer and reveals a strong interpersonal relationship between the call center manager and the trainer. The trainer is responsible for observing and documenting the employee$$s on$-$the$-$job performance during training. According to the trainer$$s evaluation, the employee experienced significant difficulty learning the new software. Given the information provided by the employee, the HR generalist decides to conduct a formal investigation.

Which response should the HR generalist provide if the call center manager questions the purpose for reviewing the records of a consistent and effective trainer?

Answers

Inform the manager that the review must include the records of the trainer and all involved employees.

Clarify that a review of the records may help to uncover patterns that observations may not reveal.

Ask the manager to provide a detailed observational report including the trainer$$s results for a two$-$year period.

Explain that the observations are invalid due to employees$$ concerns about the manager$$s biases.