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NEW QUESTION # 19
Task identity, task significance, and feedback are all examples of what?
- A. Job enlargement
- B. Job enrichment
- C. Performance appraisal criteria
- D. Key productivity indicators
Answer: B
Explanation:
Answer option B is correct.Job design is made up of several factors related to how the work gets done, broken into two categories: job enrichment and job enlargement (A). Task identity, task significance and feedback are examples of job-enrichment activities that can significantly influence job satisfaction through design. KPI's (D, C) can be used as performance appraisal criteria, but are not directly related to job enrichment activities. Chapter: Human Resource Development Objective: Review Questions
NEW QUESTION # 20
As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What is the ally doctrine?
- A. A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.
- B. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.
- C. Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line.
- D. A secondary boycott occurs when a union tries to compel an employer.
Answer: B
Explanation:
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: Union Organization
NEW QUESTION # 21
Human resource professionals are likely to use third-party contracts when doing which of the following?
- A. Writing the employee handbook
- B. Hiring a full-time executive
- C. Hiring a temporary employee
- D. Conducting a job evaluation
Answer: C
Explanation:
Answer option D is correct.In a third-party contract, some or all of the work is performed by an individual who is not a party to the contract. There are many examples of third-party contracts in business; perhaps the best known for HR professionals is an agreement with a temp agency in which the company agrees to pay the temp agency for services provided by an employee of the agency. See Chapters 2 and 4 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Third-Party Contract Management
NEW QUESTION # 22
Which of the following is designed to give students opportunities to gain experience in their chosen fields prior to graduation?
- A. Outsourcing
- B. Merger
- C. Internship program
- D. Job sharing
Answer: C
Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 23
As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?
- A. 90 days following the year of the incident
- B. Five years following the year of the incident
- C. One year from the date of the incident
- D. Three years following the year of the incident
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for five years following the year of the injury.
Answer option A is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option B is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option D is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 24
Which of the following activities does not contribute to ergonomic injuries?
- A. Falling down stairs
- B. Contact stress
- C. Awkward postures
- D. Extended vibrations
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Ergonomic injuries are caused by repeated stress to a part of the body. A fall down the stairs is a single occurrence and therefore not an ergonomic injury. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 25
Your organization uses ADDIE for developing new seminars and training. During the design of the course, you need to follow four distinct steps to create a good training design. Which of the following is NOT one of the four steps of design?
- A. Gain agreement and sign-off.
- B. Identify the outcome objectives.
- C. Identify learning methodologies.
- D. Identify the distribution methods.
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
A good training design includes four steps: Identify the outcome objectives, Identify learning methodologies, Establish a time frame, and Gain agreement and sign-off. Identifying the distribution methods is not part of the process.
Answer option A is incorrect. You do need to identify the outcome objectives.
Answer option C is incorrect. You do need to identify the learning methodologies.
Answer option D is incorrect. You do need to gain agreement and sign-off.
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 # 26
DRAG DROP
Drag and drop the traditional theories of motivation concepts according to the given information.
Select and Place:
Answer:
Explanation:
Explanation/Reference:
The traditional theories of motivation are as follows:
The Hierarchy of Needs: Maslow, a behavioral scientist, developed his hierarchy of needs to explain how people meet their needs through work. Maslow identified five levels of needs that motivate people:
Physiological Needs
Safety Needs
Social Needs
Esteem Needs
Self-actualization Needs
Operant Conditioning: Skinner's, basic theory is that behavior can be changed through the use of four intervention strategies:
Positive Reinforcement
Negative Reinforcement
Punishment
Extinction
Acquired Needs Theory: McClelland's acquired needs theory is that experiences acquired throughout their lives motivate people to achieve in one of three areas:
Achievement
Affiliation
Power
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Motivation Concepts
NEW QUESTION # 27
Beth is a nonexempt employee and she earns $17.45 per hour in her job. She has worked 40 hours this week, but management has requested that Beth work seven more hours this weekend. What is the total payment, before taxes, that Beth will be due for her work this week?
- A. $820.15
- B. $698
- C. $1,230.22
- D. $881.22
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Beth will earn seven hours of overtime pay at $16.175 per hour, plus her regular 40 hours of pay of $698.
Answer option A is incorrect. $820.15 does not reflect Beth's overtime for the week.
Answer option B is incorrect. $698 doesn't include the overtime pay.
Answer option C is incorrect. $1,230.22 counts all of the hours Beth has worked as overtime pay.
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: Compensation
NEW QUESTION # 28
Robert is the HR Professional for his organization and he's preparing for several interviews with candidates for an open position in his company. Several interviewers will participate in the interview process and Robert is meeting with all interviewers to discuss the process. Robert wants to define and document the interview process for all interviewers to abide by the Uniform Guidelines on Employee Selection Procedures. What is the purpose of the meeting and the documentation of the interview process?
- A. Roberts wants all of the interviewers to grade each candidate.
- B. Robert wants all of the interviewers to ask the same questions.
- C. Roberts wants to approve all questions the interviewers may ask the job candidates.
- D. Robert wants all of the interviewers to be consistent through the interviews.
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
One of the key elements of the Uniform Guidelines on Employee Selection Procedures is consistency in each interviewer's approach to the interview process.
Answer option B is incorrect. Interviewers don't need to ask all of the same questions to abide by the Uniform Guidelines on Employee Selection Procedures.
Answer option D is incorrect. The Uniform Guidelines on Employee Selection Procedures isn't about grading the interviewees, but approach the interviews in a consistent manner.
Answer option A is incorrect. Robert doesn't need to approve all of the questions in order to abide by the Uniform Guidelines on Employee Selection Procedures.
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: Staffing Programs
NEW QUESTION # 29
The Occupational Safety and Health Act of 1970 grants employees the right to do all of the following except which one?
- A. View detailed reports of all workplace accidents.
- B. Be advised of potential safety hazards.
- C. Observe the employer when measuring and monitoring workplace hazards.
- D. Speak privately to an OSHA inspector during an inspection.
Answer: A
Explanation:
Answer option D is correct.Employees have the right to review accident reports without information that identifies the employees involved in the accident. See Chapter 8 for more information. Chapter: Risk Management Objective: Risk Assessment
NEW QUESTION # 30
An HR director decided not to interview a qualified applicant because of personal knowledge that the applicant's family has a history of cancer. The director's decision created an alternative risk of:
- A. Negligent hiring
- B. Adverse impact
- C. Genetic discrimination
- D. FMLA violation
Answer: C
Explanation:
This scenario falls squarely undergenetic discrimination, which is prohibited byGINA (Genetic Information Nondiscrimination Act). GINA forbids employers from using genetic information, including family medical history, in hiring, firing, or promotion decisions.
Extract from HRCI-aligned HR knowledge: TheEmployee Relations and Engagementdomain includes
"ensuring compliance with employment law including GINA, ADA, and FMLA." HR must never use genetic data (including family health history) in employment decisions, as this poses afederal liability risk.
NEW QUESTION # 31
Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?
- A. It's an agreement to rush orders for union-based businesses.
- B. It's an agreement that an employer will stop doing business with a non-union business.
- C. It forces suppliers to join the union.
- D. It's a threat that the union will slow down processing orders for non-union shops.
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
A hot cargo agreement is an agreement an employer makes to stop doing business with other, usually non- union based businesses.
Answer options A, B, and D are incorrect. These are'nt valid definitions of a hot cargo agreement.
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: Union Organization
NEW QUESTION # 32
Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law?
- A. Title VII of the Civil Rights Act of 1964
- B. Fair Labor Standards Act of 1958
- C. ADEA of 1967
- D. ADA and Rehabilitation Act of 2008
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or national origin.
Answer option C is incorrect. The Fair Labor Standards Act of 1958, also known as the Equal Pay Act, prohibits sex-based wage discrimination.
Answer option D is incorrect. ADEA of 1967 prohibits discrimination in employment on the basis of age (40 years or older).
Answer option A is incorrect. Americans with Disabilities Act (ADA) and Rehabilitation Act of 2008 make important changes to the definition of the term "disability" by rejecting the holdings in several Supreme Court decisions and portions of EEOC's ADA regulations.
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 # 33
An organization is considering a new office in another country. This foreign country is considered to be a high-context culture. What does this mean?
- A. People rely more on nonverbal clues and relationships to discern what is meant.
- B. People rely more on para-lingual aspects of the conversation to discern what is meant.
- C. People rely more on the words of the conversation to discern what is meant.
- D. People rely on the hierarchy of conversation to discern what is meant.
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
A high-context culture examines the nonverbal clues and relationships to understand the meaning of communications.
Answer option B is incorrect. Para lingual describes the pitch, tone, and inflection of a conversation - not the nonverbal clues.
Answer option A is incorrect. The message of the communication is important, but not as important as nonverbal clues in a high-context culture.
Answer option D is incorrect. This isn't a valid description of an influence of the communication model.
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: Global Considerations
NEW QUESTION # 34
Which of the following includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation?
- A. Non-monetary compensation
- B. Monetary compensation
- C. Extrinsic reward
- D. Intrinsic reward
Answer: B
Explanation:
Answer option D is correct. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION # 35
Which of the following interview questions is unlawful?
- A. If you were an animal, what kind of animal would you be?
- B. Are you a U.S. citizen?
- C. Tell me about a time you disagreed with your boss about a course of action.
- D. Any job offer made will be contingent on a medical exam. Are you willing to undergo one if we offer you the job?
Answer: B
Explanation:
Answer option B is correct.Any inquiries into an applicant's citizen status must be specific to the requirements of the job. In this example, it is not necessary for the employer to know specifically whether the applicant is a U.S. citizen, but rather, whether the applicant is authorized to work in the United States. Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 36
As an HR Professional, you need to be familiar with learning concepts. One such concept is orientation to learning. Which of the following statements best describes orientation to learning?
- A. What I learn today needs to be able to help me solve problems in the workplace tomorrow.
- B. I am a worker and what I learn must work in the real world.
- C. Learning is hard work and time-exhaustive.
- D. I am an adult, I can direct myself.
Answer: A
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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 # 37
Which of the following refers to the process of attracting, screening, and selecting qualified people for a job at an organization?
- A. Green circle
- B. Recruitment
- C. Straight-line operation
- D. HR audit
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
Answer option A is incorrect. An HR audit identifies practice areas in an organization that are working well and those that may be out of compliance with legal requirements.
Answer option D is incorrect. Green circle refers to salaries that are below the minimum of the salary range.
Answer option C is incorrect. A straight-line operation refers to two businesses that perform operations complementing each other.
Reference:"http://en.wikipedia.org/wiki/Recruitment"
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 38
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?
- A. Distributive bargaining
- B. Good faith bargaining
- C. Interest-based bargaining
- D. Integrative bargaining
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem. This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.
Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.
Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.
Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.
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: Union Organization
NEW QUESTION # 39
As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees.
Which of the following statements is an example of an express contract that could affect a person's employment?
- A. You'll have a job as long as we're in business.
- B. Either party, the employer or employee, can terminate the employment relationship at will.
- C. If you quit that position in our company, we'll give you this position here.
- D. You will do what I say when I say it.
Answer: A
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
A verbal promise to continue employment under certain conditions is an example of an express contract. An express contract can negate employment at will.
Answer option C is incorrect. This statement is the definition of the employment at will relationship.
Answer option C is incorrect. This statement is an example of promissory estoppel - if the company doesn't follow through on the promise.
Answer option D is incorrect. This statement is likely an example of an employee who's going to experience constructive discharge. This happens when the employer makes the environment so hostile that the employee resigns.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 40
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions?
- A. Davis-Bacon Act
- B. Fair Labor Standards Act
- C. Walsh-Healey Public Contracts Act
- D. Portal-to-Portal Act
Answer: C
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 41
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