Created by - Jenny Clarke
SPHR Questions - Part 34
Questions 1. An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?A) 4 hours per school dayB) Non-school hours onlyC) 18 hours per school weekD) 8 hours in a non-school day2. Which of the following occurs when the union decides to stop working?A) LockoutB) StrikeC) Involuntary exitD) Boycott3. You are the HR Professional for your organization and you're reviewing the performance appraisal systems your company can use. Which performance appraisal approach uses a paired comparison method in the review?A) Comparative methodB) Narrative methodC) Results-basedD) Rating method4. One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?A) Five yearsB) Seven yearsC) Two weeksD) One year5. HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?A) When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.B) When an employee treats other employees differently based on their past work efforts.C) When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran statusD) When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances. Right Answer and Explanation: 1. Right Answer: AExplanation: Answer option A is correct.Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.Answer option B is incorrect. A 15-year old may work only in non-school hours.Answer option D is incorrect. A 15-year old may work no more than eight hours on a non-school day.Answer option C is incorrect. The maximum a 15-year old may work is 18 hours per school week.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation2. Right Answer: BExplanation: Answer option B is correct.A strike occurs when the union decides to stop working.Answer option C is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option A is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option D is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.Chapter: Employee and Labor RelationsObjective: Union Organization3. Right Answer: AExplanation: Answer option A is correct.The comparative method can use a paired comparison method to rate each employee in a group against every other employee in the group.Answer option B is incorrect. A narrative method uses an essay or conversation as the review.Answer option D is incorrect. The rating method uses rating scales and checklists to review the employees or members of an identified group.Answer option C is incorrect. Results-based appraisals generally use the management by objectives review of the goals accomplished.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Performance Appraisal4. Right Answer: AExplanation: Answer option A is correct.The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.Answer option C is incorrect. Two weeks is not a valid answer for this question.Answer option D is incorrect. One year is not valid, as the correct amount is five years.Answer option B is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation5. Right Answer: CExplanation: Answer option C is correct.Disparate treatment is when an employer treats an employee or applicant differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status. Disparate treatment is an unlawful discrimination.Answer option D is incorrect. This statement defines a type of sexual harassment.Answer option A is incorrect. Employers should treat all applicants the same regardless of race, color, sex, religion, national origin, age, disability, or military or veteran status.Answer option B is incorrect. This is not an example of harassment, but a workplace environment.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 31
Questions 1. Similar to Scalon plan but ties incentives to a wide variety of savings including materials and supplies.A) FMLA 1993 Family and Medical leave actB) Group Garnishing plans- RuckerC) What is not covered by OSHAD) Group Garnishing plans- Scanlon plan2. predetermined headings or topics related to performanceA) Primary ResearchB) behaviors observationC) narrative or esayD) super salary test3. broadening scope of job by expanding number of duties and tasks - not a motivatorA) Formula BudgetB) super salary testC) Job EnlargementD) OSHA form 300 A4. schedule and deliver the programA) Skill Based PayB) Addie - ImplementC) Line managementD) Red Circle5. rater has seen only small portion of employees work and its not goodA) similar/ different to meB) Pay CompressionC) sampling errorD) organization plans Right Answer and Explanation: 1. Right Answer: BExplanation: 2. Right Answer: CExplanation: 3. Right Answer: CExplanation: 4. Right Answer: BExplanation: 5. Right Answer: CExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 35
Questions 1. Which of the following Supreme Court cases found that an employer can be held liable for the sexual harassment of its employees?A) Meritor Savings Bank v. VinsonB) Burlington Industries v. EllerthC) Payne v. The Western & Atlantic Railroad CompanyD) Harris v. Forklift Systems2. Shelly is a graphic designer in your company and she has been called to military duty. While she is on duty you learn that Shelly has been moonlighting graphic design for other companies. Because she has been moonlighting while on military leave from your employment, are you required to reinstate her upon her pending return from military duty?A) Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 allows military personnel to moonlight during off-duty hours.B) No, moonlighting constitutes other employment so the original employer is not obligated to reinstate her.C) No, moonlighting is a breach of the Uniformed Services Employment and Reemployment Rights Act of 1994, as military personnel are to be on employment leave and not generate an income other than what their military duty provides. The employer is therefore exempt from the reinstatement obligations.D) Yes, moonlighting is another form of employment, but you are required to reinstate her if her income from moonlighting is less than what she would have3. OSHA defines occupational safety and health hazards and how employers are to respond to certain scenarios that could happen in the workplace. One such standard is The General Duty Standard, Section 5. What does this standard mandate for employers?A) Requires employers to provide emergency action plans to inform employees of appropriate procedures to follow during a fire or evacuationB) Requires employers to provide jobs and a workplace environment that are free from recognized safety and health hazardsC) Requires employers to provide a safe, operational, level of noise and noise prevention in the workplaceD) Requires employers to provide a fire prevention plan to handle and store dangerous chemicals from the threat of fire or combustion4. Marcy is an hourly-paid employee in the JKJ Company. Her supervisor Tom has asked Marcy to not begin working on a presentation until he leaves a meeting.The meeting happens to last six hours and Marcy doesn't have other work to do while Tom is in the meeting. Marcy decides to read a book while she waits.According to the Fair Labor Standards Act should Marcy be paid for reading the book? Choose the best answer:A) No, this is an example of engaged to wait.B) Yes, she must be paid.C) Yes, this is an example of engaged to wait.D) No, this is an example of employment lag time.5. As an HR Professional for your company, you have been asked to participate in strategic planning. During the strategic planning conversation, Frank is discussing the Four P's of Marketing. What are the Four P's of Marketing?A) Product, Price, Placement, and PromotionB) People, Product, Payment, and PromotionC) People, Price, Placement, and PromotionD) People, Payment, Placement, and Projections Right Answer and Explanation: 1. Right Answer: BExplanation: Answer option B is correct.It was held in Burlington Industries v. Ellerth case that employers are liable for the actions of their employees. In the case, Kimberly Ellerth worked for BurlingtonIndustries and was harassed by a colleague, not her immediate supervisor, Ted Slowick. The US Supreme Court found that Burlington Industries was responsible for Ted Slowick's actions as he was their employee.Answer option A is incorrect. Meritor Savings Bank v. Vinson is a sexual harassment case that determined a hostile environment claim of sexual harassment to be actionable under Title VII.Answer option D is incorrect. Harris v. Forklift Systems is a sexual harassment case that addressed a hostile environment and its relation to a person's level of psychological well-being.Answer option C is incorrect. Payne v. The Western & Atlantic Railroad Company, established the principle of employment at will.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation2. Right Answer: AExplanation: Answer option A is correct.The Uniformed Services Employment and Reemployment Rights Act of 1994 does allow military personnel to moonlight during off-duty hours without affecting their reinstatement rights.Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the rights of reservists called to active duty in the armed forces. The Act provides reemployment and benefits rights and is administered through the Veterans Employment and Training Service (VETS) of the Department of Labor.USERRA applies to all public and private employers in the United States, including the federal government.Answer options B, C, and D are incorrect. These are not valid statements about the Uniformed Services Employment and Reemployment Rights Act of 1994.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation3. Right Answer: BExplanation: Answer option B is correct.The General Duty Standard, Section 5 is the general purpose of OSHA: to provide employees with a safe working environment with safety standards.Answer option A is incorrect. This statement describes the OSHA requirements of Emergency Action Plans, section 1910.38.Answer option D is incorrect. This statement describes the OSHA requirements of Fire Prevention Plans, section 1910.39.Answer option C is incorrect. This statement describes the OSHA requirements of Occupational Noise Exposure, 1910.95.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Risk Management -Objective: Risk Assessment4. Right Answer: CExplanation: Answer option C is correct.Even though Marcy doesn't have other work to complete she is still to be paid for her time. This is an example of engaged to wait - as the company has purchased her time on an hourly basis and the current assignment is to wait for Tom.Answer option A is incorrect. Engaged to wait means that Marcy will still be paid for her time.Answer option D is incorrect. Lag time is the time to wait between activities in project management and isn't relative in this issue.Answer option B is incorrect. While this answer is correct you must always pick the best answer, which is the example of engaged to wait.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined5. Right Answer: AExplanation: Answer option A is correct.The Four P's of Marketing are product, price, placement, and promotion.Answer options C, D, and B are incorrect. These are not valid answers, as the Four P's of Marketing are product, price, placement, and promotion.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Organizations .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 32
Questions 1. covers works on federal construction jobs over 2,000. Contactors must sign weekly sheet showing they are making over min wageA) behavioral anchored ratingsB) Balanced Score CardC) organization plansD) Davis- bacon Act 19312. difficulty moving between organizational functionsA) glass wallsB) 3 learning stylesC) Red CircleD) Expert (MCCM)3. public domain and may be freely reproducedA) Works produced for the us government by officers/ employees as part of official duties are consideredB) National Institute of occupational safety and health (NIOSH)C) Employers are covered by OSHA ifD) Three roles in career development4. Carpal tunnel, back pain & spasms , eye strain &head acheA) 5 types of needs in maslows hierachy of needsB) 3 types of CTDC) halo effectD) Skill Based Pay5. min or max of each pay range is determined from the midpoint. difference bewteen min and max/ min. Range for top level jobs is usually broader than lower level jobsA) Range Spread (developing and establishing pay rates )B) 5 Career development stagesC) 5 types of performance appraisal/ evaluationD) Employers are covered by OSHA if Right Answer and Explanation: 1. Right Answer: DExplanation: 2. Right Answer: AExplanation: 3. Right Answer: AExplanation: 4. Right Answer: BExplanation: 5. Right Answer: AExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 36
Questions 1. Holly is the Senior HR Professional for her organization and she needs to address the use of video cameras in the workplace. In Holly's company, surveillance cameras are used as an anti-theft deterrent and as a means of employee safety in case of violence, theft, or attack. What portion of a conflict of interest statement should Holly address for the use of video surveillance cameras?A) Personal use of company assetsB) Conflicts of interestsC) ConfidentialityD) Workplace privacy2. Fred is creating a user manual for his organization. On the cover of the manual he has added a picture of a flower that he found on a website. You ask Fred if he has permission to use the flower and what rights are retained for the flower picture. Fred informs you that the photo came from a website so it's in the public domain. Are photos and images from web sites considered to be in the public domain?A) No, photos and images from web sites are still protected by copyright laws.B) Yes, all images, not words or text, are copyright free online.C) Yes, the Internet is owned by the government so anything online is in the public domain.D) No, photos and images from web sites are protected by International Electronic Copying Laws.3. The Fair Labor Standards Act does provide some instances of when travel time is payable to nonexempt employees. Which of the following is an example of a nonexempt employee being reimbursed for travel time?A) A plumber who is traveling between job sitesB) An employee who must travel to the worksite for overtime workC) A daily train commute from the employee's home to the cityD) An airplane pilot who is waiting for a customer to fly4. Your manager has approached you regarding her desire to outsource certain functions to an external firm. She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to the vendors in this instance?A) Request for QuoteB) Invitation for BidC) Request for ProposalD) Request for Information5. The motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve it is known as what?A) Vroom's expectancy theoryB) Adams' equity theoryC) McClelland's acquired needs theoryD) McGregor's Theory X and Theory Y Right Answer and Explanation: 1. Right Answer: DExplanation: Answer option D is correct.Workplace privacy should address the utilization of video cameras used for surveillance. Management should balance the need for security with an employee's expectation of privacy.Answer option A is incorrect. Personal use of company assets describes what may be acceptable for excessive use of resources, such as personal telephone calls or personal Internet usage.Answer option B is incorrect. Conflicts of interests describe an employee's ability to influence company decisions for personal gain.Answer option C is incorrect. Confidentiality describes the protection of employee, and often customer, information that may be gathered through the employment relationship.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Corporate Governance2. Right Answer: AExplanation: Answer option A is correct.Just because an image is on a website doesn't mean the copyright laws don't exist for the site. Images, photos, and web content are copyright protected. Some websites allow people to purchase rights or have access to limited rights of the image. Each web site may have different rules and applicable policies.Answer option D is incorrect. There is no such law as International Electronic Copying Law.Answer option C is incorrect. The government does not own the Internet; it is a connection of private networks and public networks.Answer option B is incorrect. Images are not copyright free just because they are online.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Federal Employment Legislation3. Right Answer: AExplanation: Answer option A is correct.Of all the scenarios, only the plumber's travel from one worksite to another is applicable for time payment.Answer option C is incorrect. A daily commute isn't applicable for time compensation.Answer option D is incorrect. While the pilot's waiting time may be payable, this is not an example of travel time compensation.Answer option B is incorrect. Travel time to a worksite is not applicable for compensation.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined4. Right Answer: CExplanation: Answer option C is correct.A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions, ideas, and detailed information about the outsourced function.The vendor will provide a proposal in response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need that the vendor is to provide a solution and a price.Answer option A is incorrect. A Request for Quote (RFQ) is a procurement document that asks the vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit.Answer option B is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a procurement document asking the vendor for a fixed price for a specific thing to be purchased.Answer option D is incorrect. A request for information (RFI) asks the vendor for more information about their solution, services, or company. An RFI could ask for samples, references of work, white papers, and more information.HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Needs Assessment and Analysis5. Right Answer: AExplanation: Answer option A is correct.Vroom explains his theory with three terms: expectancy (the individual's assessment of their ability to achieve the goal), instrumentality (whether the individual believes they are capable of achieving the goal), and valence (whether the anticipated goal is worth the effort required to achieve it). Adams' equity theory (B) states that people are constantly comparing what they put into work to what they get from it. McClelland's acquired needs theory (C) states that people are motivated by one of three factors: achievement, affiliation, or power. McGregor's Theory X and Theory Y (D) explain how managers relate to employees. Theory X managers are autocratic, believing that employees do not want to take responsibility. Theory Y managers encourage employees to participate in the decision- making process, believing that they respond to challenges. See Chapters 2 and 5 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Motivation Concepts .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 33
Questions 1. as of July 24 2009 it became 7.25 and waiters is 2.13 but waiters have to make more then minimum in an hour or they have to get paid minA) Market Line pay rangeB) Federal Min WageC) Direct CompensationD) Developing job grades 3 steps2. price jobs by comparing them to the outside market wagesA) Non exempt employees mustB) compensable factorsC) Market Based Eval- job evalD) micro organizational development3. Additional Pay on top of base pay ie bonusA) 3 Current HR RolesB) green circleC) Addie- EvaluationD) Incentive Pay4. illegal for private employeersA) compensatory time in Lieu of overtime pay is normallyB) Can use compa-ratio to analyze?C) Cumulative trauma and repetitive stress (CTD)D) National Institute of occupational safety and health (NIOSH)5. Process of determining the skills and duties of a required jobA) OSHA form 300 AB) Golden ParachutesC) Job AnalysisD) Competency Based Right Answer and Explanation: 1. Right Answer: BExplanation: 2. Right Answer: CExplanation: 3. Right Answer: DExplanation: 4. Right Answer: AExplanation: 5. Right Answer: CExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 37
Questions 1. The correlation coefficient is a statistical measurement that is useful for which of the following?A) Determining whether one variable affects anotherB) Compensating for data that may be out of dateC) Determining which variables are outside acceptable rangesD) Describing standards of quality2. Which of the following organizational structures is characterized by networks instead of traditional hierarchies?A) Seamless organizationB) Geographic organizationC) Flat organizationD) Matrix organization3. A US company has offices throughout the US and in Europe. What accounting rules are the company required to use?A) American Institute of Certified Public Accountants rulesB) International Financial Reporting StandardsC) Securities Exchange Act rulesD) Generally Accepted Accounting Principles4. As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?A) Good faith bargainingB) Interest-based bargainingC) Distributive bargainingD) Integrative bargaining5. As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee's termination?A) Whether reasonable 'proof' of the violation existed, or was obtained through investigationB) Whether the employee was warned in advanceC) Whether the rule has been applied consistentlyD) Whether the employee is a member of a protected class Right Answer and Explanation: 1. Right Answer: DExplanation: Answer option D is correct.The correlation coefficient is useful in determining whether two factors are connected. For example, the correlation coefficient will tell you whether an increase in resignations is related to a change in location of the worksite and, if so, whether the change had a strong impact on resignations. See Chapter 2 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis2. Right Answer: AExplanation: Answer option A is correct.A seamless organization replaces traditional hierarchies with networks designed to enhance communication and creativity. These networks are made possible by advanced technology that allows employees to connect from anywhere in the world. See Chapters 2 and 3 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Organizational Structures3. Right Answer: DExplanation: Answer option D is correct.US-based companies are required to use the Generally Accepted Accounting Principles (GAAP) rules. In 2008, the SEC began to consider allowing companies to use the International Financial Reporting Standards.Answer option A is incorrect. The American Institute of Certified Public Accountants created the GAAP rules.Answer option B is incorrect. International Financial Reporting Standards are being considered to standardize accounting practices worldwide.Answer option C is incorrect. The Securities Exchange Act rules aren't valid rules. This act of 134 gave authority to the Securities and Exchange Commission(SEC) for overseeing accounting standards or publicly traded companies.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Organizations4. Right Answer: BExplanation: Answer option B is correct.Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem. This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization5. Right Answer: DExplanation: Answer option D is correct.The membership of a protected class should have no bearing on a good cause for termination.Answer options B, A, and C are incorrect. These are examples of just cause of termination.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
APHR Certification Exam Questions 2023 - Part 34
Questions 1. Severe physical problems from excessive or improper use of computerA) HRD (Development) responsibilities (2)B) 3 functions of a typical business?C) Cumulative trauma and repetitive stress (CTD)D) Engineering approach to keep workplace safe2. graphic rating - scale that lets rater mark performance on a continuumchecklist- set of adjectives or statements forced choice- rater chooses pre determined statements to rate employees performance.A) Types of risk managementB) HR challenges in career developmentC) Category performance ratingD) professional liability insurance3. gain from investment- cost of investment/ cost of investmentA) ROI=B) External EquityC) OSHA MissionD) glass elevators4. Behavioral, financial and type of relationsA) National Institute of occupational safety and health (NIOSH)B) green circleC) management by objectivesD) Facts that someone is an independent contractor fall into the following 3 levels5. individual paid below the min of salary rangeA) job EnrichmentB) 3 types of CTDC) primacy effectD) green circle Right Answer and Explanation: 1. Right Answer: CExplanation: 2. Right Answer: CExplanation: 3. Right Answer: AExplanation: 4. Right Answer: DExplanation: 5. Right Answer: DExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED
More detailsPublished - Fri, 03 Mar 2023
Created by - Jenny Clarke
SPHR Questions - Part 38
Questions 1. You are a HR Professional for your organization. You have presented an idea to your staff. The staff members then discuss their ideas based on your presentation. All of the ideas are recorded and collectively ranked from most important to least important (or some other ordinal scale). Through this process a selection or forecast can be made for the organization. What forecasting technique have you used in this scenario?A) Ratio analysisB) Delphi TechniqueC) Nominal group techniqueD) Brainstorming2. Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?A) Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.B) Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.C) Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.D) Specific compensable factors are identified and then performance levels within the factors are documented.3. One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?A) Seven yearsB) Five yearsC) One yearD) Two weeks4. Which of the following occurs when the union decides to stop working?A) BoycottB) LockoutC) StrikeD) Involuntary exit5. Human resources is often seen as a three-dimensional component of an organization. Which dimension of human resources focuses on long-term, future-focused approach to the methods to achieve human resource and organizational goals?A) StrategicB) AdministrativeC) OrganizationalD) Operational Right Answer and Explanation: 1. Right Answer: CExplanation: Answer option C is correct.The nominal group technique is a facilitated workshop to present an idea, allow brainstorming of additional ideas, and then the solutions are ranked by the group.A forecast can then be created based on the outcome of the exercise.Answer option D is incorrect. This is more than just brainstorming as brainstorming does not begin with a presented idea or a ranking of ideas to predict an outcome.Answer option B is incorrect. The Delphi Technique uses rounds of anonymous surveys to build consensus.Answer option A is incorrect. Ratio analysis is a mathematical forecasting technique using two or more variables to predict a likely outcome.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis2. Right Answer: CExplanation: Answer option C is correct.The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee.Answer options B, D, and A are incorrect. These are not valid definitions of the point factor technique.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation3. Right Answer: BExplanation: Answer option B is correct.The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.Answer option D is incorrect. Two weeks is not a valid answer for this question.Answer option C is incorrect. One year is not valid, as the correct amount is five years.Answer option A is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation4. Right Answer: CExplanation: Answer option C is correct.A strike occurs when the union decides to stop working.Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option A is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.Chapter: Employee and Labor RelationsObjective: Union Organization5. Right Answer: AExplanation: Answer option A is correct.The strategic component of human resources is a long-term, future-looking component of HR to achieve goals of the organization and the goals of human resources.Answer option B is incorrect. Administrative describes the transactions within HR that are required to be completed either legally, through enterprise environmental factors, or both.Answer option C is incorrect. Organizational is not one of the three dimensions of HR. The three dimensions are strategic, administration, and operational.Answer option D is incorrect. Operational describes the tactics and operational goals of the organization being realized with the assistance of HR.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Strategy .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS
More detailsPublished - Fri, 03 Mar 2023
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