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NEW QUESTION # 18
You are an HR Professional for your organization and you're preparing your team for a series of interviews.
You want the team to be familiar with the validity types you'll use and encourage in the series of interviews.
During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
- A. Predictive validity
- B. Criterion-related validity
- C. Content validity
- D. Construct-related validity
Answer: D
NEW QUESTION # 19
There are seven stages of internal consulting that a HR Professional must be familiar with. Which one of the following is not one of the seven stages of internal consulting?
- A. Implementing
- B. Executing the project plan
- C. Exploring the situation
- D. Developing recommendations
Answer: B
NEW QUESTION # 20
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.
Answer: C
NEW QUESTION # 21
You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?
- A. If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.
- B. An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.
- C. Pregnancy related benefits cannot be limited to married employees.
- D. Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.
Answer: B
NEW QUESTION # 22
Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?
- A. Decisions
- B. Permanent arbitration
- C. Ad hoc arbitration
- D. Interest arbitration
Answer: D
NEW QUESTION # 23
Your organization has created an affirmative action plan which includes an internal audit and reporting system. According to the Department of Labor there are four actions which should be included in the internal audit and reporting system to be effective. Which of the following is not one of the Department of Labor recommended actions for the internal audit and reporting system?
- A. Review report resources with all levels of management.
- B. Post the findings of the internal audit and reporting system for all employees to review.
- C. Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced.
- D. Require internal reporting on a schedule basis as to thedegree to which equal employment opportunity and organizational objectives are attained.
Answer: B
NEW QUESTION # 24
Which of the following are the benefits of gainsharing programs? Each correct answer represents a complete solution. Choose three.
- A. Aligns employees to organization goals
- B. Helps organization to achieve improvement in key performance measures
- C. Employees are paid on the basis of group performance rather than individual performance
- D. Enhances employees focus and awareness
Answer: A,B,D
Explanation:
Explanation
NEW QUESTION # 25
What nonmathematical forecasting technique uses rounds of anonymous surveys among participants to determine consensus on the direction of employment trends, candidate selection, or other forecasting topics?
- A. Trend analysis
- B. Delphi Technique
- C. Management forecast
- D. Qualitative forecast
Answer: B
NEW QUESTION # 26
Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?
- A. Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.
- B. Risk is an uncertain event or conditionthat can have a positive or negative effect on the goals of an organization.
- C. Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negativerisk events.
- D. Risk is a negative event that an organization must consider when adding new employees to grow a company.
Answer: C
NEW QUESTION # 27
Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?
- A. Pilot group
- B. Brainstorming session
- C. Workshop
- D. Focus group
Answer: D
NEW QUESTION # 28
As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?
- A. To discriminate against employees for engaging in concerted or union activities or refraining from them.
- B. To dominate or interfere with the formation or administration of a labor organization.
- C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
- D. To refuse individuals to organize and meet for the potential labor union creation process.
Answer: D
NEW QUESTION # 29
Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually
$50,000. What is the Compa-ratio for Sam?
- A. $10,000
- B. -$10,000
- C. 80 percent
- D. 125 percent
Answer: C
NEW QUESTION # 30
You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?
- A. January 1 of each year
- B. The anniversary date of your organization reaching 100 employees
- C. September 30 of each year
- D. April 15 of each year
Answer: C
NEW QUESTION # 31
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 the employee is a member of a protected class
- B. Whether reasonable "proof" of the violation existed, or was obtained through investigation
- C. Whether the rule has been applied consistently
- D. Whether the employee was warned in advance
Answer: A
NEW QUESTION # 32
Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?
- A. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.
- B. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
- C. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
- D. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
Answer: B
NEW QUESTION # 33
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