HR Florida PHR/SPHR Certification Prep Class Final Exam

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1. The four stages in the life cycles of a business are:

Explanation

The correct answer is "Introduction, growth, maturity, decline". This answer accurately represents the four stages in the life cycle of a business. The introduction stage is when a business is first established and begins to gain customers. The growth stage is characterized by increasing sales and expanding operations. The maturity stage is when the business has reached its peak and is stable. The decline stage is when the business starts to decline in sales and profitability. These stages are commonly observed in the life cycle of businesses.

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HR Florida PHR/SPHR Certification Prep Class Final Exam - Quiz


While no one knows exactly what questions will be on the certification exam, this final exam provides a practice opportunity and serves as an additional study guide.... see moreSome questions may not have been covered in the class.
Allow yourself four (4) hours to take the exam.
You may take the exam multiple times. see less

2. When an interviewer asks standardized questions of every applicant for the same job, it is a(n):

Explanation

A structured interview is characterized by the use of standardized questions that are asked to every applicant for the same job. This type of interview is designed to ensure consistency and fairness in the hiring process by evaluating all candidates based on the same criteria. It allows for a systematic and objective assessment of each applicant's qualifications and suitability for the job.

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3. Ethical behavior can be established by:

Explanation

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4. Under the ADEA, it is unlawful to discriminate against employees or applicants who are:    

Explanation

The Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees or applicants who are 40 years of age or older. This means that it is illegal for employers to treat individuals less favorably or make employment decisions based on their age if they are 40 years old or older. The ADEA aims to protect older workers from age-based discrimination in the workplace and ensure equal opportunities for employment.

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5. Which level of training evaluation provides data related to sales increases or cost savings?

Explanation

The level of training evaluation that provides data related to sales increases or cost savings is the Results level. This level focuses on measuring the impact of training on the organization's bottom line and includes metrics such as increased sales revenue or reduced costs as a result of the training program. It helps determine the effectiveness of the training in achieving the desired business outcomes and ROI.

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6. Which of the following quality tools prioritizes categories from the most important to the least important?

Explanation

The Pareto chart is a quality tool that prioritizes categories from the most important to the least important. It is based on the Pareto principle, which states that a small number of causes are responsible for the majority of the problems or issues. The chart helps to identify and prioritize these causes by displaying them in descending order of frequency or impact. This allows for focused problem-solving and decision-making, as the most significant issues can be addressed first.

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7. Training usually: 

Explanation

The correct answer is "Emphasizes teaching specific and immediately usable skills." This is because the statement implies that training focuses on providing practical skills that can be applied immediately in a job or task. It suggests that the emphasis is on teaching specific skills rather than conceptual knowledge or long-term career development.

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8. An employer refuses to hire a worker because she is a Christian. Another employer fires an employee because he is an atheist. A third employer fires a Muslim employee because she marries a Jewish man. In general, which of these employers is violating EEO law?

Explanation

All three employers are in violation of the EEOC because EEOC guidelines prohibit discrimination based on an individual's religion. Refusing to hire or firing an employee based on their religious beliefs or affiliations is a direct violation of these guidelines. Discrimination based on religion is considered a form of religious discrimination, which is illegal under the EEOC laws.

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9. A non-exempt worker in a manufacturing facility works 38 hours in the first week of the pay period, 42 hours in the next.  The company pays its employees every 2 weeks.  How should the overtime issue be handled?

Explanation

The correct answer is to pay two hours of overtime in week two. This is because according to the Fair Labor Standards Act (FLSA), overtime is calculated based on a workweek, which is defined as a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods. In this case, the worker has worked a total of 80 hours in the two-week pay period, which exceeds the standard 40 hours per week. Therefore, the worker is entitled to two hours of overtime pay for the second week.

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10. The job characteristics model includes:

Explanation

The correct answer is skill variety, task identity, task significance, autonomy, feedback. The job characteristics model is a framework that identifies five core job characteristics that lead to increased motivation, satisfaction, and performance. These characteristics include skill variety (the extent to which a job requires different skills and talents), task identity (the extent to which a job involves completing a whole and identifiable piece of work), task significance (the impact and importance of the job), autonomy (the level of independence and control over how the job is performed), and feedback (the extent to which the job provides clear and direct information about performance).

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11. Research has identified three psychological determinants that influence a person’s decision to join or avoid a union.  What are the three determinants?

Explanation

The three determinants that influence a person's decision to join or avoid a union are perception of the work environment, desire to participate, and strong beliefs about the union. These factors play a crucial role in shaping an individual's decision-making process. The perception of the work environment refers to how an individual perceives the conditions, treatment, and overall atmosphere of the workplace. The desire to participate reflects the individual's willingness and motivation to actively engage in union activities and contribute to collective efforts. Strong beliefs about the union indicate the individual's values, ideologies, and convictions regarding the importance and effectiveness of unions in advocating for workers' rights and interests.

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12. Which of the following describes research instrument validity?

Explanation

Research instrument validity refers to the extent to which a test or questionnaire accurately measures what it is intended to measure. It ensures that the instrument is measuring the specific construct or concept it claims to measure, without any bias or distortion. Validity is important in research as it ensures that the results obtained from the instrument are reliable and meaningful.

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13. Child labor laws prohibit a 16-year old from working in one of the following jobs:

Explanation

Child labor laws are in place to protect the well-being and safety of young individuals. The other options listed, such as retail food service, pizza delivery, and pharmacy cashier, do not typically involve dangerous or physically demanding tasks that could potentially harm a 16-year old. However, brick making involves heavy manual labor and poses a higher risk of injury, making it unsuitable for someone of that age.

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14. A(n) __________ job is often described as one performed by many individuals or having special significance to the organization for comparison purposes.

Explanation

A benchmark job is often described as one performed by many individuals or having special significance to the organization for comparison purposes. This means that a benchmark job is used as a standard or reference point to evaluate and compare other jobs within the organization. It serves as a point of comparison for determining the relative value and compensation of other jobs.

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15. The NLRB can waive an election based on all EXCEPT:

Explanation

The NLRB can waive an election based on all the given options except for employee's signatures being obtained through threatening and coercing. This is because the NLRB aims to ensure fair and free elections, and any form of coercion or intimidation goes against this principle. If employee signatures were obtained through such means, it would invalidate the authorization cards and make a fair and impartial election necessary.

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16. According to Stephen Covey’s two principal components of leadership, leaders  _____.

Explanation

According to Stephen Covey's two principal components of leadership, leaders provide vision and direction, values and purposes; and inspire and motivate people to work together. This means that leaders should have a clear vision for the future, set goals and objectives, and provide guidance on how to achieve them. They should also establish and communicate the values and purposes of the organization, creating a sense of shared mission and identity. Additionally, leaders should inspire and motivate their team members, encouraging collaboration and teamwork to achieve common goals.

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17. Which job evaluation method DOES NOT truly consider the relative internal worth of a job?

Explanation

The market pricing method does not truly consider the relative internal worth of a job because it relies on external market data and benchmarks to determine the job's value. This method focuses on what other organizations are paying for similar jobs in the market, rather than evaluating the job based on its internal factors such as skills, responsibilities, and qualifications. Therefore, it does not provide a comprehensive assessment of the job's internal worth within the organization.

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18. Measuring the degree of association that exists between two or more variables is the purpose of:

Explanation

Correlation analysis is the statistical technique used to measure the degree of association between two or more variables. It determines the strength and direction of the relationship between variables, indicating whether they are positively or negatively correlated. This analysis helps in understanding the extent to which changes in one variable are related to changes in another variable. It is commonly used in various fields such as economics, finance, and social sciences to identify and analyze relationships between variables.

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19.  Development is different from training because:

Explanation

Development is different from training because it focuses on less tangible aspects of performance, such as attitudes and values. While training is primarily focused on acquiring and improving specific skills, development goes beyond that and aims to enhance overall personal growth and effectiveness. It involves cultivating qualities like leadership, emotional intelligence, and ethical decision-making. Development activities often include self-reflection, feedback, and experiential learning to foster a deeper understanding of oneself and others. Unlike training, which is more skill-oriented and task-focused, development is concerned with the holistic development of an individual.

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20. Which of the following methods is NOT a mathematical method for forecasting HR demand?

Explanation

Estimates are not a mathematical method for forecasting HR demand because they are based on subjective judgments and opinions rather than quantitative data or mathematical calculations. While simulation models, productivity ratios, and statistical regression analysis involve mathematical techniques and data analysis to forecast HR demand, estimates rely on the expertise and intuition of individuals to make predictions. Therefore, estimates are not considered a mathematical method for forecasting HR demand.

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21. Which of the following exemplifies Hersey-Blanchard’s situational leadership theory?

Explanation

Hersey-Blanchard's situational leadership theory suggests that a leader's style should adapt and change depending on the needs and development level of their followers. This means that as individuals grow and require different types of guidance and leadership, the leader must adjust their approach accordingly. This answer aligns with the core principle of the theory, making it the correct choice.

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22. An employee in a defense plant posted a large sign in her office to protest the war with Iraq.  The sign caused tension amongst the employees who support the war and those opposed to the war.  The employees were distracted from their work and productivity was reduced.  Does the employer have the right to demand that the employee remove the political sign?  

Explanation

Employers have the right to control employee work time and minimize workplace disruption. In this case, the large sign protesting the war with Iraq caused tension among the employees and distracted them from their work, leading to reduced productivity. Employers have the responsibility to maintain a productive and focused work environment, and if a political sign is causing disruption and affecting employee performance, they can demand its removal. Company policies may also play a role in determining whether the employer has the right to make such a demand.

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23. Organizational and recognition picketing are prohibited if a union has been recognized or a valid election occurred within the previous _______.

Explanation

Organizational and recognition picketing are prohibited if a union has been recognized or a valid election occurred within the previous 12 months. This means that once a union has been recognized or a valid election has taken place, there is a 12-month period where picketing for organizational and recognition purposes is not allowed. This is likely to ensure stability and give the recognized union or elected representatives a fair chance to establish themselves before any further picketing activities can take place.

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24. A company has a contest in which the work unit with the lowest accident rate each month is awarded with a pizza lunch and two hours off with pay.  This is an example of:

Explanation

This scenario describes an incentive program where the company rewards the work unit with the lowest accident rate each month with a pizza lunch and two hours off with pay. An incentive program is designed to motivate and encourage employees to achieve certain goals or behaviors by offering rewards or incentives. In this case, the company is using the incentive of a pizza lunch and time off to promote safety and reduce accidents in the workplace.

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25. An employer is set to lay off 520 employees.  The layoff is expected to exceed 6 months.  Under WARN, how much notice is the employer required to give its employees?

Explanation

Under the Worker Adjustment and Retraining Notification (WARN) Act, employers are required to give their employees at least 60 days' notice before a mass layoff or plant closure. This allows employees to have enough time to seek alternative employment or retraining opportunities. In this case, since the employer is set to lay off 520 employees, they would be required to give a 60-day notice to their employees.

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26. The phases of training consist of:

Explanation

The correct answer is "Analysis, design, development, implementation, evaluation." This sequence represents the phases of training in a logical order. First, the analysis phase involves identifying the training needs and goals. Then, the design phase focuses on creating a training plan and materials. Next, the development phase involves actually building the training program. After that, the implementation phase involves delivering the training to the participants. Finally, the evaluation phase assesses the effectiveness of the training and identifies areas for improvement.

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27. The Confederate flag evokes a lot of emotion.  It is a symbol that means different things to different people. Those differing views set the stage for friction in the workplace. A large manufacturing company with 500 employees decided to eliminate the potential for friction amongst its employees by banning the display of the Confederate flag in its workplace. Did the employer act in lawful manner?  

Explanation

The employer's decision to ban the display of the Confederate flag in the workplace can be seen as a proactive measure to prevent potential racial harassment. By eliminating a symbol that is known to evoke strong emotions and has different meanings to different people, the employer is taking steps to create a more inclusive and respectful work environment. This action can be seen as a lawful response to protect the well-being and rights of all employees.

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28. Which statement about the SOX act is FALSE?

Explanation

The statement "It affects only accountants and lawyers" is false because the SOX act does not only affect accountants and lawyers. Some sections of the act also affect all employers with SEC registered stock, and public stock companies are prohibited from making loans to executive officers or directors. Additionally, the act is expansive as it covers financial, audit, and codes of conduct.

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29. Which of the following is NOT a variable pay plan?

Explanation

The given answer, "A non-exempt employee works over 40 hours," is not a variable pay plan because it does not involve any form of additional pay or compensation based on performance or specific targets. It simply refers to an employee working more than the standard 40 hours, which may entitle them to overtime pay or other benefits as per labor laws.

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30. A ______ strike occurs during the life of the collective bargaining agreement without approval of union leadership, and in violation of a no-strike clause in a labor contract:

Explanation

A wildcat strike refers to a strike that happens without the approval of union leadership and in violation of a no-strike clause in a labor contract. Unlike other types of strikes, such as economic strikes which are initiated to gain better wages or benefits, or sympathy strikes which are in support of another group's strike, wildcat strikes are spontaneous actions taken by workers to express their dissatisfaction or frustration with the working conditions or management decisions. These strikes can disrupt operations and cause tension between the union and the employer, as they are not sanctioned or planned by the union leadership.

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31. Decentralization is recommended for organizations where:

Explanation

Decentralization is recommended for organizations where the operating units' staff performs organizational tasks completely because it allows for greater autonomy and decision-making power at the unit level. When the staff is capable of handling all tasks independently, decentralization can help improve efficiency and responsiveness. It also enables faster decision-making, as decisions can be made at the unit level without having to go through multiple layers of hierarchy. Additionally, decentralization allows for better utilization of local knowledge and expertise, leading to more effective problem-solving and innovation at the unit level.

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32. Which of the following actions would most likely be considered to be a discriminatory act?

Explanation

Replacing a 60-year old employee with a 42-year old employee would most likely be considered a discriminatory act. Age discrimination is prohibited by law and it is illegal to make employment decisions based on an individual's age.

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33. Environmental scanning should be used to:

Explanation

Environmental scanning is the process of gathering and analyzing information about the external environment of an organization. It involves identifying and monitoring local, national, and global competitive pressures that could potentially impact the organization's strategy. By understanding these competitive pressures, the organization can make informed decisions and develop strategies to stay competitive in the market. This helps the organization to anticipate and respond effectively to changes in the business environment, ultimately influencing its overall strategy.

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34. Which of the following is NOT a test for just-cause discharge for on-the-job behavior:

Explanation

The question is asking for a test that is NOT a test for just-cause discharge for on-the-job behavior. The other three options - evidence, penalty of discharge, and reasonableness of the company's rule - are all factors that would be considered in determining whether a just-cause discharge is appropriate. However, an EEO investigation is not directly related to the concept of just-cause discharge. An EEO investigation is typically conducted to address allegations of discrimination or harassment, which may or may not be relevant to a just-cause discharge decision.

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35. Your star computer programmer holds the keys to the kingdom of your entire computer network in his head.  His daughter is diagnosed with leukemia and he requests FMLA leave to care for her.  Your employee returns at the end of 8 weeks and requests to be reinstated.  Are you required to reinstate him?

Explanation

The correct answer is "Yes, leukemia is a serious health condition." Under the Family and Medical Leave Act (FMLA), an employee is entitled to take up to 12 weeks of unpaid leave in a 12-month period to care for a serious health condition of a family member. Leukemia is considered a serious health condition, and therefore the employee is eligible for FMLA leave to care for his daughter. As a result, the employer is required to reinstate him at the end of his leave.

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36. Which agency is responsible for ensuring that federal contractors and subcontractors have non-discriminatory practices?

Explanation

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that federal contractors and subcontractors have non-discriminatory practices. They enforce equal employment opportunity and affirmative action requirements for these contractors, ensuring that they do not discriminate against employees or applicants based on factors such as race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. The OFCCP conducts compliance evaluations, investigates complaints, and provides guidance and resources to help contractors meet their obligations.

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37. An exemption that allows employers to purposefully exclude a protected group member from employment is:

Explanation

BFOQ stands for Bona Fide Occupational Qualification. It is an exemption that allows employers to purposefully exclude a protected group member from employment if their inclusion would interfere with the essence of the job. This means that employers can discriminate based on certain protected characteristics such as gender, religion, or national origin if it is necessary for the job's performance. However, it is important to note that BFOQ exemptions are very limited and must be justified by a legitimate occupational qualification.

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38. The most basic activity of sound human resources practices is the ______.

Explanation

Job analysis is the most basic activity of sound human resources practices because it involves systematically gathering and analyzing information about the tasks, responsibilities, and requirements of a job. This information is essential for various HR functions such as recruitment, selection, training, performance management, and compensation. Job analysis helps in understanding the knowledge, skills, and abilities required for a job, determining the job's worth, and ensuring that the right candidates are selected for the job. It also helps in identifying training needs and evaluating employee performance. Thus, job analysis forms the foundation for effective HR practices.

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39. A unique capability in the organization that creates high value and that differentiates the organization from its competition:

Explanation

Core competency refers to a unique capability or set of skills that an organization possesses, which creates high value and sets it apart from its competitors. It is something that the organization excels at and is difficult for competitors to replicate. This distinct advantage allows the organization to deliver superior products or services, leading to a competitive edge in the market. In contrast, SWOT analysis is a strategic planning tool used to assess an organization's strengths, weaknesses, opportunities, and threats. Organizational culture refers to the shared values, beliefs, and norms within an organization. Differentiation is the process of distinguishing a product or service from others in the market.

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40. The Employment At-Will doctrine has been eroded by all of the following EXCEPT:

Explanation

The Employment At-Will doctrine has been eroded by all of the following except for Right-to-Work. Right-to-Work laws allow employees to work in a unionized workplace without having to join or financially support the union. However, this does not directly impact the Employment At-Will doctrine, which states that employers can terminate employees at any time and for any reason, as long as it is not illegal or discriminatory. The erosion of the doctrine is primarily influenced by the implied contract, public policy exception, and covenant of good faith exception, which provide certain protections to employees against arbitrary or unjust terminations.

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41. The simplest and most popular performance appraisal technique is:

Explanation

The graphic rating scale is the simplest and most popular performance appraisal technique because it involves rating employees on specific traits or behaviors using a scale. It allows managers to assess performance based on predetermined criteria and provides a clear and objective evaluation. This technique is easy to understand and implement, making it widely used in organizations.

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42. Collective bargaining issues that fall within the NLRA’s definition of wages, hours, and other terms and conditions of employment are classified as what type of issues?

Explanation

Collective bargaining issues that fall within the NLRA’s definition of wages, hours, and other terms and conditions of employment are classified as mandatory issues. This means that both the employer and the labor union are required to negotiate and reach an agreement on these issues. They cannot be ignored or refused by either party during the collective bargaining process.

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43. Title VII states that employers CANNOT discriminate based on all EXCEPT:

Explanation

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on their age, sex, race, or religion. Therefore, the correct answer is "Age" because employers are not allowed to discriminate against employees based on their age.

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44. A common labor relations intervention in which a neutral third party tries to assist the principles to reach an agreement is known as a(n) __________, while __________ is the most definitive type of third party intervention.

Explanation

Mediation is a common labor relations intervention where a neutral third party helps the parties involved to reach an agreement. It involves facilitating communication, clarifying issues, and exploring potential solutions. Arbitration, on the other hand, is the most definitive type of third party intervention. It involves a neutral third party making a binding decision after hearing both sides of the dispute.

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45. The exhibited characteristics of an employee which includes their KSA's is defined as ________.

Explanation

Competencies refer to the exhibited characteristics of an employee, including their knowledge, skills, and abilities (KSA's). It encompasses the combination of technical expertise, interpersonal skills, and problem-solving abilities that an individual possesses. Competencies are essential for job performance and success, as they determine an employee's ability to effectively carry out their responsibilities and contribute to the organization's goals.

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46. One hundred applicants were interviewed for 10 vacancies in a manufacturing plant.  Six out of 60 white males, one out of 20 African-American males and two out of 20 female applicants are hired.  The selection procedure resulted in:

Explanation

The selection procedure resulted in adverse impact upon African-American males because out of the 20 African-American male applicants, only one was hired. This means that the hiring rate for African-American males is significantly lower compared to the hiring rate for white males and females. Adverse impact refers to a situation where a particular group is disproportionately affected by an employment practice or policy. In this case, the low hiring rate for African-American males suggests that they faced adverse impact in the selection process.

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47. A mature company is expanding into overseas markets. A few U.S. managers and personnel will be transferred, but most new employees will be hired. The strategic plan involves focusing marketing efforts on brand strategy and packaging rather than advertising. Which of the following factors will be HR's most pressing challenge in supporting this corporate strategy?  

Explanation

The most pressing challenge for HR in supporting the company's expansion into overseas markets and focusing on brand strategy and packaging rather than advertising would be to accurately forecast the workforce supply and demand. With the majority of new employees being hired, HR needs to determine the number and skills of employees needed in each market to support the company's strategic plan. By forecasting the workforce supply and demand, HR can ensure that the company has the right talent in place to meet its expansion goals and effectively execute its brand strategy and packaging efforts.

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48. When a manager rates an employee low on all items because of one item such as occasional tardiness, this is what type of rater bias?

Explanation

Horned Error is the correct answer because it refers to the tendency of a rater to rate an employee low on all items based on the negative impression of one specific item. In this case, the manager rates the employee low on all items due to occasional tardiness, which demonstrates the horned error bias.

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49. Which of the following best illustrates the sensitizing effects of a pretest as an alternative explanation for the results of a research study?

Explanation

The correct answer suggests that the pretest had a sensitizing effect on the subjects, causing them to alter their thoughts or behaviors after responding to the questions. This indicates that the pretest influenced the subjects' subsequent responses and therefore could be an alternative explanation for the results of the research study.

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50. Under the Drug Free Workplace Act federal contractors are required to do all of the following EXCEPT ____?

Explanation

Under the Drug Free Workplace Act, federal contractors are required to report workplace-related drug convictions, implement a drug awareness program, and provide a statement to employees that drugs are not allowed. However, drug testing is not explicitly mentioned as a requirement under this act.

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51. An inexperienced manager must terminate a problem employee.  HR should:  

Explanation

Offering the manager training on handling problem employees and terminations effectively is the best course of action for HR in this situation. This will help the inexperienced manager gain the necessary skills and knowledge to handle the termination process correctly and effectively. It will also ensure that the manager is aware of the proper procedures and regulations to follow, minimizing the risk of any legal issues or non-compliance with government regulations. Conducting a performance evaluation based on critically ranked behaviors may be useful in other situations, but in this case, the focus should be on providing the manager with the necessary training and support.

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52. The biggest challenge with psychological testing for human resource development is:

Explanation

Interpreting the results is the biggest challenge with psychological testing for human resource development. This is because psychological tests often provide complex and nuanced data, which requires expertise and experience to accurately analyze and understand. Misinterpreting the results can lead to incorrect assessments of employees' abilities, personalities, and potential for growth, which can have significant consequences for their career development and overall job satisfaction. Therefore, ensuring accurate and valid interpretations of psychological test results is crucial for effective human resource development.

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53. Which of the following is a violation of IRCA?

Explanation

The Immigration Reform and Control Act (IRCA) prohibits the hiring of individuals who do not have the legal right to work in the United States. Hiring an Asian national with a passport without a right-to-work authorization would be a violation of IRCA because the individual does not have the necessary documentation to legally work in the country.

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54. Studying the variations of employment levels in an organization over several years is the function of:

Explanation

Trend analysis involves studying the variations of employment levels in an organization over several years. It helps in identifying patterns, trends, and fluctuations in employment, which can provide valuable insights for future planning and decision-making. This analysis can help organizations understand their hiring and firing patterns, identify potential labor shortages or surpluses, and make informed predictions about future employment levels. By examining historical data, organizations can identify long-term trends and make adjustments to their workforce strategies accordingly.

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55. The Confined Space Entry standard may require which of the following?  

Explanation

The Confined Space Entry standard may require observers, attendants, and emergency rescue personnel because these individuals play a crucial role in ensuring the safety of workers entering confined spaces. Observers are responsible for continuously monitoring the conditions inside the confined space and alerting the workers and attendants of any potential hazards. Attendants are present outside the confined space and are responsible for communicating with the workers inside and initiating rescue procedures if necessary. Emergency rescue personnel are trained to respond quickly and effectively in case of an emergency or accident during confined space entry.

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56. Which of the following statement is NOT a strategic role of HR Management?

Explanation

Implementing a new training program for managers is not a strategic role of HR management because it is a tactical or operational responsibility. Strategic roles of HR management typically involve long-term planning, aligning HR practices with organizational objectives, and viewing HR as a strategic resource. While implementing a training program is important, it is not considered a strategic role as it focuses on a specific task rather than the broader organizational strategy.

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57. Which of the following statements is an example of a job description?

Explanation

The statement "Supervises 15 employees on the line" is an example of a job description because it clearly outlines a specific task or responsibility that is expected of an individual in a job role. It indicates that the person is responsible for supervising a specific number of employees in a specific area or department.

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58. Mental ability tests are used to measure:

Explanation

Mental ability tests are used to measure conceptual reasoning. These tests assess an individual's ability to think abstractly, solve problems, and understand complex ideas. They focus on evaluating a person's cognitive skills such as logical reasoning, critical thinking, and pattern recognition. General level of intelligence, ability of learning, and general knowledge are also important aspects of mental ability, but they are not the primary focus of these tests.

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59. ______ are the fastest growing segment of the workforce.

Explanation

Older workers are the fastest growing segment of the workforce because of several factors. Firstly, the aging population means that there are more older individuals available to work. Additionally, improvements in healthcare and increased life expectancy have allowed people to work longer. Moreover, older workers bring a wealth of experience and knowledge to the workforce, making them valuable assets for companies. Finally, economic factors such as retirement savings not being sufficient and the need for additional income also contribute to older workers staying in the workforce longer.

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60. Teams ______ have been ruled to violate provisions of the NLRA.

Explanation

The correct answer is "Selected by and dominated by managers" because this option suggests that the teams in question are chosen and controlled by managers, which implies that they may not have the autonomy or independence necessary to comply with the provisions of the NLRA. This can lead to a violation of the NLRA, which is designed to protect the rights of employees and ensure fair labor practices.

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61. ABC Manufacturing Company does not have job descriptions.  The company is at risk for all of the following issues EXCEPT:

Explanation

If ABC Manufacturing Company does not have job descriptions, it means that there are no clear guidelines or expectations for employees' roles and responsibilities. This can lead to confusion and inefficiency in the workplace. Employees may not know what is expected of them, which can result in poor performance and potential termination. Additionally, without job descriptions, supervisors may struggle to effectively communicate tasks to their subordinates. Conflicts may also arise during performance evaluations since there are no defined criteria to assess employees' performance. However, the one issue that is not directly related to the absence of job descriptions is managers spending less time on the job.

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62. Unlawful pre-employment inquiries include:

Explanation

Unlawful pre-employment inquiries refer to questions that employers are not allowed to ask during the hiring process. These questions can potentially lead to discrimination or bias. In this case, asking for the date of birth is considered unlawful because it can be used to determine the candidate's age, which is a protected characteristic under anti-discrimination laws. Asking about the highest level of education obtained, military rank at discharge, and names of relatives already employed by the company are not considered unlawful pre-employment inquiries.

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63. All of the following would be considered a human process intervention EXCEPT:

Explanation

Redesigned jobs would not be considered a human process intervention because it involves making changes to the structure and design of jobs, rather than focusing on the human aspect of the process. Human process interventions typically involve interventions that aim to improve communication, collaboration, and relationships within a team or organization. Conflict resolution, team building exercises, and leadership development are all examples of interventions that focus on improving the human process within a team or organization.

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64. International HR management practices focus heavily on:

Explanation

International HR management practices focus heavily on selection, training, and compensation because these are crucial aspects of managing a global workforce. Selection involves choosing the right employees for international assignments who possess the necessary skills and cultural adaptability. Training is important to ensure that employees are equipped with the knowledge and skills required to work effectively in a foreign environment. Compensation is essential to attract and retain talented individuals for overseas assignments, as it often involves additional benefits and allowances to compensate for the challenges and risks associated with working abroad.

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65. Which one of Hoffstede’s cultural dimensions describes how cultures seek to deal with the fact that the future is not perfectly predictable? It is more significant in ____ than _____.  

Explanation

Uncertainty avoidance is one of Hofstede's cultural dimensions that describes how cultures seek to deal with the fact that the future is not perfectly predictable. This dimension is more significant in Russia and the United States compared to other countries.

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66. An employee travels to Chicago for an overnight trip for work. The employee asked for and received permission to drive his car instead of using the public transportation that the employer offered. The drive to Chicago took the employee six hours.  Public transportation would have taken four hours. How many hours should the employer treat as work time?

Explanation

The employer may treat as work time either four hours or six hours because the employee asked for and received permission to drive his car instead of using public transportation. Although public transportation would have taken four hours, the employee chose to drive, which took six hours. Therefore, the employer has the discretion to consider either the actual time taken (six hours) or the time it would have taken on public transportation (four hours) as work time.

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67. A national corporation completed its first phase of diversity awareness training. HR has been asked to evaluate the training to identify any barriers to diversity initiatives and determine future training and support. Which research methodology would yield the best results?

Explanation

Gathering qualitative and quantitative information from training participants would yield the best results in evaluating the diversity awareness training. This approach allows HR to gather both subjective and objective data from the participants, providing a comprehensive understanding of their experiences and perceptions. Qualitative information can provide insights into participants' reactions, attitudes, and suggestions, while quantitative data can provide measurable indicators of the effectiveness of the training. By combining both types of information, HR can identify any barriers to diversity initiatives and make informed decisions regarding future training and support.

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68. Federal law DOES NOT expressly prohibit discrimination on the basis of:

Explanation

Federal law does not expressly prohibit discrimination on the basis of sexual preference or status as a smoker. However, it does prohibit discrimination on the basis of pregnancy.

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69. In a refusal-to-hire case involving a salt, the union will have to prove______.  

Explanation

In a refusal-to-hire case involving a salt (someone who is hired by an employer to disrupt union activities), the union will have to prove that there were definite plans to hire the salt and that the salt was qualified for the position. This means that the union needs to show that the employer had intentions to hire the salt and that the salt had the necessary qualifications for the job. This is important because it demonstrates that the employer intentionally refused to hire the salt due to their antiunion sentiments or other discriminatory reasons.

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70. Your employee has returned back to work and his job puts him in danger of having another heart attack.  He has a doctor’s release, but you notice that he perspires excessively and breathes heavily.  When you speak with your employee he states that his doctor has said not to worry.  He also tells you that he is not qualified for any other job and has 5 children to feed.  You send him to the company physician who sends a report back that his job does put him in real danger of having another heart attack. There are no other jobs in your company.  You decide that _____.

Explanation

The correct answer suggests that even though the employee's job puts him at risk of having another heart attack, it does not mean that he is incapable of performing the essential functions of the job. This implies that the employee may still be able to perform the job despite the risk to his health.

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71. All of these EXCEPT _________ is a provision of the Walsh-Healy Act.  

Explanation

The Walsh-Healy Act is a federal law that regulates labor standards for government contractors. It includes provisions such as a minimum wage, an 8-hour work day, and restrictions on child labor. However, the right to organize is not specifically mentioned in the Walsh-Healy Act. This means that while the act provides protections for workers in terms of wages, working hours, and child labor, it does not explicitly address their right to form or join labor unions.

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72. One of your managers is a reservist and is out on military leave for over 181 days.  Once released from her military duties, she does not show up for work until 2 months later and in addition to demanding her old job back, she wants what ever increases that were given during evaluations while she was gone.  You______.

Explanation

The correct answer is to return the employee to their old job or a similar position with an increase in pay, if applicable. This is because the employee is protected by the Uniformed Services Employment and Reemployment Rights Act (USERRA), which states that individuals who leave their jobs for military service must be reemployed in the same or a similar position upon their return. Additionally, if the employee missed out on any increases in pay during their absence, it is fair to provide them with those increases upon their return.

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73. Which statement is TRUE about an organization that does NOT report a compliance breach without delay?
       

Explanation

If an organization does not report a compliance breach without delay, it suggests that the company does not have an ethics program in place. Reporting compliance breaches promptly is a fundamental aspect of an effective ethics program. By not reporting the breach, the organization is failing to uphold ethical standards and demonstrate a commitment to transparency and accountability. Therefore, the correct answer is that the company does not have an ethics program.

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74. Individual performance depends on all BUT one of the following:

Explanation

Individual performance depends on effort, ability, and training. Interest may influence motivation and engagement, but it is not the sole determinant of performance.

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75. _________ validity is preferred by the EEOC.

Explanation

The EEOC, or Equal Employment Opportunity Commission, is a federal agency that enforces laws against workplace discrimination. In the context of validity, criterion validity refers to the extent to which a test or assessment accurately predicts or measures job performance. The EEOC would prefer criterion validity because it ensures that selection processes and assessments are directly related to job performance, which helps to minimize any potential bias or discrimination in the hiring process.

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76. An employee resigns because the employer has made the working conditions intolerable.  This is an example of:                                  

Explanation

Constructive discharge occurs when an employee is forced to resign from their job due to intolerable working conditions created by the employer. In this scenario, the employee resigns because the employer has made the working conditions intolerable, indicating that it is an example of constructive discharge.

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77. The Act which limited the issuance of federal court injunctions against labor disputes and “yellow-dog” contracts was the:

Explanation

The Norris-LaGuardia Act limited the issuance of federal court injunctions against labor disputes and "yellow-dog" contracts. This act was passed in 1932 to protect the rights of workers to engage in collective bargaining and strike without interference from employers. It aimed to address the imbalance of power between labor and management by restricting the use of injunctions, which were often used by employers to suppress labor movements. The act played a significant role in promoting the growth of labor unions and protecting workers' rights.

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78. Which type of organizational structure would be most effective for maintaining centralized authority and accountability of specialized departments?

Explanation

Functional organizational structure would be most effective for maintaining centralized authority and accountability of specialized departments. This structure groups employees based on their specific functions or areas of expertise, such as marketing, finance, or operations. Each department is headed by a functional manager who has authority and accountability for that specific area. This allows for clear lines of authority and ensures that each department is focused on its specialized tasks, while also maintaining centralized control and coordination.

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79. In developing a security program, an HR manager must assess potential risks and costs related to loss and protection. In carrying out this assessment, the first factor that should be analyzed is the:

Explanation

In developing a security program, assessing the degree of probability that loss will occur is the first factor that should be analyzed. This is because understanding the likelihood of potential risks allows the HR manager to prioritize and allocate resources effectively. By identifying the areas with higher probabilities of loss, the manager can focus on implementing appropriate measures to mitigate those risks. This analysis helps in making informed decisions about the allocation of resources and planning for the security program.

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80. Many unions resist individual incentive systems because of resistance to _____ rewards.

Explanation

Many unions resist individual incentive systems because they believe that individual productivity rewards can create a competitive environment that undermines group solidarity. By focusing on individual productivity, unions may fear that workers will prioritize their own success over the collective goals of the union, leading to division and conflict within the workforce. Therefore, they may resist such systems in order to maintain a sense of unity and solidarity among their members.

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81. The systematic investigation of the tasks, duties, and responsibilities of a job is:

Explanation

Job analysis refers to the systematic investigation of the tasks, duties, and responsibilities of a job. It involves gathering and analyzing information about the nature of the job, including the skills, knowledge, and abilities required to perform it effectively. This process helps in understanding the job requirements, designing job descriptions and specifications, and evaluating the worth of a job in terms of its contribution to the organization. Job analysis is essential for various HR functions such as recruitment, selection, training, performance appraisal, and compensation.

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82. Development of a business strategy includes:

Explanation

When developing a business strategy, it is important to conduct both external and internal scans. An external scan involves analyzing the external environment, such as market trends, competition, and customer needs, to identify opportunities and threats. This helps the business understand the external factors that may affect its strategy. On the other hand, an internal scan involves assessing the internal capabilities, resources, and strengths of the business. This helps the business identify its core competencies and areas where it can gain a competitive advantage. By conducting both external and internal scans, a business can develop a comprehensive strategy that aligns with its mission statement and takes into account both external and internal factors.

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83. In a unionized organization which group of employees is more likely to have their own bargaining unit?

Explanation

In a unionized organization, security guards are more likely to have their own bargaining unit. This is because security guards often have unique job responsibilities and requirements compared to other employees. They may require specialized training and certifications, and their role in maintaining the safety and security of the organization is crucial. Therefore, security guards may have specific needs and concerns that are best addressed through their own bargaining unit.

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84. Under the WARN Act, a mass layoff is defined as a reduction in employer’s workforce that is not the result of a plant closing and that results in an “employment loss” at a single job site for______________.

Explanation

Under the WARN Act, a mass layoff is defined as a reduction in employer's workforce that is not the result of a plant closing and that results in an "employment loss" at a single job site. This means that for it to be considered a mass layoff, there must be either at least 50 employees if they comprise 33% of the workforce or at least 500 employees, excluding part-timers.

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85. Job enlargement is the concept of:

Explanation

Job enlargement is the concept of broadening the scope of the job. This means that additional tasks and responsibilities are added to an employee's current role, allowing them to take on a wider range of activities and challenges. This can help to increase job satisfaction, motivation, and skill development by providing employees with more variety and opportunities for growth within their current position.

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86. The three key elements included in a job analysis are:

Explanation

A job analysis involves identifying the knowledge, skills, and abilities required for a particular job. This includes understanding the specific knowledge that is necessary to perform the job effectively, the skills that are needed to carry out the tasks, and the abilities or personal attributes that are required to succeed in the role. By analyzing these three elements, employers can ensure that they have a clear understanding of the requirements of the job and can make informed decisions about recruitment, training, and performance evaluation.

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87. Common assessment center activities include:

Explanation

This answer is correct because common assessment center activities typically involve role-playing, where candidates are given a scenario and asked to act out a specific role or situation. Cases are also commonly used, where candidates are presented with a problem or situation and asked to analyze and provide a solution. Pen-and-paper tests are another common activity, where candidates are given written tests to assess their knowledge and skills. These activities are commonly used in assessment centers to evaluate candidates' abilities and suitability for a particular role or job.

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88. Under OWBPA, what length of time must an employer give to an employee to consider whether to sign a waiver of their rights under ADEA?

Explanation

Under the OWBPA (Older Workers Benefit Protection Act), an employer must give an employee at least 21 days to consider whether to sign a waiver of their rights under the ADEA (Age Discrimination in Employment Act). This time period allows the employee to carefully review the terms of the waiver and consult with an attorney or advisor if desired. It is important to provide employees with sufficient time to make an informed decision regarding the waiver of their rights.

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89. A useful way to measure organizational HR productivity is by unit labor cost, defined as the ______.  

Explanation

The correct answer is "Average cost of workers divided by their average levels of output". This measure, known as unit labor cost, calculates the average cost of each worker in relation to their average output. By dividing the cost of workers by their levels of output, organizations can assess the efficiency and productivity of their HR department. A lower unit labor cost indicates higher productivity, as it means that workers are producing more output relative to their cost.

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90. Generally speaking, what types of bonus payments must be included in the calculation of a non-exempt employee’s pay when figuring overtime premium under federal FLSA?

Explanation

The correct answer is attendance, production, and incentive bonuses. According to federal FLSA regulations, these types of bonuses must be included in the calculation of a non-exempt employee's pay when determining overtime premium. Discretionary bonuses, on the other hand, are not required to be included in the calculation.

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91. A privately owned consulting firm with a staff of 65 provides health care benefits to its employees. What requirements does COBRA impose related to continuation of health care coverage?

Explanation

COBRA imposes the requirement that spouses and dependent children of employees can continue to receive health care coverage for a period of 36 months in the event of a divorce. This means that even after the divorce, the consulting firm is obligated to provide health care benefits to the ex-spouse and dependent children for a period of three years.

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92. The findings of a workflow analysis show that communication between departments is a problem.  Which of the following approaches will best solve this problem?

Explanation

Redesigning jobs and department structure will best solve the problem of communication between departments. By restructuring the organization, departments can be realigned and roles can be redesigned to promote better communication and collaboration between different departments. This approach addresses the root cause of the problem and aims to create a more efficient and effective workflow that encourages communication and cooperation among departments.

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93. Can an employer deduct hourly amounts from an exempt employee’s salary for FMLA leave?

Explanation

The correct answer is that the employer may make deductions for hours taken as intermittent FMLA leave. This means that if an exempt employee takes FMLA leave in increments of less than a full workweek, the employer is allowed to deduct the hourly amounts for the hours that the employee is absent due to FMLA leave. This is because intermittent FMLA leave allows employees to take time off in smaller increments for medical reasons, and the employer is permitted to deduct the corresponding hourly amounts from the employee's salary for these absences.

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94. Common components of executive compensation are:

Explanation

The common components of executive compensation include salaries, long-term incentives, perquisites, and annual bonuses. Salaries are the fixed amount paid to executives for their services. Long-term incentives are rewards that are tied to the company's performance over a longer period of time, such as stock options or equity grants. Perquisites, also known as perks, are additional benefits or privileges provided to executives, such as company cars or housing allowances. Annual bonuses are variable payments given to executives based on their individual or company performance in a specific year.

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95. _____ is a potential dependent variable in a regression analysis.

Explanation

In a regression analysis, a dependent variable is the variable that is being predicted or explained by the independent variable(s). In this case, the potential dependent variable is the variable that is likely to be influenced or affected by other variables. Out of the given options, "Length of Employment" is a potential dependent variable as it can be influenced by other factors such as job satisfaction, salary, and performance.

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96. The purpose of _____ is to change the attitudes, values, and beliefs of employees for the objective of identifying and implementing change.

Explanation

Organizational development is the correct answer because it focuses on changing the attitudes, values, and beliefs of employees in order to identify and implement change within the organization. This process involves various interventions such as training, coaching, and team building activities to improve organizational effectiveness and achieve desired outcomes. It aims to create a positive and supportive work environment that promotes continuous learning, growth, and adaptability to change.

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97. This type of bargaining occurs when one party must win and the other must lose over a conflicting issue:    

Explanation

Distributive bargaining occurs when there is a fixed amount of resources or value to be divided between two parties, and one party's gain is directly proportional to the other party's loss. In this type of bargaining, the focus is on claiming as much value as possible for oneself, often resulting in a win-lose outcome. It is characterized by a competitive and adversarial approach, where each party tries to maximize their own share at the expense of the other party.

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98. Which phase of the systems approach to training, focuses on identifying training needs and objectives?

Explanation

The assessment phase of the systems approach to training focuses on identifying training needs and objectives. This phase involves conducting a thorough analysis of the organization's current training needs and determining the specific objectives that need to be achieved through the training program. It includes assessing the skills and knowledge gaps of the employees and determining the specific areas that need to be addressed through training. This phase is crucial in ensuring that the training program is designed to meet the specific needs of the organization and its employees.

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99. According to Hackman and Oldham, which of the following describes task identity?

Explanation

Task identity refers to the extent to which a job requires a whole, identifiable unit of work. In other words, it describes whether a job allows an individual to see the complete outcome of their work, from start to finish. This means that individuals with high task identity have a clear understanding of the specific task they are responsible for and can see how their efforts contribute to the overall goal or end result.

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100. According to reinforcement theory, the reinforcement an individual receives from an action, is:

Explanation

According to reinforcement theory, the reinforcement an individual receives from an action can be based on either internal or external rewards. This means that individuals may be motivated by both internal factors, such as personal satisfaction or a sense of accomplishment, as well as external factors, such as praise or monetary rewards. The theory suggests that the anticipation of these rewards can influence behavior and increase the likelihood of certain actions being repeated.

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101. A new employee who has only worked for two weeks enters your office with a doctor’s note.  He is requesting a medical LOA for one month to get treatment for a chronic heart condition.  Are you required to grant him leave under the ADA?

Explanation

The correct answer is that the employee may possibly be granted leave if his heart condition substantially limits him in a major life activity. This is because under the ADA (Americans with Disabilities Act), employees are entitled to reasonable accommodations for their disabilities, which can include medical leave. However, in order to qualify for this accommodation, the employee's heart condition must substantially limit him in a major life activity. The other options are incorrect because they do not consider the employee's potential eligibility for leave under the ADA.

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102. What percentage of targeted employees must sign authorization cards for the union to request that the employer recognize the union as the official bargaining agent without an election being held?

Explanation

In order for the union to request recognition as the official bargaining agent without an election being held, 50% of the targeted employees must sign authorization cards. This means that at least half of the employees who are being targeted by the union must show their support by signing the cards. This threshold ensures that there is a significant level of employee support before the union can proceed with their request for recognition.

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103. The primary drawback to the ranking method is:

Explanation

The primary drawback to the ranking method is that the size of the differences between individuals are not well defined. This means that the ranking system does not provide a clear indication of the extent to which one individual is better or worse than another. It lacks specificity in quantifying the differences between individuals, making it difficult to accurately assess their relative performance or abilities.

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104. Which of the following is considered a threat of reprisal on the part of an employer during a union organizing campaign?

Explanation

The company stating in a meeting that unionization will lead to a strike and loss of jobs is considered a threat of reprisal on the part of an employer during a union organizing campaign. This statement implies that if employees choose to unionize, it will result in negative consequences such as a strike and potential job loss. This can be seen as an attempt to intimidate and discourage employees from supporting the union, thus interfering with their right to organize.

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105. Federal law prohibits someone with epilepsy from working as an interstate truck driver.  Can the trucking company inquire, in the pre-offer stage, whether an applicant has epilepsy?

Explanation

According to federal law, it is prohibited for a trucking company to inquire about an applicant's epilepsy condition during the pre-offer stage. They can only ask about it after a contingent offer has been made.

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106. A validity study; either predictive or concurrent, in which the predictor data are statistically correlated criteria of performance:

Explanation

Criterion-related validity is the correct answer because it refers to the extent to which a predictor, such as a test or assessment, is able to accurately predict or correlate with a specific criterion or outcome measure. In this case, the predictor data, which could be the results of a test or assessment, are statistically correlated with criteria of performance, indicating the extent to which the predictor is valid in predicting or measuring performance. This type of validity study can be either predictive, where the predictor data is collected before the criterion data, or concurrent, where both types of data are collected simultaneously.

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107. In the representation election process, if 300 employees are in the identified unit and 200 of those employees vote in the election, the number of votes necessary for the union to win the election is ___?

Explanation

In a representation election process, the union needs to secure a majority of the votes in order to win the election. Since there are 300 employees in the identified unit and 200 of them vote, the union would need to receive at least half of the votes plus one to win. Half of 200 is 100, and adding one to that gives us 101. Therefore, the number of votes necessary for the union to win the election is 101.

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108. Content validity is the extent to which a selection device measures___________.      

Explanation

Content validity refers to the degree to which a selection device accurately measures the specific knowledge, skills, and abilities that are relevant and necessary for performing a particular job. In other words, it assesses whether the selection device effectively captures the essential competencies required for successful job performance. This means that the correct answer is "Knowledge, skills, and abilities used on the job" because content validity ensures that the selection device is aligned with the specific requirements of the job and accurately measures the relevant attributes.

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109. A technique that avoids group think in forecasting HR needs is:

Explanation

The Delphi technique is a method that helps avoid groupthink in forecasting HR needs. It involves gathering input from a panel of experts anonymously, allowing each expert to provide their independent judgments and opinions without being influenced by others. The experts' responses are then collected, summarized, and shared back with the group for further discussion and revision. This iterative process helps to eliminate biases and encourages a more objective and accurate forecast by considering a diverse range of perspectives.

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110. The process for assigning non-financial and financial goals to human resource management functions as required to attain the organization's strategic goals and objectives, and the continuous monitoring of such results is known as the ______.

Explanation

The HR Scorecard is a process that involves assigning both non-financial and financial goals to the human resource management functions in order to achieve the organization's strategic goals and objectives. It also includes continuously monitoring the results of these goals and objectives. The HR Scorecard provides a comprehensive view of the HR department's performance and its contribution to the overall success of the organization. It helps align HR activities with the strategic goals of the organization and ensures that HR practices are effective and efficient.

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111. A technology firm is experiencing high turnover among its systems programmers.  Top management is not concerned. HR is aware of internal complaints concerning pay equity.  Female employees have asked if pay is equal among males and females.  Several key employees have been lost to competitors.  A formal job evaluation program is going to be implemented.  What would be the best pay program in this situation?

Explanation

In this situation, the best pay program would be knowledge-based. This is because the technology firm is experiencing high turnover among its systems programmers, and several key employees have been lost to competitors. Implementing a knowledge-based pay program would incentivize employees to stay with the company by rewarding them for their expertise and skills. It would also address the internal complaints concerning pay equity, as female employees have asked if pay is equal among males and females. A knowledge-based pay program would ensure that employees are compensated based on their knowledge and contributions to the company, promoting fairness and reducing turnover.

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112. How does a no-fault attendance policy interact with ADA & FMLA?

Explanation

The correct answer is "Only FMLA addresses no-fault." This means that the Family and Medical Leave Act (FMLA) specifically addresses the issue of a no-fault attendance policy. It suggests that the FMLA provides guidelines or regulations regarding how a no-fault policy should be implemented or considered in relation to employee absences due to family or medical reasons. The Americans with Disabilities Act (ADA) may not have specific provisions addressing no-fault policies, making it less relevant in this context.

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113. The following data was found on a salary survey for lab technicians.  The total salary for all 80 incumbents is $1,925,000.  Based on the data, which figure represents the median?   Company Average Annual Salary                Number of Incumbents                                   ABC                        $35,000                                                   5                                            XYZ                         $30,000                                                 20           INT                          $25,000                                                 10                                           PQR                       $20,000                                                  30                                           CCC                       $20,000                                                 15                                          

Explanation

The median represents the middle value in a set of data when arranged in ascending or descending order. In this case, we have the following data for the average annual salary: $35,000, $30,000, $25,000, $20,000, and $20,000. When arranged in ascending order, the middle value is $25,000. Therefore, $25,000 represents the median salary for the lab technicians.

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114. You are determining whether an employee has met the 1250-hours-of-service requirement for leave under the FMLA. The employee is a member of the U.S. Reserves and was called to active duty at some point during the previous 12-month period. How should the time the employee was on active duty be treated?

Explanation

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115. Which of the following is an example of construct validity?

Explanation

The example of construct validity in this question is when Flight Controllers are tested for leadership and critical thinking skills. Construct validity refers to the extent to which a test or measurement accurately measures the theoretical construct or concept it is intended to measure. In this case, the test is designed to assess the leadership and critical thinking skills of Flight Controllers, which aligns with the construct being measured. This demonstrates construct validity as the test is measuring what it is supposed to measure.

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116. Under the FLSA, what is the minimum salary requirement for the outside sales personnel exemption?

Explanation

The outside sales personnel exemption under the FLSA does not have a minimum salary requirement. This means that employers are not required to pay a specific salary to employees who fall under this exemption. Instead, the exemption is based on the nature of the employee's job duties, which primarily involve making sales or obtaining orders for sales while regularly working away from the employer's place of business.

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117. According to John P. Kotter, which of the following describes a difference between management and leadership?

Explanation

According to John P. Kotter, management involves delegating responsibility and authority to individuals to carry out a plan. On the other hand, leadership involves communicating direction through words and actions. This means that management focuses on the execution and implementation of a plan, while leadership focuses on guiding and inspiring individuals towards achieving goals.

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118. Under USERRA, it is TRUE that ___________.

Explanation

Under USERRA, returning employees are entitled to reemployment rights and benefits only if they meet the eligibility requirements. This means that they must meet certain criteria in order to be eligible for reemployment, such as providing proper notice to their employer and not exceeding the maximum length of service. If these requirements are not met, the employee may not be entitled to reemployment rights and benefits under USERRA.

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119.  Which of the following methods of calculating the 12-weeks of leave under FMLA avoids the potential for "stacking"?

Explanation

A rolling 12-month period, measured backward from the date FMLA leave last used avoids the potential for "stacking" because it ensures that an employee can only take 12 weeks of leave within a 12-month period. This method prevents employees from taking multiple blocks of leave within a short timeframe by measuring the 12-month period from the last time FMLA leave was used. This ensures that employees are not able to stack or accumulate leave time by taking multiple periods of leave close together.

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120. A manager always hires young women as receptionists.  This is an example of:

Explanation

This scenario describes disparate treatment, which occurs when an employer intentionally treats individuals differently based on their protected characteristics, such as age or gender. In this case, the manager intentionally hires young women as receptionists, indicating a preference for a specific group of individuals. This demonstrates disparate treatment because the manager is making hiring decisions based on discriminatory criteria.

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121. Your employee was injured in an auto accident.  She was given a copy of the benefits summary plan description when she was hired.  HR informed her that she was eligible for STD, but suggested that she apply for benefits from her auto insurer instead because the payments were higher.  When the benefits from the auto insurer ran out, the employee applied for LTD.  The claim was denied as being untimely.  Under ERISA, did you as the HR manager do too much, too little or just enough?

Explanation

The correct answer is that the employer is obligated to provide complete insurance options whether the employee specifically requests the information or not. This is because under ERISA (Employee Retirement Income Security Act), employers are required to provide employees with complete and accurate information about their benefits. By suggesting that the employee apply for benefits from her auto insurer instead of STD, HR did not fulfill their obligation to provide complete insurance options.

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122. Organizations compute accident frequency and severity rates for reporting to OSHA except when figuring the­­­­ ________.

Explanation

Organizations compute accident frequency and severity rates for reporting to OSHA except when figuring the number of injuries that respond to first aid treatment. This is because injuries that respond to first aid treatment are generally considered to be less severe and do not result in significant time off from work or loss of productivity. Therefore, they are not included in the calculation of accident frequency and severity rates, which are typically used to assess the overall safety performance of an organization.

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123. In the strategic HR planning process, which of the following should be completed first?

Explanation

In the strategic HR planning process, defining the organizational mission should be completed first. This is because the organizational mission sets the overall direction and goals for the organization, which will then guide the HR planning process. Without a clear understanding of the mission, it would be difficult to align HR strategies and activities with the organization's objectives. Once the mission is defined, the HR team can then proceed to scan the environment, forecast internal HR supply and demand, and complete a human resource inventory.

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124. To qualify under ERISA, a pension plan is required to do all of the following EXCEPT:

Explanation

To qualify under ERISA, a pension plan is required to allow all employees who are at least 21 years old to participate, not discriminate in favor of highly compensated executives, and follow the prudent person rule. However, it is not required for employees to be fully vested after five years. Vesting refers to the amount of time an employee must work for a company before they have ownership rights to their employer's contributions to their retirement plan. While ERISA does require vesting, it does not specify a specific time frame of five years.

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125. A 5-year average employee is suddenly plagued with panic attacks.  For the first time, he misses two straight days of work.  There is a noticeable difference in his behavior and performance.  He tells his supervisor he had a panic attack and requests leave to seek psychological counseling.  He returns to work a few weeks later with a letter from his psychiatrist stating that although he has been diagnosed with agoraphobia, he is capable of working effectively without restrictions.  The doctor did recommend that the employee be assigned work requiring little traveling. The supervisor sends him on a company errand.  The employee states that he is not comfortable driving in city traffic over bridges.  While stuck in traffic, the employee had a panic attack and damaged the company car and the customer gift he was enroute to deliver.  His supervisor terminated him for destroying company property.  The employee sued for disability discrimination.  Does this employee have a valid claim under ADAA?  

Explanation

The claim may be valid because the employee has been diagnosed with agoraphobia, which is considered a disability under the Americans with Disabilities Act Amendments Act (ADAAA). The letter from the psychiatrist states that the employee is capable of working effectively without restrictions, but recommends assigning work requiring little traveling. By sending the employee on a company errand that involves driving in city traffic over bridges, the supervisor may have regarded the employee as having a disability and failed to address his needs and concerns. Additionally, the request for work requiring little traveling does not place undue hardship on the employer.

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126. The MOST appropriate method for training senior management to handle critical decision making is:

Explanation

Simulation is the most appropriate method for training senior management to handle critical decision making because it provides a realistic and immersive environment where managers can practice making decisions in a risk-free setting. This method allows them to experience the consequences of their decisions and learn from their mistakes without any real-world impact. Simulations also help in developing critical thinking, problem-solving, and decision-making skills by presenting complex scenarios that closely resemble the challenges faced in real-life situations. By actively participating in simulations, senior management can gain valuable experience and confidence in handling critical decision-making processes.

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127. Which of the following DOES NOT apply to Individuals trying to prove a prima facie case of disparate treatment.

Explanation

Individuals trying to prove a prima facie case of disparate treatment do not need to show that the employer did not offer a reasonable accommodation. Disparate treatment refers to a situation where an employer treats individuals differently based on their protected characteristics. To prove a prima facie case, the individual needs to show that they belong to a minority group or protected class, applied for a job the employer was seeking applicants for, were rejected despite being qualified, and the employer kept looking for people with their qualifications. The requirement of reasonable accommodation is relevant in cases of disability discrimination, not disparate treatment.

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128. After a series of scandals in the top spot (extramarital affairs, major ethics violations, and crippling sanctions by enforcement agencies), the company desperately needs an infusion of new leadership and integrity. The board of directors has given you the task of conducting a nationwide search to fill the top spot. The company's future hinges on your choice.
Time is of the essence.  The new executive and his family relocate from across the country while you're still negotiating the details of his employment. While meeting and greeting important people in the industry, he meets and greets a stripper, who runs up a $1,000 tab for room service on his company credit card. Word gets out, and the scandal snowballs. Industry trade publications report that in addition to seeking professional advice from this stripper, he also sought advice from the daughter of one of your biggest shareholders. The board says he must go.  What are the legal implications?

Explanation

The correct answer is that the employee actions become the company's business when diminished credibility affects the employee's ability to do his job. In this scenario, the executive's actions have caused a scandal and have negatively impacted the company's reputation. As a result, the employee's credibility has been diminished, which can affect his ability to effectively lead the company. Therefore, the board of directors has the right to terminate the employee based on the legal implication that his actions have directly affected his job performance and the company's future.

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129. Recognition picketing is unlawful if,

Explanation

If another union has been certified, it means that there is already a recognized union for the company. In this case, recognition picketing by any other union would be unlawful because the company has already acknowledged and certified a union.

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130. An employer has established a policy requiring that only English be spoken at all times in the workplace, including at lunch and on breaks. What is the U.S. Equal Employment Opportunity Commission's stance on this type of English-only policy?  

Explanation

The U.S. Equal Employment Opportunity Commission's stance on this type of English-only policy is that it violates federal law.

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131. Which clause in a labor contract identifies the unilateral right to decide or make changes in any areas not identified in that contract?

Explanation

The management rights clause in a labor contract identifies the unilateral right to decide or make changes in any areas not identified in that contract. This clause gives the management the authority to make decisions and changes without the need for negotiation or agreement with the union. It allows the management to exercise control and flexibility in managing the workforce and the terms and conditions of employment.

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132. HR staff and line management are collaborating on the design and development of a cross‑functional team building training. Which of the following responsibilities is most appropriate for HR staff to assume?  

Explanation

The most appropriate responsibility for HR staff to assume in the design and development of a cross-functional team building training is to establish an evaluation mechanism and expedite measurement. This means that HR staff should be responsible for creating a system to evaluate the effectiveness of the training and ensuring that the measurement process is efficient and timely. This task aligns with HR's expertise in performance evaluation and measurement, and it will help to assess the impact of the training on the team's development and performance.

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133. Employers are responsible to ensure physical facilities are ADA compliant and to provide reasonable work related accommodations.  Which of the following statements are TRUE?      

Explanation

The correct answer is "ADA extends to the accessibility of your company’s web pages." This means that under the Americans with Disabilities Act (ADA), employers are required to ensure that their company's web pages are accessible to individuals with disabilities. This includes making sure that the website is compatible with assistive technologies and providing alternative formats for individuals who may have difficulty accessing the information. The other statements are not true. The ADA applies to both public and private employers, regardless of the number of employees, and employees do not necessarily need to request an accommodation for the employer to be responsible for providing reasonable work-related accommodations.

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134. _____ means that an employer's hiring practice or policy results in a greater effect on protected group members; _____ is intentional discrimination.

Explanation

Disparate impact refers to a situation where an employer's hiring practice or policy unintentionally leads to a greater negative impact on members of protected groups. On the other hand, disparate treatment is intentional discrimination, where an employer treats individuals from different groups differently based on their protected characteristics.

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135. In an age discrimination case, the U.S. Supreme Court issued an important ruling on June 18, 2009.  The court ruling __________.

Explanation

The correct answer is that the employees have the burden of proving that their age was the "but-for" cause of the employment decision. This means that in an age discrimination case, the employees must show that their age was the primary reason for the adverse employment decision. This ruling makes it more difficult for employees to prevail in age discrimination lawsuits, as they now have the burden of proving causation.

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136. Collective bargaining agreement should guarantee specific rights to the employer EXCEPT:

Explanation

The correct answer is "The employer cannot file charges against the union." In a collective bargaining agreement, the employer typically has the right to determine what product or services they will produce, restrict the union's use of company property for union meetings, and discipline employees for "just cause." However, the employer does not have the right to file charges against the union, as this would typically be the role of a regulatory or legal authority.

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137. The following are illegal subjects of negotiation EXCEPT  for:

Explanation

The question asks for the illegal subjects of negotiation, except for one. The options given are Wildcat Strikes, Discipline Procedures, Hot Cargo Clauses, and Closed Shop Agreements. A wildcat strike refers to an unauthorized strike by workers, which is illegal. Hot cargo clauses refer to agreements that prohibit the handling of goods produced by non-union workers, which is also illegal. Closed shop agreements require employees to be members of a specific union, which is illegal in some jurisdictions. Therefore, the only option that is not an illegal subject of negotiation is Discipline Procedures.

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138. Mike is an employee who never seems to be satisfied. When his non-union employer changed its vacation policy, he sent negative e-mails to his co-workers, posted cartoons depicting management incompetence, and openly challenged managers about the policy. When his manager finally had enough, Mike was called in to find out what happened and was told to knock it off or he would face discipline. The manager, fed up with Mike's failure to follow orders and his attitude, fired him.   Was Mike wrongfully terminated?

Explanation

Mike was wrongfully terminated because he was engaged in a concerted protected activity. The National Labor Relations Board (NLRB) test does not focus on whether the activity is disruptive, but rather whether it is disproportionately disruptive. In this case, Mike's actions of sending negative emails, posting cartoons, and openly challenging managers about the policy can be considered as concerted protected activity. Therefore, his termination was wrongful.

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139. Backing a semi-trailer into a loading dock slot is an example of:

Explanation

Backing a semi-trailer into a loading dock slot requires a specific skill set and practical knowledge. It is a task that can be directly observed and assessed in a work sample test. This type of test allows employers to evaluate a candidate's ability to perform specific job tasks and assess their skills in a real-world scenario. Therefore, backing a semi-trailer into a loading dock slot is an example of a work sample test.

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140. Employees on an international assignment generally need more training in:

Explanation

Employees on an international assignment generally need more training in safety and security because they are likely to encounter unfamiliar environments and potential risks in foreign countries. This training is essential to ensure the well-being and protection of employees while they are working abroad. It helps them understand the potential threats they may face, such as crime, political instability, or natural disasters, and equips them with the necessary knowledge and skills to mitigate these risks. By prioritizing safety and security training, organizations can ensure the welfare of their employees and minimize any potential harm or disruptions to their international operations.

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141. To decertify a union _____% of the employees ________  must sign decertification authorization cards before an election can be held.

Explanation

To decertify a union, 30% of the employees in the bargaining unit must sign decertification authorization cards before an election can be held.

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142. ABC Healthcare Company runs three shifts on a seven-day-a-week basis.  The majority of employees work a regular Monday through Friday, eight-hour shift beginning at 7:30 a.m. The second and third shifts are necessary in order to have people who can answer phone calls from customers ordering goods and handle calls from shippers and suppliers from other parts of the country. People who work on the shifts other than the Monday through Friday 7:30 a.m. shift receive a 35-cent-per-hour premium in their pay. 
Recently, the company established a flextime program for employees on the weekday shift, which would allow employees to schedule themselves to come to work any time between 6:00 a.m. and 9:00 a.m. A number of employees set up flextime schedules to begin work at 6:00 a.m. or 6:30 a.m.  Three or four employees recently approached management and requested that they receive the 35-cent-per-hour premium for time worked before 7:30 a.m. You tell management that___________.

Explanation

The correct answer suggests that the employees who chose to start work before 7:30 a.m. should not receive the 35-cent-per-hour premium because they made the choice themselves. This is different from being assigned to work on a second or third shift, where the premium is automatically given. The answer implies that the employees should have been aware that flextime hours worked before the regular starting time would not be paid any premium, and therefore they are not entitled to it.

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143. Which OSHA standard provides guidelines for preparing an emergency plan and includes specifications for unobstructed and continuous means of exit from any point in a building?

Explanation

The correct answer is Means of Egress Standard. This standard, outlined by OSHA, provides guidelines for preparing an emergency plan and includes specifications for unobstructed and continuous means of exit from any point in a building. It ensures that there are proper pathways and exits in case of an emergency, allowing individuals to safely evacuate the building.

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144. A data entry operator earns $12.00 per hour.  The pay range is $10.00 to $20.00 per hour.  What is the compa-ratio for this position?

Explanation

The compa-ratio is a measure of how an employee's current salary compares to the midpoint of the salary range for their position. In this case, the midpoint of the salary range is ($10.00 + $20.00) / 2 = $15.00 per hour. The employee earns $12.00 per hour, so the compa-ratio is $12.00 / $15.00 = .80. This means the employee's salary is 80% of the midpoint of the salary range.

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145. All of the following are examples of the balance sheet approach to expatriate compensation EXCEPT: 

Explanation

The balance sheet approach to expatriate compensation is a method used to ensure that employees working abroad are financially equal to their counterparts in their home country. It involves comparing the cost of living and other expenses in the home and host countries and adjusting the expatriate's salary accordingly. The headquarters-based method, home-based method, and host-based method are all examples of the balance sheet approach. However, the tax equalization parity method is not an example of the balance sheet approach as it focuses specifically on equalizing the tax burden for expatriates, rather than their overall compensation.

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146. Perquisites can provide ALL BUT ONE of the following benefits to executives and firms:

Explanation

Perquisites, also known as perks, refer to additional benefits or privileges provided to executives and firms. These perks can include tax savings, status symbols, and tying executives to the company. However, the one benefit that perquisites cannot provide is additional cash compensation. While perquisites may offer various non-monetary advantages, they do not directly contribute to increasing an executive's financial compensation.

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147. The management of a company conducting an internal investigation informed employees that they were required to take a polygraph test.  Two bartenders refused to take the test and were terminated.  Was the company within its rights to terminate?  

Explanation

The correct answer is No, the company was in violation of EPPA and wrongfully terminated the two employees. The EPPA (Employee Polygraph Protection Act) prohibits most private employers from requiring employees to take polygraph tests for employment purposes. In this case, the company conducting the internal investigation violated the EPPA by requiring the employees to take a polygraph test. As a result, the termination of the two employees was considered wrongful.

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148. Which Supreme Court decision established the requirement of employers to prove that education and testing activities used in the selection process are job-related?

Explanation

Griggs v. Duke Power is the correct answer because this Supreme Court decision established the requirement for employers to prove that education and testing activities used in the selection process are job-related. The case involved Duke Power Company, which required a high school diploma and a standardized test for employees to be eligible for certain positions. The Supreme Court ruled that these requirements had a disparate impact on African American employees and were not sufficiently job-related. This decision led to the development of the "disparate impact" theory, which holds employers accountable for discriminatory practices that disproportionately affect certain groups.

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149. Policies are:  

Explanation

The correct answer is "General guidelines that regulate organizational actions." This is because policies are not just customary methods or situation-specific methods, but rather they are specific guidelines that regulate and restrict the behavior of individuals within an organization. They provide a framework for decision-making and guide the actions and behaviors of employees in order to ensure consistency and compliance with organizational goals and values.

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150. This method of job analysis can be quite time-consuming, and because of that, may best be used as a follow-up to another method:     

Explanation

Interviewing is a method of job analysis that involves directly speaking with employees or supervisors to gather information about their job responsibilities, tasks, and requirements. This method can be time-consuming because it requires setting up and conducting interviews with multiple individuals. Therefore, it is best used as a follow-up to another method, such as observation or work sampling, which can provide initial information about the job. By using interviewing as a follow-up method, it allows for a more in-depth understanding of the job and ensures that all relevant information is gathered.

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151. Which of the following statements regarding Scanlon plans is FALSE?

Explanation

Scanlon plans are a type of employee incentive program that aims to improve productivity and efficiency within an organization. One key aspect of Scanlon plans is that all employees share in the savings when a suggestion is successfully implemented. This means that employees are rewarded financially for their contributions to cost-saving ideas. However, the statement that a portion of the employee's pay is put at risk is false. In Scanlon plans, employees are not at risk of losing any portion of their pay. Instead, they have the opportunity to earn additional income through the sharing of savings.

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152. Which one of the following is NOT a characteristic of replacement charts?

Explanation

Replacement charts are used to identify potential candidates who can replace key positions within an organization. They are typically used for succession planning and talent management purposes. Replacement charts help indicate where weaknesses exist in terms of potential replacements for key positions, they have a potential for labeling individuals as potential successors, and they specify what development is needed for employee promotability. However, denoting downsizing needs is not a characteristic of replacement charts.

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153. Which of the following learning strategies relies on deductive reasoning?

Explanation

Inverted funnel is the correct answer because it is a learning strategy that relies on deductive reasoning. Deductive reasoning involves starting with general principles or theories and then applying them to specific situations or examples. In the case of an inverted funnel, learners begin with a broad topic or concept and gradually narrow it down to more specific details or examples. This approach allows learners to make logical connections and draw conclusions based on the information presented.

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154. The _____ pension plan is one in which an employee is promised a pension amount based on actuarial calculations.

Explanation

A defined benefit pension plan is one in which an employee is promised a pension amount based on actuarial calculations. This means that the amount of the pension is predetermined and guaranteed, regardless of the employee's contributions or the performance of the investments. The employer bears the investment risk and is responsible for ensuring that the promised pension amount is funded. This type of plan provides a secure and predictable retirement income for employees.

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155. In which type of organization structure are both flexibility and informal relationships most emphasized:

Explanation

Matrix organization structure emphasizes both flexibility and informal relationships. In a matrix structure, employees report to both a functional manager and a project manager, allowing for cross-functional collaboration and the ability to work on multiple projects simultaneously. This structure promotes flexibility as employees can easily adapt to changing project requirements and priorities. Additionally, informal relationships are encouraged as employees from different departments and functions work closely together, fostering collaboration, communication, and knowledge sharing.

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156. A graphical tool representing the "big picture" of how the performance of each department relates to the achievement of the organization's strategic goals is known as a ________.

Explanation

A strategy map is a graphical tool that provides a visual representation of how the performance of each department or business unit contributes to the achievement of an organization's strategic goals. It helps to identify the key objectives, initiatives, and measures that are necessary to drive success and aligns the efforts of different departments towards a common goal. By providing a holistic view of the organization's strategy, a strategy map enables better decision-making and resource allocation, ultimately leading to improved performance and outcomes.

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157. The right to purchase a specific number of shares of company stock during a specific time frame and a specific price is known as ______.

Explanation

Stock options refer to the right to purchase a specific number of shares of company stock within a specific time frame and at a specific price. This allows individuals to benefit from any increase in the stock's value over time. It is a common form of compensation offered to employees, providing them with an incentive to contribute to the company's success and aligning their interests with those of shareholders.

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158. The supervisor who ignores the tardiness of a usually prompt employee so that the employee will not repeat the behavior is using the strategy of:

Explanation

Extinction is the correct answer because it refers to the process of eliminating or reducing a behavior by ignoring it. In this scenario, the supervisor is purposely ignoring the tardiness of the employee in order to discourage them from repeating the behavior. By not giving any attention or consequences to the tardiness, the supervisor hopes that the employee will stop being late in the future.

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159. Which of the following types of union security clauses require all new employees to join the union within a specified period of time?  

Explanation

A union shop is a type of union security clause that requires all new employees to join the union within a specified period of time. This means that employees must become members of the union as a condition of their employment. The other options, closed shop, maintenance of membership, and agency shop, do not have this requirement. A closed shop requires all employees to be members of the union before they can be hired, while maintenance of membership requires employees to remain members of the union for the duration of their employment. An agency shop allows employees to choose whether or not to join the union, but requires them to pay union dues or a fee.

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160. TBC___________.

Explanation

The correct answer is "Includes staff time, overhead, processing costs." This answer is supported by the information given in the question, which states that the ratio includes miscellaneous items and processing costs. It also mentions that calculating this ratio can be difficult due to its variability, further indicating that it includes various factors such as staff time and overhead.

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161. Under the NLRA, when can the actions of a single individual be considered a protected concerted activity?

Explanation

The correct answer is that the actions of a single individual can be considered a protected concerted activity if the activity is undertaken with the object of inducing group action or bringing a group complaint to management's attention. This means that even if only one person is taking action, if their intention is to rally others and address a common concern or issue, their actions can still be protected under the NLRA. It is not necessary for the individual to be appointed by peers or to bring a complaint specifically related to the terms and conditions of employment.

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162. Which statement is TRUE regarding when an entitlement culture would be appropriate?

Explanation

An entitlement culture would be appropriate when there is a demonstrated productivity increase over time. This means that employees have consistently shown improvement and have proven their ability to perform at a higher level. In such a scenario, it may be reasonable to reward them with certain entitlements or privileges as a recognition of their hard work and dedication.

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163. In which of the following organizational structures would it be hardest to replace the Chief Executive of Finance with a generally trained manager from the same company?

Explanation

In a functional organizational structure, employees are grouped based on their specific functions or areas of expertise. The Chief Executive of Finance is responsible for overseeing the financial operations of the company. It would be hardest to replace this position with a generally trained manager from the same company in a functional structure because the role requires specialized knowledge and skills in finance. Generally trained managers may not have the necessary expertise to effectively perform the duties of the Chief Executive of Finance in this structure.

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164. Employee discipline should be viewed as:

Explanation

Employee discipline should be viewed as training that enforces organizational rules because it implies that discipline is a means to educate employees about the rules and regulations of the organization. It suggests that discipline is not just about punishment, but also about teaching employees the correct way to behave and perform their job duties. This perspective emphasizes the importance of training and development in maintaining a disciplined and compliant workforce.

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165. The core principles for the HR Profession as defined by SHRM &  the HR Certification Institute are:

Explanation

The core principles for the HR Profession as defined by SHRM & the HR Certification Institute include professional responsibility and development, ethical leadership, fairness and justice, conflicts of interest, and use of information. These principles emphasize the importance of HR professionals taking responsibility for their actions, continuously developing their skills and knowledge, leading with integrity and ethics, treating all individuals fairly and justly, avoiding conflicts of interest, and using information responsibly. By adhering to these principles, HR professionals can ensure they are acting in the best interests of their organizations and the employees they serve.

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166. One of the major criteria used in deciding the composition of a bargaining unit is called the “community of interest”.  This means that there is a mutuality of interests shared by employees regarding all of the following factors EXCEPT:

Explanation

The "community of interest" criteria in deciding the composition of a bargaining unit focuses on factors that create a mutual interest among employees. These factors include the physical location of employees, supervision by similar levels of management, and traditional industry groupings for bargaining purposes. However, the identification of unfair practices is not a factor that determines the composition of a bargaining unit.

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167. Under the NLRA a company must grant union recognition to:

Explanation

Under the National Labor Relations Act (NLRA), a company is required to grant union recognition to only one union per bargaining unit. This means that if multiple unions are seeking to represent the same group of employees, the company must choose and recognize only one of them. This ensures that there is a single representative for the employees in negotiations with the company, simplifying the bargaining process and avoiding potential conflicts between multiple unions.

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168. Asking a candidate to talk about their responses to actual situations in the past is what type of interview?

Explanation

A behavioral interview is a type of interview where candidates are asked to provide specific examples from their past experiences to demonstrate their skills, abilities, and behaviors. This type of interview focuses on understanding how candidates have handled certain situations in the past, allowing the interviewer to assess their problem-solving skills, decision-making abilities, and how they would potentially perform in similar situations in the future. By asking candidates to talk about their responses to actual situations in the past, the interviewer can gain insight into their behavior and potential fit for the role.

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169. Identifying that a performance deficiency does exist and the means for correcting it is the function of ______.

Explanation

Performance analysis is the function of identifying that a performance deficiency exists and determining the means for correcting it. This process involves evaluating the current performance levels, identifying any gaps or areas of improvement, and then developing strategies or interventions to address these deficiencies. It helps organizations understand the root causes of performance issues and develop targeted solutions to improve performance outcomes. Needs analysis, functional analysis, and training assessment are related concepts but focus on different aspects of performance improvement.

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170. Under ARRA, enacted February 2009, employees involuntarily terminated between
September 1, 2008 and December 31, 2009 may be eligible for COBRA premium assitance of ____ for up to ____ months of the QE.

Explanation

Under the American Recovery and Reinvestment Act (ARRA) enacted in February 2009, employees who were involuntarily terminated between September 1, 2008 and December 31, 2009 may be eligible for COBRA premium assistance. The correct answer, 65% for up to 9 months of the Qualifying Event (QE), indicates that eligible individuals can receive a subsidy of 65% of their COBRA premiums for a period of 9 months. This assistance was provided to help individuals maintain their health insurance coverage after losing their jobs during the specified time period.

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171. How often can an employer ask for recertification from an employee on FMLA leave to care for a covered family member in the armed forces?

Explanation

According to the given answer, recertifications are expressly prohibited. This means that an employer cannot ask for recertification from an employee on FMLA leave to care for a covered family member in the armed forces at any frequency. The employer cannot require the employee to provide updated certification or documentation regarding their need for leave.

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172. _______ is (are) used by managers to determine which employees are available for promotion or transfer.

Explanation

Qualification inventories are used by managers to determine which employees are available for promotion or transfer. These inventories provide information about the skills, qualifications, and experience of employees, allowing managers to assess their suitability for different positions within the organization. By reviewing qualification inventories, managers can identify employees who possess the necessary qualifications for advancement or transfer, making informed decisions about promotions and transfers based on the available talent pool.

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173. All employers with _____ or more employees (except state and local governments) must file the annual EEO-1 report form with the EEOC:

Explanation

All employers with 100 or more employees (except state and local governments) are required to file the annual EEO-1 report form with the EEOC. This report provides information on the company's workforce composition and is used to monitor compliance with equal employment opportunity laws. By requiring larger employers to submit this report, the EEOC can gather data on a significant portion of the workforce and identify any potential patterns of discrimination or disparities.

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174. Regarding domestic partner benefits, which statement is TRUE?   

Explanation

The correct answer is that the IRS considers domestic partner benefits imputed income. This means that the value of the benefits provided to domestic partners is treated as taxable income for the employee.

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175. What indicates the what, why, where and how a job is done?

Explanation

Job descriptions provide detailed information about the tasks, responsibilities, qualifications, and other aspects of a job. They indicate what needs to be done, why it needs to be done, where it needs to be done, and how it needs to be done. Job analysis is the process of collecting and analyzing information about a job, while job specifications outline the qualifications and skills required for a job. Job evaluations, on the other hand, assess the relative value or worth of different jobs within an organization.

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176. Which of the following is NOT true regarding cultivating ethical behavior at work?

Explanation

Ethical behavior begins with self-awareness because being aware of one's values, beliefs, and actions is crucial in making ethical decisions. Self-awareness allows individuals to understand the impact of their behavior on others and to align their actions with their moral principles. It helps in recognizing and managing biases, making ethical choices, and taking responsibility for one's actions. By cultivating self-awareness, individuals can develop a strong ethical foundation and contribute to creating an ethical work environment.

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177. During this stage of the organizational life cycle, HR activities are aimed at implementing career consulting services.

Explanation

During the decline stage of the organizational life cycle, HR activities are focused on implementing career consulting services. This is because during this stage, the organization may be downsizing or restructuring, leading to job losses and the need for career guidance and support for employees who are transitioning out of the organization. Additionally, HR may also be involved in managing the exit process and providing outplacement services to help employees find new career opportunities outside the organization.

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178. Which of the following learning curves illustrates how a trainee learns the basics of a new, complex skill?

Explanation

The learning curve that illustrates how a trainee learns the basics of a new, complex skill is the "Increasing returns" curve. This curve shows that as the trainee gains more experience and practice, their performance and skill level improve at an increasing rate. This means that initially, the trainee may struggle and make slow progress, but as they continue to learn and develop their skills, their improvement becomes more rapid. This curve is often observed in the early stages of learning a complex skill, where there is a steep learning curve and significant progress is made with each practice session.

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179. Validly identifying the personal traits that will predict how successful a candidate will be on the job is the goal of _____.

Explanation

Job specifications are a set of personal traits and qualifications that are required for a particular job position. These specifications help in predicting the success of a candidate on the job by identifying the specific skills, knowledge, experience, and personal attributes that are necessary for performing the job effectively. By clearly defining the desired traits and qualifications, job specifications assist in selecting the most suitable candidate for the job and ensuring a good fit between the candidate and the job requirements. Therefore, job specifications aim to identify the personal traits that will predict the candidate's success on the job.

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180. A _______ approach is an intrinsic feature of the staffing approach in the context of an international strategy whereas the organization aiming to maximize the local responsiveness of its foreign operations would use a ______ approach.

Explanation

In the context of an international strategy, a polycentric approach to staffing is characterized by hiring local employees to manage foreign operations. This approach values local responsiveness and allows for adaptation to the specific needs and preferences of each market. On the other hand, a geocentric approach aims to maximize global integration and treats the entire world as a single market. It involves hiring the best talent from anywhere in the world, regardless of their nationality. This approach prioritizes global coordination and standardization of operations. Therefore, the combination of a polycentric approach and a geocentric approach aligns with the given explanation.

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181. A salaried administrative assistant is earning over $450.00 weekly.  This employee is considered:

Explanation

Based on the information given, the salaried administrative assistant is earning over $450.00 weekly. In general, employees who earn a salary of at least a certain threshold (which is typically set by law) are exempt from being paid overtime. This means that they are not eligible to receive additional pay for working more than a certain number of hours in a week. Therefore, the correct answer is that the employee is exempt from being paid overtime.

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182. Your employee has requested FMLA leave to take care of her aging grandfather with cancer. Is that allowed?  

Explanation

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183. When a discrimination complaint is received by the EEOC or a similar agency, it must be processed.  The correct order of the steps in completing the process of compliance is:

Explanation

The correct order of the steps in completing the process of compliance is as follows: first, the agency must establish jurisdiction to handle the complaint. Once jurisdiction is established, the next step is to attempt conciliation, which involves trying to reach a resolution between the parties involved. If conciliation is unsuccessful, the complainant may then be granted the right to sue. Finally, if the complainant decides to pursue legal action, the last step is litigation, which involves taking the case to court.

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184. The phases in the labor relations process are:

Explanation

The correct answer is Recognition, negotiation, and administration. The labor relations process involves several phases. Recognition refers to the process of determining which union will represent the employees. Negotiation involves bargaining between the union and management to reach agreements on various issues such as wages, working conditions, and benefits. Administration refers to the implementation and management of the agreements reached through negotiation. This includes ensuring compliance with the terms of the agreement, resolving disputes, and addressing grievances.

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185. In what type of plan is a predetermined portion of profits is placed in each employee's account under the supervision of of trustee?

Explanation

Gainsharing is a type of plan where a predetermined portion of profits is placed in each employee's account under the supervision of a trustee. This plan aims to incentivize employees to increase productivity and efficiency, as they directly benefit from the company's success. The amount allocated to each employee is typically based on their individual performance or the performance of their team. Gainsharing promotes a sense of ownership and encourages employees to work together towards common goals, ultimately leading to improved financial outcomes for both the employees and the company.

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186. Which motivation theory could directly support paying high performing incumbents more than incumbents in the same job who perform at lower levels in order to motivate effort?

Explanation

Expectancy theory suggests that individuals are motivated to exert effort when they believe that their efforts will lead to a desired outcome or reward. In this case, paying high performing incumbents more than those who perform at lower levels aligns with the expectancy theory as it creates an expectation that high performance will be rewarded with higher pay. This can motivate individuals to put in more effort in order to achieve the desired outcome of higher pay.

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187. An organization needed to hire 50 customer service representatives for their call center.  They advertised and received 100 applications - 5 Hispanics and 25 women.  The selection rate for non-minorities was 25%.  How many minorities should be hired to avoid an adverse impact claim?

Explanation

The selection rate for non-minorities is given as 25%. To determine if there is adverse impact, we need to compare the selection rate for minorities with this rate. Since the organization received 100 applications and the selection rate for non-minorities is 25%, the number of non-minorities hired is 25% of 100, which is 25. If the selection rate for minorities is also 25%, then the number of minorities hired should also be 25% of the total applications received, which is 25. However, the question states that there are only 5 Hispanics, which is less than 25, so there is adverse impact. To avoid an adverse impact claim, the organization should hire at least 6 minorities, which is more than 25% of the total applications received.

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188. Which of the following statements about defined contribution plans is TRUE?

Explanation

Employees assume risk in relation to how well the plan does. This means that the performance and returns of the plan are dependent on the investment choices made by the employees. If the plan performs well, employees may receive higher returns and vice versa. Unlike defined benefit plans where the employer guarantees a specific payout, defined contribution plans do not offer such guarantees. Therefore, the risk of the plan's performance lies with the employees themselves.

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189. This level of organizational culture includes written and spoken language, dress codes and other tangible items:

Explanation

Artifacts refer to the visible and tangible aspects of an organization's culture, such as the written and spoken language used by employees, dress codes, symbols, and physical structures. These artifacts are easily observable and provide insights into the values, attitudes, and beliefs that are present within the organization. They serve as a representation of the organization's culture and can influence the behavior and interactions of its members.

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190. Concerning company maintained bulletin boards, what is the best answer?

Explanation

not-available-via-ai

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191. What factors must be considered to determine if an action is ethical?

Explanation

To determine if an action is ethical, several factors must be considered. Firstly, honesty is crucial in assessing the ethicality of an action. Secondly, the action should comply with legal regulations and requirements. Thirdly, one's conscience should be taken into account, ensuring that the action aligns with personal moral values. Additionally, the potential consequences of the action should be evaluated to determine if they are ethically acceptable. Lastly, the action's impact on public perception and reputation should be considered, as it can reflect the ethical standing of the individual or organization.

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192. You have an employee with an obvious physical challenge.  You _______.

Explanation

The correct answer is "Initiate the interactive process because you know that the employee is experiencing workplace hardships." This is the appropriate action to take when an employee with a physical challenge is facing difficulties in the workplace. By initiating the interactive process, the employer can work with the employee to identify and provide reasonable accommodations that will help them perform their job effectively. This approach is in line with the requirements of the Americans with Disabilities Act (ADA) to ensure equal opportunities and accessibility for individuals with disabilities.

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193. Shortly after being named “Employee of the Month”, a shoes salesperson that worked the late shift solo started having occasional seizures.  The employee was diagnosed with epilepsy.  Physicians tried various treatments to no avail.  After a few months, the salesperson was terminated for his inability to stop the seizures.  Is this a violation of ADA?  

Explanation

The correct answer is that the employer is not in violation of ADA because store security is an essential function and is not protected under ADA. The employer terminated the employee because he was unable to stop the seizures, which could potentially put the safety and security of the store at risk. Although epilepsy is protected under ADA, the employer is not required to hire an additional person as a reasonable accommodation if it interferes with the essential functions of the job.

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194. Bias claims against organizations using the forced distribution appraisal method may be minimized by all of the following EXCEPT:

Explanation

Paired comparison is not an effective method for minimizing bias claims against organizations using the forced distribution appraisal method. In paired comparison, employees are compared against each other, rather than against a pre-determined standard. This can lead to bias and unfair evaluations, as it does not take into account individual performance and may not align with organizational goals. On the other hand, review committees, training raters to be objective, and using multiple raters are all measures that can help reduce bias and ensure a more accurate and fair appraisal process.

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195. This portion of an affirmative action plan identifies the number of protected group members employed and the types of jobs that they hold in the organization.

Explanation

Utilization analysis is the correct answer because it involves identifying the number of protected group members employed and the types of jobs they hold in an organization. It helps to determine whether there is a fair representation of protected group members in various job positions. This analysis is an essential part of an affirmative action plan as it allows organizations to assess their progress in promoting diversity and equal employment opportunities. Availability analysis focuses on the pool of qualified candidates, minority group identification refers to identifying specific minority groups, and job group analysis involves analyzing job categories and their composition.

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196. Product organizations like SHRM and Nike have a culture of independence and creativity.  Operations organizations such as Wal-Mart or Southwest Airlines are focused on delivering products and services at a lower cost.  Customer organizations like Nordstrom's adapt to customer needs and are totally committed to solving problems. Your main competitor is IKEA.
You have been tasked with developing a competitive strategy.  What would be the best choice?

Explanation

An efficiency-oriented competitive strategy would be the best choice in this scenario because operations organizations like Wal-Mart and Southwest Airlines, which focus on delivering products and services at a lower cost, are mentioned as examples. This suggests that the company's main competitor, IKEA, is likely to also prioritize efficiency and cost-effectiveness. By adopting an efficiency-oriented approach, the company can aim to streamline its operations, reduce costs, and offer competitive prices to attract customers in the market.

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197. A performance appraisal method that combines the benefits of documentation of critical incidents and quantified specific good and bad behaviorial examples is known as a(n) _______.    

Explanation

BARS stands for Behaviorally Anchored Rating Scale. This performance appraisal method combines the benefits of documenting critical incidents and quantifying specific good and bad behavioral examples. BARS uses a rating scale with specific behavioral indicators that are anchored to numerical ratings. This allows for more objective and accurate evaluation of an employee's performance by providing clear criteria for assessment. By combining qualitative and quantitative elements, BARS provides a comprehensive and detailed assessment of an individual's performance.

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198. The NLRB allows temporary workers to join a union with regular FTE's of the employer to which they are assigned under what circumstances?

Explanation

Temporary workers can join a union with regular FTE's of the employer only after permission is granted by both the staffing agency and the client company. This means that both the agency that employs the temporary workers and the company where they are assigned must agree to allow the temporary workers to join the union. The decision to join the union or not is not solely up to the temporary employee, but also requires the approval of both the staffing agency and the client company.

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199. You are promoting an employee.  The employee's salary will increase $10,000.00 from their current salary of $85,000 to $95,000.00. Under, FCRA, what is the time limitation on how far back a consumer reporting agency may go back to report adverse information?

Explanation

not-available-via-ai

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200. XYZ Company has more than 100 participants.  When does ERISA require an explanation of the SPD in a foreign language?

Explanation

ERISA requires an explanation of the Summary Plan Description (SPD) in a foreign language if 10% of participants are literate in that non-English language. This means that if a significant portion of the participants can understand and read a specific non-English language, the company is obligated to provide the SPD in that language to ensure effective communication and understanding of the plan details.

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The four stages in the life cycles of a business are:
When an interviewer asks standardized questions of every applicant for...
Ethical behavior can be established by:
Under the ADEA, it is unlawful to discriminate against employees...
Which level of training evaluation provides data related to sales...
Which of the following quality tools prioritizes categories from the...
Training usually: 
An employer refuses to hire a worker because she is a Christian....
A non-exempt worker in a manufacturing facility works 38 hours in the...
The job characteristics model includes:
Research has identified three psychological determinants that...
Which of the following describes research instrument validity?
Child labor laws prohibit a 16-year old from working in one of the...
A(n) __________ job is often described as one performed by many...
The NLRB can waive an election based on all EXCEPT:
According to Stephen Covey’s two principal components of leadership,...
Which job evaluation method DOES NOT truly consider the relative...
Measuring the degree of association that exists between two or more...
 Development is different from training because:
Which of the following methods is NOT a mathematical method for...
Which of the following exemplifies Hersey-Blanchard’s situational...
An employee in a defense plant posted a large sign in her office to...
Organizational and recognition picketing are prohibited if a union has...
A company has a contest in which the work unit with the lowest...
An employer is set to lay off 520 employees.  The layoff is...
The phases of training consist of:
The Confederate flag evokes a lot of emotion.  It is a symbol...
Which statement about the SOX act is FALSE?
Which of the following is NOT a variable pay plan?
A ______ strike occurs during the life of the collective...
Decentralization is recommended for organizations where:
Which of the following actions would most likely be considered to be a...
Environmental scanning should be used to:
Which of the following is NOT a test for just-cause discharge for...
Your star computer programmer holds the keys to the kingdom of your...
Which agency is responsible for ensuring that federal contractors and...
An exemption that allows employers to purposefully exclude a protected...
The most basic activity of sound human resources practices is the...
A unique capability in the organization that creates high value and...
The Employment At-Will doctrine has been eroded by all of the...
The simplest and most popular performance appraisal technique is:
Collective bargaining issues that fall within the NLRA’s definition...
Title VII states that employers CANNOT discriminate based on all...
A common labor relations intervention in which a neutral third party...
The exhibited characteristics of an employee which includes their...
One hundred applicants were interviewed for 10 vacancies in a...
A mature company is expanding into overseas markets. A few U.S....
When a manager rates an employee low on all items because of one item...
Which of the following best illustrates the sensitizing effects of a...
Under the Drug Free Workplace Act federal contractors are...
An inexperienced manager must terminate a problem...
The biggest challenge with psychological testing for human...
Which of the following is a violation of IRCA?
Studying the variations of employment levels in an organization over...
The Confined Space Entry standard may require which of the following?...
Which of the following statement is NOT a strategic role of...
Which of the following statements is an example of a job description?
Mental ability tests are used to measure:
______ are the fastest growing segment of the workforce.
Teams ______ have been ruled to violate provisions of the NLRA.
ABC Manufacturing Company does not have job descriptions.  The...
Unlawful pre-employment inquiries include:
All of the following would be considered a human process intervention...
International HR management practices focus heavily on:
Which one of Hoffstede’s cultural dimensions describes how cultures...
An employee travels to Chicago for an overnight trip for work. The...
A national corporation completed its first phase of diversity...
Federal law DOES NOT expressly prohibit discrimination on the basis...
In a refusal-to-hire case involving a salt, the union will have to...
Your employee has returned back to work and his job puts him in danger...
All of these EXCEPT _________ is a provision of the Walsh-Healy Act. ...
One of your managers is a reservist and is out on military leave for...
Which statement is TRUE about an organization that does NOT report a...
Individual performance depends on all BUT one of the following:
_________ validity is preferred by the EEOC.
An employee resigns because the employer has made the working...
The Act which limited the issuance of federal court injunctions...
Which type of organizational structure would be most effective for...
In developing a security program, an HR manager must assess potential...
Many unions resist individual incentive systems because of resistance...
The systematic investigation of the tasks, duties, and...
Development of a business strategy includes:
In a unionized organization which group of employees is more likely to...
Under the WARN Act, a mass layoff is defined as a reduction in...
Job enlargement is the concept of:
The three key elements included in a job analysis are:
Common assessment center activities include:
Under OWBPA, what length of time must an employer give to an employee...
A useful way to measure organizational HR productivity is by unit...
Generally speaking, what types of bonus payments must be included in...
A privately owned consulting firm with a staff of 65 provides health...
The findings of a workflow analysis show that communication between...
Can an employer deduct hourly amounts from an exempt employee’s...
Common components of executive compensation are:
_____ is a potential dependent variable in a regression analysis.
The purpose of _____ is to change the attitudes, values, and beliefs...
This type of bargaining occurs when one party must win and the other...
Which phase of the systems approach to training, focuses on...
According to Hackman and Oldham, which of the following describes task...
According to reinforcement theory, the reinforcement an individual...
A new employee who has only worked for two weeks enters your office...
What percentage of targeted employees must sign authorization cards...
The primary drawback to the ranking method is:
Which of the following is considered a threat of reprisal on the part...
Federal law prohibits someone with epilepsy from working as an...
A validity study; either predictive or concurrent, in which the...
In the representation election process, if 300 employees are in the...
Content validity is the extent to which a selection device...
A technique that avoids group think in forecasting HR needs is:
The process for assigning non-financial and financial goals to human...
A technology firm is experiencing high turnover among its systems...
How does a no-fault attendance policy interact with ADA & FMLA?
The following data was found on a salary survey for lab...
You are determining whether an employee has met the...
Which of the following is an example of construct validity?
Under the FLSA, what is the minimum salary requirement for the outside...
According to John P. Kotter, which of the following describes a...
Under USERRA, it is TRUE that ___________.
 Which of the following methods of calculating the 12-weeks of...
A manager always hires young women as receptionists.  This is an...
Your employee was injured in an auto accident.  She was given a...
Organizations compute accident frequency and severity rates for...
In the strategic HR planning process, which of the following should be...
To qualify under ERISA, a pension plan is required to do all of...
A 5-year average employee is suddenly plagued with panic...
The MOST appropriate method for training senior management to handle...
Which of the following DOES NOT apply to Individuals trying...
After a series of scandals in the top spot (extramarital affairs,...
Recognition picketing is unlawful if,
An employer has established a policy requiring that only English be...
Which clause in a labor contract identifies the unilateral right to...
HR staff and line management are collaborating on the design and...
Employers are responsible to ensure physical facilities are ADA...
_____ means that an employer's hiring practice or policy results in a...
In an age discrimination case, the U.S. Supreme Court issued an...
Collective bargaining agreement should guarantee specific rights to...
The following are illegal subjects of negotiation EXCEPT  for:
Mike is an employee who never seems to be satisfied. When his...
Backing a semi-trailer into a loading dock slot is an example of:
Employees on an international assignment generally need more training...
To decertify a union _____% of the employees ________  must sign...
ABC Healthcare Company runs three shifts on a seven-day-a-week...
Which OSHA standard provides guidelines for preparing an emergency...
A data entry operator earns $12.00 per hour.  The pay range...
All of the following are examples of the balance sheet approach to...
Perquisites can provide ALL BUT ONE of the following benefits to...
The management of a company conducting an internal investigation...
Which Supreme Court decision established the requirement of employers...
Policies are:  
This method of job analysis can be quite time-consuming, and because...
Which of the following statements regarding Scanlon plans is FALSE?
Which one of the following is NOT a characteristic of replacement...
Which of the following learning strategies relies on deductive...
The _____ pension plan is one in which an employee is promised a...
In which type of organization structure are both flexibility and...
A graphical tool representing the "big picture" of how the performance...
The right to purchase a specific number of shares of company stock...
The supervisor who ignores the tardiness of a usually prompt employee...
Which of the following types of union security clauses require all new...
TBC___________.
Under the NLRA, when can the actions of a single individual be...
Which statement is TRUE regarding when an entitlement culture would be...
In which of the following organizational structures would it be...
Employee discipline should be viewed as:
The core principles for the HR Profession as defined by SHRM...
One of the major criteria used in deciding the composition of a...
Under the NLRA a company must grant union recognition to:
Asking a candidate to talk about their responses to actual situations...
Identifying that a performance deficiency does exist and the means for...
Under ARRA, enacted February 2009, employees involuntarily terminated...
How often can an employer ask for recertification from an employee on...
_______ is (are) used by managers to determine which employees are...
All employers with _____ or more employees (except state and local...
Regarding domestic partner benefits, which statement is...
What indicates the what, why, where and how a job is done?
Which of the following is NOT true regarding cultivating ethical...
During this stage of the organizational life cycle, HR activities are...
Which of the following learning curves illustrates how a trainee...
Validly identifying the personal traits that will predict how...
A _______ approach is an intrinsic feature of the staffing approach in...
A salaried administrative assistant is earning over $450.00...
Your employee has requested FMLA leave to take care of her aging...
When a discrimination complaint is received by the EEOC or a similar...
The phases in the labor relations process are:
In what type of plan is a predetermined portion of profits is...
Which motivation theory could directly support paying high performing...
An organization needed to hire 50 customer service representatives for...
Which of the following statements about defined contribution plans is...
This level of organizational culture includes written and spoken...
Concerning company maintained bulletin boards, what is the best...
What factors must be considered to determine if an action is ethical?
You have an employee with an obvious physical challenge.  You...
Shortly after being named “Employee of the Month”, a shoes...
Bias claims against organizations using the forced distribution...
This portion of an affirmative action plan identifies the number of...
Product organizations like SHRM and Nike have a culture of...
A performance appraisal method that combines the benefits of...
The NLRB allows temporary workers to join a union with regular FTE's...
You are promoting an employee.  The employee's salary will...
XYZ Company has more than 100 participants.  When does ERISA...
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