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NEW QUESTION # 27
Which of the following is used during the strategic planning process?
- A. Quantitative analysis
- B. PEST analysis
- C. Qualitative analysis
- D. SWOT analysis
Answer: B
Explanation:
Answer option A is correct.
Chapter: Business Management and Strategy
Objective: Strategy
NEW QUESTION # 28
Employers are required to provide a portable retirement plan to employees based on which of the following?
- A. Omnibus Budget Reconciliation Act.
- B. Older Worker Benefit Protection Act.
- C. Employee Retirement Income Security Act.
- D. Retirement benefits are not required by federal law.
Answer: D
Explanation:
Explanation/Reference:
nswer option B is correct.
No federal law requires employers to provide a retirement plan to employees. If employers do provide retirement benefits, ERISA (A) regulates how the plans are offered and administered. OBRA (D) capped executive pay, required health plans to honor qualified medical child-support orders, and required that group health plans provide coverage for dependent adopted children of employees. The OWBPA (C) amended the ADEA to prohibit discriminating against older workers in benefit plans and defined requirements for employee waivers of their rights under the act.
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION # 29
John is the HR Professional for his organization. He is interviewing Sally for a sales position, and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how she resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?
- A. Behavior-based interview
- B. Directive interview
- C. Stress interview
- D. Prescreen interview
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
This is a classical example of the behavior-based interview. Sally will need to tell a story to John about her past experiences with a difficult customer and what the outcome of the situation was.
Answer option B is incorrect. A stress interview deliberately creates a stressful environment to test the candidate's response in the stress.
Answer option A is incorrect. A prescreen interview is used to determine which candidates qualify for the job requirements and to make decisions if additional interviews are needed.
Answer option D is incorrect. A directive interview is where the HR Professional controls the interview process through a predefined set of questions for all interviewees.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 30
Please refer to the following table for this question. A company advertised for 100 sales representative positions. They received 650 applications and hired the 100 employees as follows:
In which groups has adverse impact occurred?
- A. Caucasian and Black
- B. Hispanic and Native American
- C. Hispanic and Caucasian
- D. Native American and Black
Answer: B
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
To determine whether adverse impact has occurred, multiply the highest selection rate, which is Asian, at 18%, by 4/5 or 80%. (18% × .80=14%) Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 31
A lockout occurs when which of the following occurs?
- A. The employer refuses to allow the union to unionize the workplace.
- B. The employees patrol the entrance to the business.
- C. The employer shuts down operations to keep employees from working.
- D. The employees shut down operations by refusing to work.
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
A lockout is an action taken by the employer to stop employees from working. A strike occurs when employees refuse to work (C). An employer that refuses to allow the union to conduct an organizing campaign (B) is committing an unfair labor practice. Picketing occurs when employees patrol the entrance to the business (D).
See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 32
Which of the following requires employees to act within the authority granted by the
employer?
- A. Duty of loyalty
- B. Due process
- C. Duty of obedience
- D. Duty of diligence
Answer: C
Explanation:
Answer option D is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 33
Which of the following occurs when the union decides to stop working?
- A. Boycott
- B. Involuntary exit
- C. Strike
- D. Lockout
Answer: C
Explanation:
Answer option C is correct.A strike occurs when the union decides to stop working.Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc. Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option A is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands. Chapter: Employee and Labor Relations Objective: Union Organization
NEW QUESTION # 34
Ken is an employee in your organization. When it comes to training and learning new skills, Ken says that he learns best by listening to lectures, audio recordings, and podcasts. What type of a learner is Ken?
- A. Audible learner
- B. Tactile learner
- C. Visual learner
- D. Auditory learner
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
Ken is an auditory learner as he learned best by listening.
Answer option B is incorrect. There is not a category of learning called audible learners.
Answer option A is incorrect. A tactile learner, also known as a kinesthetic learner, learns best with hands- on exercises.
Answer option D is incorrect. A visual learner learns best by what they see, such as reading, demonstrations, and DVD types of learning.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management
NEW QUESTION # 35
A reduced FMLA leave schedule means which of the following?
- A. The employee is absent from work multiple times for the same illness or injury.
- B. The employee works fewer hours each day or week.
- C. The employee works fewer hours each day or week.
- D. Accurate records of time off are maintained.
- E. The employee's leave schedule is disruptive to the work schedule.
- F. The employee is absent from work multiple times for the same illness or injury.
- G. Accurate records of time off are maintained.
- H. The employee's leave schedule is disruptive to the work schedule.
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
A reduced FMLA leave is one in which the employee's regular work schedule is reduced by some number of hours per day or days per week. An intermittent FMLA leave (B) is one in which an employee is absent from work multiple times for the same illness or injury. Disruption to the work schedule (D) is not a factor in the type of FMLA leave. Although accurate records of time off (A) should be maintained for all FMLA leaves, they are most critical for intermittent leaves.
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION # 36
Which of the following metrics is most likely to be associated with social learning?
- A. Number of employees completing formal assessments
- B. Percent of employees completing courses
- C. Number of mentor-mentee relationships established
- D. Percent of employees identified as high potentials
Answer: C
Explanation:
Social learning focuses on knowledge transfer through interaction, mentoring, coaching, and peer networks, rather than formal classroom instruction. Mentorship is a prime metric to assess its effectiveness.
Extract from HRCI-aligned HR knowledge (Learning and Development):
SPHR guidance recommends "monitoring informal learning opportunities such as mentorships and communities of practice as indicators of organizational knowledge-sharing culture." This supports agile, scalable learning environments.
NEW QUESTION # 37
Which of the following Acts encourages the states to take the lead in developing and enforcing safety and health programs for businesses within their jurisdictions?
- A. Occupational Safety and Health Act
- B. Mine Safety and Health Act
- C. Sarbanes-Oxley Act
- D. Drug-Free Workplace Act
Answer: A
Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 38
As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?
- A. To dominate or interfere with the formation or administration of a labor organization.
- B. To refuse individuals to organize and meet for the potential labor union creation process.
- C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
- D. To discriminate against employees for engaging in concerted or union activities or refraining from them.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
The employer is not obligated to provide meeting facilities to employees wishing to create a labor union.
Answer options A, C, and D are incorrect. These are among the five unfair labor practices.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations
NEW QUESTION # 39
What is the minimum amount of employees an organization must have to be covered by the Americans with Disabilities Act of 1990?
- A. 0
- B. 1
- C. All organizations are covered by this act and must abide by its requirements
- D. 2
Answer: A
Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The Americans with Disabilities Act of 1990 requires organizations that have 15 or more employees to abide by this law.
Answer option A is incorrect. This law does not affect organizations with less than 15 employees.
Answer option C is incorrect. The Americans with Disabilities Act of 1990 applies to all employers with 15 or more employees, not 45.
Answer option D is incorrect. The Americans with Disabilities Act of 1990 applies to all employers with 15 or more employees, not 100.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 40
John is the Senior HR Professional for his organization and he's reviewing his company's code of conduct.
Which of the following statements best describes a code of conduct?
- A. A code of conduct is a statement of behaviors that the organization expects from its employees.
- B. A code of conduct is a statement of behaviors that the employees expect from its management.
- C. A code of conduct is a statement of ideal standards that the shareholders are expected to uphold in its business practices.
- D. A code of conduct is a statement of ideal standards that the organization is committed to uphold in its business practices.
Answer: A
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The code of conduct is an employer's expectation of employee behavior.
Answer option B is incorrect. This statement describes the company's code of ethics.
Answer option C is incorrect. This isn't a valid statement for the code of conduct.
Answer option D is incorrect. All employees are expected to abide by the code of conduct, not just management or just employees.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Corporate Governance
NEW QUESTION # 41
One factor of the Uniform Guidelines on Employee Selection is reliability during interviews. Which of the following statements is the best description of reliability during interviews?
- A. Interviews should prepare and consistently use questions that will be asked of all candidates based on the candidate's submitted resume.
- B. Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for a particular position.
- C. Interviews should adapt job-related questions for each candidate for a particular position based on the candidate's experience.
- D. Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for all employment positions within the organization.
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 42
What is the purpose of an HR budget?
- A. To hold departments accountable for outcomes
- B. To ensure that the outcomes match the strategic plan
- C. To evaluate the effectiveness of HR strategy
- D. To determine how much cash is required to achieve a goal
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
An HR budget reflects how many and what types of resources are necessary to accomplish a goal. The addition of employees, costs to train, and the purchase of new equipment are all examples of items that require cash to achieve strategic goals.
Chapter: Business Management and Strategy
Objective: Review Questions
NEW QUESTION # 43
The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?
- A. There are three arbitrators all of whom must be approved to participate by the management and the union.
- B. There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom both management and union approve of.
- C. There are three arbitrators, all of whom are selected by the party not bringing the grievance.
- D. There are three arbitrators all of whom are randomly selected to serve from a pool of pre-approved management and union arbitrators.
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
An arbitration hearing by a panel typically uses three arbitrators. One arbitrator is selected by the management, one by the union, and one is approved by both management and union.
Answer option B is incorrect. The three arbitrators are not selected by just one party.
Answer option A is incorrect. Management gets to approve one arbitrator, the union gets to approve one arbitrator, and both parties approve the neutral arbitrator.
Answer option D is incorrect. The arbitrators are not randomly selected.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Dispute Resolution
NEW QUESTION # 44
Your company is a government contractor with a current project of $250,000. As the Senior HR Professional you've been asked how the Walsh Healy Public Contracts Act will affect your organization.
What is the Walsh Healy Public Contracts Act?
- A. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements.
- B. This act requires government contractors with contracts over $100,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
- C. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements unless the workers do not live in the state where the contracted work is being performed.
- D. This act requires government contractors with contracts over $10,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
The Walsh Healy Public Contracts Act requires government contractors with contracts of more than
$10,000 to pay their employees the wage of the local areas as established by the Secretary of Labor.
Answer option A is incorrect. This statement is close to accurate, but the contract amount isn't $100,000, it is only $10,000.
Answer option B is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Answer option C is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 45
DRAG DROP
Drag and drop the elements of proposal formats according to their descriptions.
Answer:
Explanation:
NEW QUESTION # 46
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