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An organization would like to bid on a project, but they don't have enough employees available to complete the work. The organization approaches a competitor with the opportunity to partner on the project to win the work. What type of risk response is used in this instance? A. Sharing B. Mitigation C. Enhancing D. Transference

As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people? A. There is no age limit in the act B. 65 C. 70 D. 75

If a union wants to organize, it typically moves through five steps to the organizing process. Which one of the following is not one of the five stages of unionization of work force? A. The financing B. The campaign C. Obtaining recognition D. The election

Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation? A. A federation is a group of national unions. B. A federation is the same as a union. C. A federation is a union that has international members. D. A federation is the governing body of a union.

Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law? A. Title VII of the Civil Rights Act of 1964 B. ADA and Rehabilitation Act of 2008 C. ADEA of 1967 D. Fair Labor Standards Act of 1958

Which of the following is the process of systematically determining a relative internal value of a job in an organization? A. Job evaluation B. Broadbanding C. SWOT Analysis D. Gainsharing

Which of the following risk management tool or activity is not required by law? A. Employee handbooks B. Employer practice(s) prohibiting harassment C. The reporting of securities law violations D. EEO-1 reporting

Strategic recruitment activities include all of the following except which one? A. Labor market analysis B. The design of total rewards packages C. Employee referral programs D. Defining the employer brand

The 16 year old son of one of your friends is looking for a summer job and has been offered a job at a coal mine. Which of the following makes this illegal? A. Mine Safety and Health Act B. OSHA C. Fair Labor Standards Acts D. Hazard Communication

Amy is a sales person for your company and she earns her pay based on commission. Amy's pay is known as variable pay or what other term? A. Fixed pay B. Commission only C. Base pay D. At risk pay

An Affirmative Action Plan must be completed by employers that meet which criteria? A. Private employers with 25 or more employees B. Government contracts and subcontractors with contracts of $10,000 or more in a 12 month period C. Government contractors with contracts of $2,300 or more in a 12 month period D. Government contractors with contracts of $50,000 or more in a 12 month period

An HR audit enables an employer to do which of the following? A. Evaluate the effectiveness of current HR practices in alignment with strategic goals B. Identify exposure factors and the employer's potential risk due to compliance failures. C. Conduct a knowledge assessment of the current workforces D. All of the above

What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year? A. $10,000 difference B. 1:88 C. 113 percent D. 88 percent

Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what? A. Perpetuating past discrimination B. Religious persecution in the workforce C. Quality control D. Disparate treatment

Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques? A. The predictor of future performance is risk analysis of possible outcomes. B. The best predictor of future performance is statistical analysis of past performance results. C. The best predictor of future performance is structured reviews of current performance. D. The best predictor of future performance is past performance.

Tax withholding is to the _______stage of the employment life cycle as COBRA benefits are to the ____ stage of the employment lie cycle. A. Pre-, post- B. Pre-, mid- C. Beginning, middle D. Beginning, ending

The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment? A. Each organization B. The Department of Labor C. Insurance companies D. Each state

The union rep has requested copies of all the incident reports filed during the last year. You are required to do what? A. Furnish the copies by the end of the day B. Furnish copies within 15 calendar days but only of the "Tell Us About the Case" section C. Furnish the copies by the end of the next business day D. Furnish copies of the "Tell Us About the Case" section within 7 calendar days

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. Exploring the situation B. Implementing C. Developing recommendations D. Executing the project plan

Under OSHA regulations, employers do not have the right to do which of the following? A. Refuse to allow an OSHA inspector on the premises B. Request a variance to an OSHA standard while waiting for repairs C. Consult with OSHA to correct hazards without fear of citation and penalty D. File a Notice of Contest within 30 days of the citation.

The GHF Corporation is looking to hire four software developers. The average pay for software developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering $80,000 for the starting salary they'll attract better performers than their competitors. What is this scenario an example of? A. Lagging the market B. Leading the market C. Matching the market D. Beating the market

Which of the following clause protects the employee's job and compensation in the event of a reorganization, acquisition, or merger, for a specified period of time? A. Termination clause B. Change of control C. Advice of counsel D. Disability or death

Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orientate to the job market? A. Duty of diligence B. Exit interview C. Utility function D. Outplacement

Which of the following is not an example of the comparative style of performance review? A. Ranking B. Paired C. Forced D. Narrative

Which of the following is not required by IRCA? A. That an I-9 form be completed for all new hires within 3 days of hire B. That employers comply with IRCA in good faith C. That I-9 forms be maintained for all employees D. That copies of documents presented for employment eligibility be maintained

Which of the following statements about whistle-blower protection is false? A. Whistle-blower protection is provided under Sarbanes-Oxley. B. Attorneys must report concerns of securities law violations to the CEO or CLO and are protected under whistle-blower law. C. An employee must be engaged in a protected activity such as reporting a violation to qualify for protection. D. The employee does not have to have suffered an unfavorable employment action to qualify for protection.

True of false: Only certain business functions participate in the environmental scanning process

False

True or false: Reengineering looks at the certain departments within the organization to improve efficiency and increase customer satisfaction.

False. Reengineering looks at the entire organization.

A ________ learning curve begins slowly, with smaller learning increments, but increases in pace and with larger increments as learning outcomes. A. Positively accelerating B. Negatively accelerating C. S-shaped D. Plateau

The four "P's" summarize the marketing function. Which of the following is not one of those? A. Perception B. Price C. Placement D. Promotion

A. The four "p's" are: Product, price, placement, and promotion.

In the evaluation phase, the ________evaluation method focuses on how well the training resulted in learning new skills and competencies. A. Reaction B. Learning C. Behavior D. Results

The Economic Growth and Tax Reconciliation Act of 2001 allows for catch up contributions for employees age ____ and older. A. 40 B. 50 C. 60 D. 63

"When the workplace is permeated with discriminatory intimidation, ridicule and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment ,Title VII is violated." This is a statement made with regard to which of the following sexual harassment court cases? A. Oncale v. Sundowner Offshore Services B. Harris v Forklift Systems C. Faragher v City of Boca Raton D. Burlington Industries v Ellerth

A reduced FMLA leave schedule means which of the following? A. The employee is absent from work multiple times for the use of the same illness or injury. B. The employee works fewer hours reach day or week C. The employee's leave schedule is disruptive to the work schedule D. Accurate records of time off are maintained

An OSHA violation with substantial probability of death or serious physical harm as the result of a workplace hazard is which of the following? A Willful B. Serious C. Repeat D. De-minimus

As an HR Professional you must be familiar with the strategic business management of your organization. Henry Fayol identified five functions of business management which still apply to businesses today. Which one of the following answers correctly identifies the five functions of a manager? A. Prevoyance, to command, to execute, to close, and to control B. Prevoyance, to organize, to command, to coordinate, and to control C. To plan, to organize, to control, to propose, and to close D. Initiating, planning, executing, controlling, and closing

What act prohibits discrimination on the basis of physical and mental disabilities? A. ADEA of 1967 B. Rehabilitation Act of 1973 C. VEVRAA of 1974 D. IRCA of 1986

The middle value when values are arranged in order from high to low is which of the following? a mean b median c mode d moving average

B. The median is the middle value when values are arranged from high to low. Half the numbers are higher than the median; half are lower. The mean (A) is calculated by adding up the values and dividing by the number of values. The mode (C) is the value that occurs most frequently in a set of numbers. The moving average (D) keeps data current by dropping the oldest data when new data is added.

All of the following statements about employment at will are true except which one? A. The employer may terminate the employee at any time for any reason B. The employee may resign at any time, with or without notice C. The employer may terminate the employee for cooperating with an SEC investigation D. The employer may withdraw an offer of employment after the employee has accepted the position and resigned another job

As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What term is assigned to a group of employees who are not directly affected by a group of striking employees, but they choose not to cross a picket line of strike? A. Common situs picketing B. Scabs C. Sympathy strike D. Wildcat strikes

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. Interest arbitration D. Ad hoc arbitration

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. Pregnancy related benefits cannot be limited to married employees. B. Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees. C. 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. D. 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.

A Total Rewards philosophy can help achieve an organization's strategic goals by doing which of the following? A. Attracting and retaining employees with the necessary KSAs. B. Establishing a pecking order for jobs in the organization C. Positioning the company to lead the competition for employees D. Maintaining an entitlement culture

Holly is the HR Professional for her organization and she's examining the type of exemptions for computer employees. What is the minimum rate that the computer employee must earn to be considered exempt? A. $27.63 per hour B. $17.03 per hour C. $45.33 per hour D. $31.23 per hour

Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity? A. Content validity B. Professional validity C. Construct validity D. Predictive validity

An employee-assistance plan will not assist employees with what? A. Outplacement counseling B. Substance abuse C. Gambling problems D. Legal assistance

Electronic or e-learning are forms of: A. Synchronous training B. Asynchronous training C. Both

OSHA is to the OSHA act as the NLRB is to ? A. The Labor Management Relations Act B. The Labor Management Reporting and Disclosure Act C. The National Labor Relations Act D. The Norris LaGuardia Act

Which one of the following is the best example of a disparate treatment of discrimination? A. All project team members are asked to take turns keeping meeting minutes in a rotation. B. The meeting minutes will be kept by both men and women in a rotation. C. The meeting minutes will be kept by female members of the project team because they have neater handwriting. D. All junior project team members are required to take turns keeping meeting minutes in a rotation.

You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable? A. There is no limited amount as the jury can determine damages B. $50,000 C. $300,000 D. $500,000

Which of the following options is one characteristic of an organization during the growth phase? A. Executive benefit packages are upgraded B. New hires may have less experience C. The compensation package is competitive. D. Employees work closely with founders.

C. An organization becomes more successful in the growth phase and can afford to provide competitive compensation packages to employees.

You are the HR Professional for your organization. You're leading a presentation on equal employment opportunity terminology for your staff. Beth, a staff member, wants to know what a charge is -in regard to equal employment opportunity. What is a charge? A. A charge is the documentation of an alleged unlawful discrimination. B. A charge is an individual that has lodged a formal complaint to an agency that alleges unlawful discrimination. C. A charge is the evidence that unlawful discrimination has occurred. D. A charge is a formal complaint submitted to an agency that alleges unlawful discrimination.

A decision about outsourcing specialized labor would most likely be made at which stage of the organizational life cycle? A. Startup B. Growth C. Maturity D. Decline

A trend analysis measure a _________ variable over time. A. Single B. Multiple

A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike? A. It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers. B. It is a strike through which the union seeks to pressurize an employer to agree to the terms ofa new contract although there is already an approved contract in place. C. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired. D. It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.

An emphasis on bilingual safety communication represents which of the following OSH objectives? A. An outreach objective of OSHA's Diverse Workforce Strategy B. An emphasis on safety training required under OSHA's general industry standard C. Compliance with a model program D. Requirement for enrollment in the voluntary protection program

An employee with a bachelor's degree, an employee who speaks English as a second language, and an individual over the age of 40 are all examples of what? A. A diverse work group B. Protected class groups C. Non discriminatory hiring practices D. Effective knowledge management programs

An entitlement culture is appropriate for a business that needs what type of workforce? A. One that continues to show productivity increases over time B. One that has a line of sight to retirement C. One that is highly competitive in completing daily assignments D. One that has a skill set that's in high demand

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described? A. Griggs versus Duke Power, 1971 B. Albemarle Paper versus Moody, 1975 C. Washington versus Davis, 1976 D. McDonnell Douglas Corp. versus Green, 1973

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the Regents of the University of California versus Bakke lawsuit primarily accomplish? A. Universities could not use race as the reason to exclude an applicant to a college admissions program, but the university could use race as one of the reasons to include a person as an applicant to a college admissions program. B. Universities could not hire a person based solely on their race. C. Universities could not use race as a reason to not hire a person, but could use race as a reason to hire a person. D. Universities could not use race as a reason to include or to exclude a person from a college admissions program.

As a HR Professional you must understand the laws and regulations, which affect employee compensation. If a non-exempt employee works more than 40 hours per week, what is their overtime pay rate? A. 150 percent of their base pay B. It depends on the state where the employee is employed C. Non-exempt employees do not receive D. 50 percent of their base pay

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions? A. Walsh-Healey Public Contracts Act B. Portal-to-Portal Act C. Davis-Bacon Act D. Fair Labor Standards Act

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related? A. Washington versus Davis, 1976 B. Griggs versus Duke Power, 1971 C. McDonnell Douglas Corp. versus Green, 1973 D. Albemarle Paper versus Moody, 1975

As an HR Professional you must be familiar with several laws and pieces of legislation that affects your practices. What act makes it illegal to discriminate against older workers with respect to benefits or to target older workers for layoffs? A. OWBPA B. OASDI C. HIPAA D. MHPA

As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union? A. Yellow dog contract B. Scab C. Shill contract D. Non-union agreement

As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional.Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act? A. The Clayton Act B. The Railway Labor Act C. The National Labor Relations Act D. The National Industrial Recovery Act

As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. An organization utilizes union labor and non-union labor in their operations. The union goes on a strike; so the organization shifts work to the non-union labor to offset the effects of the strike. If the union labor decides to picket the operations of the non-union labor, what term is assigned to this process? A. Double Breasting Picketing B. Common situs picketing C. Wildcat strikes D. Sympathy strike

As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights? A. OSHA 3165 poster B. OSHA 5613 poster C. OSHA 5131 poster D. OSHA 3615 poster

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 the employee was warned in advance C. Whether the rule has been applied consistently D. Whether reasonable "proof" of the violation existed, or was obtained through investigation

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 uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events. B. Risk is an adverse event that can halt, hinder, or hurt the objectives of a business. C. Risk is a negative event that an organization must consider when adding new employees to grow a company. D. Risk is an uncertain event or condition that can have a positive or negative effect on the goals of an organization.

COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced? A. 20 B. 100 C. 50 D. 10

Deal and Kennedy defined the four dimensions of organizational culture that you should be familiar with, as an HR Professional. What dimension of organizational culture is best defined by the hidden hierarchy of power? A. Culture network B. Joy C. Values D. Heroes

During a unionizing campaign, management may do which of the following in response to union allegations? A. Point out the consequences of unionization based on past facts B. Encourage employees to talk about the reason that they don't want the union C. Tell employees that the company will have to move the jobs to another country if the union is elected D. Ask employees what the union is saying about the company

Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position. One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what? A. Disparate treatment B. Disparate impact C. Accommodation D. Perpetuating past discrimination

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement? A. It's an agreement that an employer will stop doing business with a non-union business. B. It's a threat that the union will slow down processing orders for non-union shops. C. It's an agreement to rush orders for union-based businesses. D. It forces suppliers to join the union.

Henry is the HR Professional for his organization and he's discussing the status of Amy's employment. Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week. Based on these scenarios, do you believe Amy is exempt or non-exempt? A. Amy is exempt because she is paid on a salary basis. B. Amy is not exempt because she is working more than ten percent of her total agreed hours per week. C. Amy is exempt because she earns more than $1,000 per week. D. Amy is not exempt because she is offered bonuses as part of her pay.

Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean? A. It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit. B. It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization. C. It means that Herb's firm can research Hans to determine if he's had any lawsuits. D. It means that Hans cannot work for competitors without the written permission of the employer.

Holly is a senior worker in her organization and she is a member of the union. Her position will be eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly asks the union to move her to a less senior position and release a junior employee. If the union agrees to this, what will this term be known as? A. Bumping B. Displacement C. Releasing D. Re-organization

If a union wants to organize, it typically moves through five steps to the organizing process. Which step of union organization would require the union to collect at least 30 percent of signed authorization cards from employees? A. Confirm interest B. The campaign C. Make a connection D. Obtain recognition

If an employee wants to participate in a union, they'll often have union dues to pay. The employer is obligated to deduct the payment from the employee's paycheck and give it to the union only if which condition is met? A. The person requesting for the union dues deduction must make the request in writing. B. The union representative must contact the employer and verify the request on behalf of the employee. C. The person requesting for the union dues deduction must be employed for more than 90 days. D. The person requesting for the union dues deduction must be employed for more than 120 days.

If employees no longer want the union to represent them, they may petition the NLRB for which of the following? A. Decertification B. Deauthorization C. Contract bar D. Statutory bar

Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. Inher questions, Jane is careful not to ask all of the following questions, except for which one? A. Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position? B. Where are you from? C. How many children do you have? D. What's your date of birth?

John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns? A. Base pay B. Market-demand pay C. Hygiene factor pay D. Variable pay

Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario? A. This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964 B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964 C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964 D. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

Molly is the Director of HR at a large multinational corporation. She extended the open enrollment period for benefits in order to accommodate her spouse, who needed a different plan? A. Breach of fiduciary responsibility B. Exercising a choice of law clause C. Breaking the law D. Unethical conduct

People Logistics recently began scheduling offsite meetings for its management team to review the operational realities of implementing elements of the strategic plan. This is an example of which of the following development activities? A. Peer-to-peer coaching B. Assigning a mentor C. Hiring an executive coach D. Strategic planning

Professionals, craft workers, and laborers/helpers have what in common? A. They are all job categories on the EEO-1 report B. They are all classification for defining exempt workers C. They are all examples of types of labor unions D. They are all examples of protected class individuals

Restructuring is used to do which of the following? A. Remove redundant operations B. Assimilate employees into the organization C. Simplify processes to increase customer satisfaction D. Purchase stock to gain controlling interest in a competitor

Stress is often a significant issue in workplaces. Author Ravi Tangri asserts that stress costs organizations up to $300 billion per year. Which one of the following stresses is the largest contributor to organizational cost of waste? A. Workplace accidents B. Turnover C. Absenteeism D. Drug plan costs

Task identity, task significance, and feedback are all examples of what? A. Job enrichment B. Job enlargement C. Key productivity indicators D. Performance appraisal criteria

The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This act clearly defines four areas that affect all employees. Which one of the following is not one of the four areas of employment covered by this act? A. Commissions, royalties, and tips B. Overtime C. Record keeping D. Minimum wage

The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott? A. It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott. B. It is an effort to create more than one boycott on an organization, on two or more revenue streams. C. It is two or more boycotts by two or more union-backed organizations against one company. D. It is additional boycotts against companies that do business with a company which the union is boycotting.

The company receptionist has always been cheerful and warm when greeting customers and has taken the initiative to do what needed to be done without waiting to be told. She has always kept the front desk tidy and presentable for visitors. Over the last few weeks, the receptionist has become moody and called in sick several times complaining of headaches, and the reception area looks disorganized all the time. The receptionist is showing classes signs of which of the following? A. Stress B. Job dissatisfaction C. Substance abuse D. SARS

The court case that identified adverse impact as an unlawful employment practice was which of the following? A. Griggs v. Duke Power Co. B. Albermarle Paper v. Moody C. Washington v Davis D. Taxman v. School Board of Piscataway

To determine the numbers and types of jobs necessary to realize business goals, HR must assess the KSA's available within the organization during a staffing needs analysis. What other factor is necessary to complete the assessment? A. The KSAs needed to achieve future goals B. The tasks, duties, and responsibilities for the work C. The KSAs available in the local labor market D. The organization's core competencies

Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants? A. 40 and above B. 50 and above C. 30 and above D. All people regardless of their age

What is the best way to ensure that employees comply with the Drug Free Workplace Act? A. Develop and publish a written policy B. Notify employees about contract conditions C. Establish penalties for drug users D. Establish an awareness program

What is the purpose of an HR budget? A. To determine how much cash is required to achieve a goal B. To hold departments accountable for outcomes C. To ensure that the outcomes match the strategic plan D. To evaluate the effectiveness of HR strategy

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. Delphi Technique B. Qualitative forecast C. Management forecast D. Trend analysis

Which of the following communication strategies would be best used to measure employee job satisfaction? A. Exit interview B. Brown bag lunches C. Employee committee D. Suggestion boxes

Which of the following is a process that occurs due to mergers, outsourcing or changing business needs? A. Involuntary exit B. Plant closing C. Voluntarily exit D. Outplacement

Which of the following is an example of an involuntary benefit? A. Medicare B. Vision insurance C. Qualified pension plan D. Sick pay

Which of the following is not a sign of union organizing activity by employees? A. An employee complaining of harassment by a co-worker B. An increase in employee groupings in the parking lot C. The use of union terms at an all-employee meeting D. An increase in requests for copies of the employee handbook

Which of the following should be included in a supervisory training program? A. Conflict resolution skills B. Budgeting C. Rotation through various divisions D. Internal controls

Which of the following standards is the most frequently cited type of OSHA violations? A. Construction B. Maritime C. Whistle blower D. Agriculture

Which of the following types of training evolution measures whether the training had a positive impact on the bottom line? A. Result B. Reaction C. Learning D. Behavior Correct Answer:

You are a 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. One of the requirements for the open position is that the candidates are fluent in both English and Spanish. This is based on the high performers among current employees that have this trait. This is an example of what type of validity? A. Criterion-related validity B. Predictive validity C. Construct-related validity D. Content validity

You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments? A. EEO-4 Report B. EEO-1 Report C. EEO-5 report D. EEO-3 Report

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. Nominal group technique B. Ratio analysis C. Brainstorming D. Delphi Technique

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. Construct-related validity B. Criterion-related validity C. Content validity D. Predictive validity

You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee? A. Driver's license B. Expired US passport C. Certificate of naturalization D. Unexpired reentry permit

You are leading a brief presentation for your company about the ERISA program your company participates in. What is ERISA used for? A. It protects the interests of those who participate in employee benefit plans B. It protects the workers of employee compensation plans C. It protects private organizations that have profit sharing plans for employee compensation D. It allows private organizations to create investments for workers in profit-sharing plans

You are the HR Professional for your organization and you have been asked to hire a project manager. The average market salary for the project management position, you have available is $87,500. Which one of the following salaries would be indicative of lagging the market? A. $79,000 B. $101,000 C. $87,500 D. $88,000

You have just hired a job candidate for a position in your company. You are now required by the Immigration and Control Act of 1986, to complete an employment eligibility form to verify the new employee's eligibility to work in the United States. Within how many days must you complete this form? A. 3 days B. 30 days C. 7 days D. 10 days

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 Proposal B. Request for Quote C. Invitation for Bid D. Request for Information

Your organization has decided to close one of the manufacturing plants, where it employs 250 employees. The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing? A. Offer a written notice of the plant closing at least 60 days prior to the closing date. B. Offer the employees an opportunity to resign from their position with two week severance pay. C. Offer the employees a transfer to other plants that will remain open. D. Offer the employees a final performance assessment.

Your organization is likely to be purchased by a competitor. The Management has asked you, in confidence, to complete environmental scanning to determine the effects of the purchase on your organization's culture, customers, and employees. What is environmental scanning? A. Environmental scanning is a review of the opportunities and threats that a condition may have on an organization. B. Environmental scanning is the process of assessing the effects of an organization change on both macro and micro elements in an organization. C. Environmental scanning is a review of the cultural achievability of a new project, organizationalchange, or market influence on at least three factors in an organization. D. Environmental scanning is an internal review of an external catalyst.

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. Focus group B. Workshop C. Pilot group D. Brainstorming session

Your organization is using the whole job ranking technique as part of its non-quantitative job evaluation. Which one of the following best describes the whole job ranking technique? A. Jobs are ranked from lowest to highest according to the importance that each job holds. B. Jobs are reviewed based on the entire performance of the organization in each category. C. Jobs are categorized into broad categories or levels. D. New jobs are categorized into an existing hierarchy of jobs within the organization.

Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA? A. FDIC B. Department of Labor C. IRS D. Pension Benefit Guaranty Corporation

Which of the following are established by Fair Labor Standards Act (FLSA) of 1938? Each correct answer represents a complete solution. Choose three. A. Criteria for exempt and nonexempt employees B. Minimum wage requirement C. Laws for protecting American children against labor exploitation D. Health insurance requirement

A, B, C

Which of the following are non-monetary rewards that a company can provide to its employees? A. Recognition B. Opportunity to learn C. Flexible hours D. Cash compensation

A, B, C

Which of the following are the key components of gainsharing? Each correct answer represents a complete solution. Choose three. A. The organization and the employees share the financial gains. B. If goals for improvements are met, employees and managers share the success. C. Managers and employees provide their part of salary for charity. D. Employees and management work together for reviewing organizational performance.

A, B, D

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. Employees are paid on the basis of group performance rather than individual performance C. Enhances employees focus and awareness D. Helps organization to achieve improvement in key performance measures

A, C, D

A department manager advises you that the productivity of his data-entry operators is unsatisfactory and asks you to develop a training program to improve their-data-entry skills. What is your first step? A. Conduct a needs assessment B. Develop a lesson plan C. Talk to other managers to validate the situation D. Select a training method

A. A needs assessment is conducted to determine what is required to solve a problem, including whether training is the appropriate intervention. If, for example, network crashes are the cause of the low productivity, training will not solve the problem. Lesson plans (B) are created during the design stage of training discussed in Chapter 5. Talking to other managers to validate the situation (C) may be included in the needs assessment along with other factors. The training method is selected (D) during the development phase

Which if the following is another term for a profit and loss statement? A. Income statement B. Statement of cash flow C. Balance sheet D. Fiscal year summary

A. An income statement, also referred to as a profit and loss statement, provides financial information about revenue and expenses in a set reporting period. The statement of cash flow (B) communicates the ways in which monies came in and out of the organization, and the balance sheet (C) is a thumbnail sketch of assets, liabilities, and equity at a certain time.

Which of the following is one of a SMART goal? A. Action oriented B. Strength C. Technology D. Threat

A. SMART goals are specific, measureable, action oriented, realistic, and time-based.

The best way for HR to contribute to the development of an organization's strategic plan using internal business operational factors is to do which of the following? A Interpret and apply internal operational information such as the relationships between departments B Scan the legal and regulatory environment C Analyze industry changes D Stay informed of technological development

A. The ability to interpret and apply information related to internal sources allows HR to respond to specific elements of an organization's strategic plan. For example, understanding how an HRIS system can integrate with an accounting database is one example of cross-functional strategic decisions. Scanning the legal and regulatory environment (B), analyzing industry changes (C), and staying abreast of technological advances (D) are all examples of external forces that impact a strategic plan

Which of the following is a basic principle behind job analysis? A. The analysis focuses on the job, not the person B. The analysis focuses on the person doing the job, not the job C. The analysis is limited to ask inventory and questionnaires. D. The required qualification should include everything a manager would want the employee to have

A. The correct focus of a job analysis is the job itself, not the incumbent in the job. Performance management focuses on the person in the job (B). An analysis may use a number of sources in addition to task inventories and questionnaires (C), including interviews, observation, and supervisory input. The required qualifications should be related to the essential functions of the job to avoid complaints of discrimination (D).

A training session involved asking a group of participants to answer questions related to how Aflac Insurance used a duck to successfully launch its brand. This was an example of which of the following types of training? A. Vestibule B. Case study C. Facilitation D. Socratic seminar

A union security clause that requires all employees to join the union after they are hired is called what? A. An agency shop clause B. A union shop clause C. A closed shop clause D. A maintenance of membership clause

All organizations need prevoyance, or planning, as a part of a manager's duty. As an HR Professional what is the primary purpose of planning? A. Directs the project team and staff to accomplish the project scope B. Establishes groundwork for the managers to achieve the goals of the organization C. Communicates the direction of the organization D. Establishes groundwork for the managers to achieve their goals

An employee has resigned. During the exit interview, the employee tells HR that the reason for the resignation is that for the last 3 months the supervisor has been hostile, refused to provide instruction on work assignments, given the employee all the most unpleasant tasks in the departments, and verbally reprimanded the employee in front of co-workers and customers. The employee may have a cause of legal action based on which of the following? A. The employer's duty of good faith and fair dealing B. Constructive discharge C. Promissory estoppel D. Fraudulent misrepresentation

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. Non-school hours only B. 4 hours per school day C. 8 hours in a non-school day D. 18 hours per school week

As an HR Professional you must address risk in the work place. There are two general categories of risk: pure risk and business risk. Which one of the following is an example of pure risk? A. Loss of investment B. Loss of life or limb C. Safety training for workers in construction D. Fines and penalties for breaking regulations

As an HR Professional you must be familiar with the project management processes and the stakeholders of projects. All projects can map to the project management lifecycle. Which one of the following best describes the project management lifecycle? A. It is the aggregation of the nine knowledge areas of project management: integration management, scope, schedule, costs, quality, human resources, communication, risk, and procurement. B. It is the life of the management of the project -from initiation, planning, execution, controlling, through closing. C. It is the life of a project to interact with all areas including scope, schedule, costs, quality, human resources, communication, risk, and procurement. D. It is a unique life of each project -from its initiation through its closing.

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record? A. One year from the date of the incident B. Five years following the year of the incident C. Three years following the year of the incident D. 90 days following the year of the incident

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. Which OSHA form is used to cover the what, how, when, where, and who or work-related injuries? A. Form 301 B. Form 300 C. Form 300A D. Form 3165

As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices? A. To dominate or interfere with the formation or administration of a labor organization. B. To refuse individuals to organize and meet for the potential labor union creation process. C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them. D. To discriminate against employees for engaging in concerted or union activities or refraining from them.

Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is? A. A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid. B. A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid. C. A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities. D. A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.

During a representation election votes can be challenged by whom? A. By management or the union at any time B. By management or the union before the votes are cast C. By management only D. By union only

Electronic storage or records must include specific controls to ensure which of the following? A. Online retrievability on demand B No unauthorized access C Ease of use D. Collaboration with an HRIS system

Holly and Gary are HR Professionals in their organization and they're working to develop the strategic plan for their organization. Holly and Gary are using SWOT analysis to help understand the needs of human, financial, technological, capital, and other aspects of their organization. What is SWOT? A. SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable of a project endeavor. B. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face. C. SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of an organization. D. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.

If an employer ignores stress in employees what symptom are employees likely to develop? A. De-motivation B. Burnout C. Tumors D. Turnover

In which of the following situations was the HR manager incorrect in their handling of FMLA medical certification? A. The employer disagreed with the certification by the employer's doctor, so it paid have the employee seen by a second provider. B. The employee was given 5 calendar days to provide medical certification C. The employer had its own medical certification that it used, but it contained information identical to the DOL's WH-380 form. D. None of the above options were incorrect

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. 80 percent C. 125 percent D. $10,000

Job fulfillment from working with a talented peer group is an example of which of the following types of compensation A. Monetary B. Intrinsic C. Extrinsic D. Total rewards

John is the HR Professional for his organization. He is interviewing Sally for a sales position and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how Sally resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique? A. Prescreen interview B. Behavior-based interview C. Directive interview D. Stress interview

Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty? A. Reasonably accommodating her into a more permanent position B. Paying to have her evaluated by an independent medical examiner C. Continuing the modified duty assignment until she is released to full duty D. Terminating her employment as she is no longer qualified to do the work for which she was hired

OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one? A. Emergency action plan standard B. Equity pay standard C. Exit routes standard D. Fire safety standard

Pat is interviewing Sammy for a job in his organization. During the interview, Pat asks Sammy for a dinner date. Sammy refuses his offer, but thanks him. Pat tells Sammy that a dinner date would be beneficial to the job selection. Sammy still refuses the dinner date. Based on this conversation, Pat decides not to hire Sammy for the position. This is an example of what type of sexual harassment? A. Covert B. Quid Pro Quo C. Contingent D. Hostile Work Environment

Poor ergonomic design would result in which of the following types of injury? A. Stress B. Musculoskeletal disorder (MSD) C. A nonrecordable injury D. A recordable injury

Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury? A. Any loss of life or limb resulting from an event in the work environment. B. Any wound or damage to the body resulting from an event in the work environment. C. Any physical damage to one's body resulting from an event in the work environment. D. Any pain, suffering, or damage to a person as a result of working in an employee position.

Salaries, payroll taxes, and benefits are all examples of which of the following HR activities? A. Conducting a business impact measure B. Creating an HR budget C. Creating a compensation strategy D. Analyzing the cost of recruiting

Sally is an HR Professional for an organization and she's working with Holly another HR Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned with the efficiency of the new policy. What is the difference between effectiveness and efficiency? A. These are the same values in human resources. B. Efficiency is doing things right. Effectiveness is doing the right things. C. Efficiency is being effective when doing things. Effectiveness is doing the right things efficiently. D. Efficiency is knowing what to do. Effectiveness is doing what you know you should.

Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role? A. She'll only be involved in the organization's strategic planning efforts. B. She won't be involved in the organization's strategic planning or change efforts. C. Her organizational impact will be limited to identifying problems, creating policy initiatives, and launching HR programs. D. Her organizational impact will be limited to promoting employee performance.

The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario? A. Perpetuating past unintentional practices B. Perpetuating past discrimination practices C. Succumbing to an adverse impact D. Not finding qualified racially diverse candidates

The OWBPA requires that an employee age 40 or older who is asked to waive their rights under the act must be given what? A. 7 days to consider the agreement before signing it B. 21 days to consider the agreement before signing it C. 45 days to consider the agreement before signing it D. 60 days to consider the agreement before signing it

The best quality tool to use for gathering information about a specific problem is which of the following? A. A Pareto chart B. An Ishikawa diagram C. A stratification chart D. A histogram

There are four components of the HR Impact Model, which affect how a HR Professional may operate within a given environment. Which one of the following is NOT a component of the HR Impact Model? A. Consultation B. Client C. Catalyst D. Programs and processes

There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in? A. Reviewing, transitioning, and evaluating the project B. Gaining agreement to the project plan C. Presenting the findings and recommendations D. Exploring the situation

To which of the following does the balanced scorecard not apply? A. Tie objectives to specific performance measures B. Eliminate unnecessary processes to increase customer satisfaction C. Measure how objectives contribute to organization goals D. Set targets for meeting objectives

What are corporate programs that focus on behaviors that minimize the depletion of time, money, and labor called? A. Viability programs B. Sustainability efforts C. Corporate governance D. Strategic planning

What element of an inventory-management system is defined by "purchasing smaller amounts of supplies more frequently"? A. Inventory allocation B. Just-in-time inventory C. Distributive inventory D. Blanket orders

What of the following statements defines total rewards? A. It is the total amount of pay a person earns per year. B. It is the compensation and the benefits a person earns. C. It is the amount of pay a person earns per hour. D. It is the compensation a person earns for their time.

Which of the following factors can adversely affect transfer of training? A. The trainer's expertise B. A lack of job reinforcement C. The subject of training D. All of the above

Which of the following injuries would be considered work-related for purposes of reporting? A. An employee fell in the parking lot while playing a voluntary game of basketball on his lunch break B. An employee sprained his ankle while loading a truck on the dock C. An employee choked on a sandwich while eating her lunch D. An employee caught a cold from a co-worker

Which of the following interview questions is unlawful? A. If you were an animal, what kind of animal would you be? B. Are you a US citizen? C. Tell me about a time you disagreed with your boss about a course of action D. Any job offer made will be contingent on a medical exam. Are you willing to undergo one if we offer you the job?

Which of the following is a requirement of the Uniform Guidelines on employee selection procedures? A. Any selection tool that results in discrimination based on a protected class characteristic is unlawful. B. All selection tools must be job related and valid predictors of future success C. Application forms must be the same for all employment classifications within the organization D. Internet recruiting efforts are excluded from applicant-tracking requirements.

Which of the following is an appropriate use for an HR audit? A. To determine which employees no longer have the skills needed by the organization B. To determine whether the employee handbook is in compliance with current government regulations C. To determine the employee productivity and turnover rates D. To determine the timeline for changes that are necessary in the HR department

Which of the following is an example of an intrinsic reward? A. Recognition of accomplishments B. The satisfaction of a job well done C. A great supervisor D. An exciting assignment

Which of the following is not a form of alternative dispute resolution? A. Mediation B. Discipline C. Arbitration D. Peer review panel

Which of the following is not an example of an environmental health hazard? A. Electrical currents B. Workplace violence C. Biological hazards D. Gas fumes

Which of the following statements is most true about rater bias? A. Rater bias exists in all exchanges of performance feedback B. Performance feedback bias is similar to interview bias C. Rater bias nullifies the positive outcomes of providing meaningful performance feedback D. Rater bias is illegal

Which of the following types of evaluations are designed to identify what the participants want, know, and need? A. Reaction summaries B. Formative evaluations C. Summative evaluations D. Trainer evaluations

Within the first 90 days of his employment, a security guard physically assaulted an alleged shoplifter. Upon investigation, it was found that he had previously been convicted of a violent crime, but the employer failed to conduct a background check. This is an example of which of the following? A. A violation of the Privacy Act of 1974 B. Negligent hiring C. Failure to report D. A criminal act

You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor? A. Financial control B. Locale of work performed C. Behavioral control D. Type of relationship

You are the HR Professional within your organization, and you're working with the management to address the organizational culture. You explain to the management the four dimensions of organizational culture - as addressed by Deal and Kennedy. Which one of the following is not one of the four dimensions of organizational culture? A. Heroes B. Joy C. Values D. Rites and Rituals

Your organization has a no-solicitation rule in effect for all employees. How does this rule affect the internal organization of unions? A. Unions can only solicit for members with the managements approval, when there's a no-solicitation rule in effect. B. Unions cannot solicit for membership when there's a no-solicitation rule in an organization. C. Unions can solicit for membership with the permission of more than 30 percent of the organization. D. Unions are exempted from no-solicitation rules.

Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the following is your organization required to do for the plan participants? A. Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at a cost of no more than $7 per participant, per year. B. Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost. C. Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no more than $7 per participant, per month. D. Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

Which of the following are narrative methods of appraisal that require managers to describe the employee's performance? Each correct answer represents a complete solution. Choose three. A. Daily review B. Field review C. Essay review D. Critical incident review

B, C, D

Which of the following are types of training evaluation? Each correct answer represents a complete solution. Choose all that apply. A. Testing B. Behavior C. Learning D. Reaction E. Results

B, C, D, E

Improvements in technology have had their greatest effect on which of the following? A. Employee morale B. Productivity C, Cost of living D. Management's span of control

What is a pocket Veto? A. The president vetoes a bill from Congress. Congress holds a cote, but the bill does not pass. B. Congress submits a bill tot he president and then adjourns. The president does not sign the bill within 10 days. C. The president vetoes a bill from Congress. Congress holds a vote but does not have a quorum. D. Congress submits a bill to the president, but the president does not sign the bill within 10 days.

Which report provides financial information about revenue and expenses in a set reporting period? A. Statement of cash flow B. Income statement C. Balance sheet D. Fiscal year summary

Based on the analysis of the industry and labor market trends, a VP of Human Resources has determined the that the best course of action for her company is to change from a narrow to a broadband salary structure. The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change? A. Calculate the ROI B. Build a business case C. Calculate the cost-benefit analysis D. Conduct a SWOT analysis

B. A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (A) and CBA (C) may be included as part of the business case, and a SWOT analysis (D) may have identified the need for a program or action

What is the purpose of a diversity initiative? A. To education all employees about other groups in the workforce? B. To increase the diversity of the workforce? C. To increase organizational creativity? D. To increase the comfort level of employees?

B. A diversity initiative is designed to increase diversity in an organization. Diversity training educates employees about the cultural and social differences in other cultures and is designed to increase the comfort level of employees (A and D). A benefit of diversity is increased organizational creativity (C).

Which of the following organizational structures would be most effective for a company with three distinct commodities for sale? A. Functional structure B. Product based structure C. Divisional structure D. Flat-line structure

B. A product-based structure is useful for an organization with multiple well-defined product lines. The structure and subsequent job responsibilities are divided by product line, rather than shared company-wide. The functional structure (A) is the more traditional format where the organization is divided by departments such as production and sales. A divisional structure (C) groups the company based on market or industry, useful for decentralized divisions. A fl at line structure (D) is a different term for a seamless organization, one in which hierarchies do not exist.

After conducting a risk assessment, what can you do to protect the company against any identified risks? A. Identify policies that are applied inconsistently throughout the organization. B. Obtain employment practices liability insurance C. Develop a plan to reduce the risks D. Present management with a plan for reducing the risks.

B. As part of the risk assessment, inconsistent policies have been identified (A), a plan for reducing risk has been developed (C), and management has reviewed the plan for reducing risks (D). After the assessment is complete, the company may decide to purchase insurance, self-insure, or mitigate the risk by making operational changes.

Rachel has worked in accounting for six years. She has always been a steady performer, but recently she has made several costly errors in her work. The accounting manager, Rachel's boss, has talked to her several times, but no improvement has taken place. What is the most appropriate action the manager should take? A. First written warning B. Verbal warning C. Decision-making day D. Coaching

B. Assuming that the nature of the previous conversations with Rachel has been informal, the first step is a verbal warning, where Rachel is advised that this is the first step in the disciplinary process and failure to improve will lead to further disciplinary action, up to and including termination. The first written warning (A) takes place after a verbal warning. A decision-making day (C) is usually the final step prior to termination. Coaching (D) is an informal means of talking to employees about performance problems and generally occurs prior to a verbal warning

Which of the following methods of quantitative analysis would be most effective for an organization with data that is out of date? A. Trend analysis B. Weighted average C. Simple linear regression D. Mode

B. Measures of central tendency such as mean average, moving average, and weighted average are useful when an organization must include outdated information in its analysis. Typically, more weight is assigned to the more current data; or, as new data is added, older criteria are dropped. This allows for a more accurate reflection of the current condition. A trend analysis (A) compares the movement of a single variable over time, for example, the hiring rate from a single recruiting source. Simple linear regression (C) measures the relationship between two variables, such as how many units employees can produce. All techniques can be used for planning and forecasting purposes.

Calculate the training cost per employee using the following data: $2,000 for the training design and facilitator, $2,500 for the facility; 20 full time employees (40 hours per week) and 10 part-time employees (20 hours per week). A. $150 B. $180 C. $200 D. $300

B. Training cost per employee is calculated by diving the total of all associated training by the number of full-time equivalent employees. $4,500 divided by 25 FT employees.

Wine Cellar Barrels recently became aware of several negative reviews online related to the company's customer service. Management has tasked HR with designing a strategic training initiative to address the interpersonal skills of the call center staff. HR's first step should be which of the following? A. Design the training B. Conduct a needs assessment C. Identify training participants D. Schedule the training

B. Use the ADDIE model

A supervisor has called an employee in for an interview about an inventory shortage. When the supervisor begins asking questions, the employee invokes his Weingarten rights. The supervisor has the option to do which of the following? A. Stop the discussion while the employee calls an attorney B. Stop the discussion until the shop stewards is available upon return from vacation in 4 days C. Discontinue the interview, and make the determination, based on other evidence and documentation. D. Continue the interview, while waiting for a co-worker to return from lunch

An effective safety and health management plan does not include which of the following? A. Senior management support B. Ongoing worksite analysis C. Regular OSHA inspections D. Active hazard-prevention program

An organization is considering services it can successfully provide to its customers. One of the services, however, is deemed to be difficult to offer with a high degree of certainty of success. The organization has decided not to offer the service because of the risk in offering the service, and failing. What risk response is used in this scenario? A. Transference B. Sharing C. Avoidance D. Mitigation

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees? A. Portal-to-Portal Act B. Walsh-Healey Public Contracts Act C. Davis-Bacon Act D. Fair Labor Standards Act

As a result of the Sturgis case, which of the following is true? A. Temporary employees may form a union but bargain only with the temporary agency B. The temporary agency must agree to bargain with a client company's union C. Temporary employees who work side by side with regular employees may be part of the bargaining unit D. Temporary employees may not be unionized

As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees? A. An organization can fire employees if they're members of a union. B. Union conducts the hiring process for an organization. C. Employees are not required to join a union to work. D. Employees must join the union in order to work.

As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers? A. Mine Safety and Health Act B. USA Patriot Act C. Occupational Safety and Health Act D. Homeland Security Act

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard? A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities. B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement. C. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities. D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.

As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts used the terminology "work now, grieve later" to describe the urgency of performing work? A. Clayton Act B. National Labor Relations Act C. Railway Labor Act D. National Industrial Recovery Act

As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What is the ally doctrine? A. A union may expand upon its primary picketing activity to include employees who are allies of the primary employer. B. Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line. C. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer. D. A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.

As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"? A. Frederick Herzberg B. Allen A. Kennedy C. Edgard Schein D. W. Edwards Deming

As an HR Professional, you must be familiar with collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. With this in mind, what is a rights arbitration? A. It is a lawsuit between the collective management and the collective union. B. It is a formal hearing between the management and the union, to resolve grievances during the construction of a contract. C. It is a formal hearing between management and union members to resolve grievances during the administration of a contract. D. It is a not a lawsuit, but a resolution of laws and their impact on existing contracts.

As an HR Professional, you must be familiar with the collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. Consider an arbitration process between the management and the union. What term is assigned to the resolution of the disagreement, by an arbitrator's interpretation of the language of the contract? A. Resolution B. Interpretation C. Decision D. Outcome

Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of market trends, practices in HR, employee attitudes, and your business needs. What component of the HR Impact Model is addressed in this situation? A. Programs and processes B. Policies and procedures C. Catalyst D. Consultation

During the organization of a union, it's possible that the union will gain recognition from the management. The management is then obliged to give the NLRB a list of employees who are eligible to vote in the unionization election. What is the name of the list of such employees called? A. Constituent List B. Union prospectus List C. Excelsior List D. Candidate List

ESOPs, ESPPs, and profit sharing are all examples of which of the following? A. Deferred compensation B. Gainsharing strategies C. Group incentives D. Sales bonus options

Employee Weingarten rights have established which of the following? A. Employers have the right to deny the presence of a co-worker in an investigatory interview B. Employees have the right to consult with an attorney pre-discipline C. Union employees have the right to have a union representative present at an investigatory interview D. Employers may not deny a nonunion worker's request for representation during an investigatory hearing.

Employee pension rights are protected by which of the following acts or regulations? A. The Sherman Antitrust Act B. Executive Order 11246 C. Uniformed Services Employment and Reemployment Rights Act D. The Equal Employment Opportunity Act

Executive benefit packages are often enhanced during which phase of the organization? A. Start up B. Growth C. Maturity D. Renewal

Frank is an employee at the HBF Corporation, and he has recently been terminated because of poor company income. Frank visits the company's blog and saw a comment from his manager, which says, "We had to let Frank go today because he kept screwing up sales order. He's incompetent!" This is an example of which one of the following? A. Termination evidence B. Slander C. Libel D. Freedom of speech

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 employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances. 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 status D. When an employee treats other employees differently based on their past work efforts.

In a self audit of your employee's I-9 forms, several errors were found. These errors included incomplete sections, questionable documents accepted for verification, and over-documentation. Of the following corrective and prevention strategies, which should you recommend to your employer? A. Training for employees B. Recertification of all I-9 forms C. Enrollment in E-verify D. Requesting updated documents from affected employees

James is a highly productive salesperson who is required to share a team bonus with his co-workers is certain sales goals are met each month. He is frustrated with his compensation structure, because he believes his teammates do not contribute as much as he does to the final numbers. This is an example of what? A. Pay disparity B. Procedural justice C. Distributive justice D. Wage inequity

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 cannot file a lawsuit to sue. B. 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. C. 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. 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.

John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year? A. 1964 B. 1968 C. 1974 D. 2007

Mark is a HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan? A. Placement Goals B. Job Group Analysis C. Compliance Reviews D. Designation of Responsibility

Mark is an HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. Mark will also be considered to be designated the responsibility for this Affirmative Action Plan. What does the designation of responsibility mean? A. It means that Mark will be the person that reports on the plan's implementation to management B. It means that Mark will be the person that reports on the plan's implementation to the Department of Labor C. It means that Mark will be the person responsible for actually implementing the plan D. It means that Mark will be the manager for all Affirmative Action scenarios and issues within his company

Martha is the HR Professional for her organization and she's working with her team to complete non-quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share? A. Whole job ranking B. Job slotting C. Factor comparison D. Job classification

Mentoring involves which of the following? A. Someone who monitors an employee's performance in doing their job. B. Someone whose goal is to develop an employee in a particular area C. Someone who takes a personal interest in an individual's career and who guides and sponsors the individual D. Someone who provides training in areas of interest to an employee

On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2? A. Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4 B. Reaffirmed that affirmative action isn't to establish quotes, but to create goals C. Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups D. Workforce analysis was replaced with a one-page organizational profile

Organizational functions, according to Fayol, conform to one of the six functional areas. Which one of the following is not an area of organizational functions for strategic planning? A. Sales and marketing B. Financial activities C. Human resource management D. Technical activities

Participants in a training program are asked to log into a website at their convenience, watch a video lecture, and take a quiz. This is an example of which of the following types of training? A. Vestibule B. Mobile learning C. Asynchronous D. The Delphi technique

Pauline is a HR Professional for her organization and she's meeting with the sales manager Jim. Jim wants to know if Randy, one of his sales people, is considered exempt or not because he's doing outside sales. Pauline tells Jim that there are just two qualifiers for Randy to be considered exempt in his role as an outside salesperson. The first is that Randy's primary duty must be making sales. What is the other consideration? A. Randy must earn all income from commission. B. Randy must not have a contract to complete sales. C. Randy must be customarily engaged away from the employer's place of business. D. Randy must earn more than $48,234 per year.

Robert is the HR Professional for his organization. June, Robert's supervisor, assigns Robert for completing and filing the EEO-1 Report for the organization. What is the EEO-1 Report? A. It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees the organization employs. B. It is a report that all employers must submit to the Department of Labor defining the race, social security identification number, and income of all employees in the organization. C. It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees by job category, ethnicity, race, and gender the organization employs. D. It is a report that all employers must submit to the Department of Labor defining the race and income of all employees in the organization.

The Americans with Disabilities Act of 1990 identifies an individual with a disability, as a person who has one or more of the following characteristics except for which one? A. Has a record of such impairment that substantially limits one or more major life activities B. Is regarded as having such impairment that substantially limits one or more major life activities C. Is believed by employers that an individual having a physical or mental impairment substantially limits one or more major employment activities D. Has a physical or mental impairment that substantially limits one or more major life activities

The Federal Insurance Contributions Act (FICA) requires employers to do which of the following? A. Contribute to a defined benefit plan B. Contribute to a deferred compensation plan C. Withhold Social Security tax from pay D. Provide health insurance for all employees

The HR Professional must take measures to ensure that he is involved with all areas of the HR Impact Model. What component of the HR Impact Model serves as the process integrator of all components? A. Programs and Processes B. HR Professional C. Catalyst D. Consultation

The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees? A. All organizations with employees must abide by this law B. Organizations with 100 or more employees C. Organizations with 15 or more employees D. This law only addresses federal government employees

The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel? A. There are three arbitrators all of whom are randomly selected to serve from a pool of pre-approved management and union arbitrators. B. There are three arbitrators all of whom must be approved to participate by the management and the union. C. There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom both management and union approve of. D. There are three arbitrators, all of whom are selected by the party not bringing the grievance.

There are four sections of the HR Impact Model. Which component of the model is considered to be the most client-oriented role? A. Programs and Processes B. Catalyst C. Consultation D. Policies and Procedures

There are seven stages of internal consulting that a HR Professional must be familiar with. Consider this scenario: Mark is a HR Professional for his organization. He is meeting with Tammy and Tammy's supervisor Eric to learn about a conflict between Tammy and Eric. Mark wants to understand both parties before addressing the scenario. Which of the seven stages is Mark, Tammy, and Eric participating in? A. Developing recommendations B. Implementing C. Exploring the situation D. Gaining agreement to the project plan

What is the FairPay amount that defines, what a person makes, to be considered highly compensated? A. $110,000 or more B. $150,000 or more C. $100,000 or more D. $125,000 or more

What is the time limit for filing a charge of discrimination with the EEOC? A. 90 days B. 60 days C. 180 days D. 30 days

When a reduction in force occurs, the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid, the protected employee must be allowed how long to review and consider the agreement? A. 7 days B. 21 days C. 45 days D. 180 days

When does the double breasting occur? A. An employer has two companies that are substantially identical B. A neutral employer performs work that is normally done by striking employees C. An employer has two businesses, one union and one nonunion, that do substantially the same work but have different management, equipment, and customers. D Two businesses perform operation that are part of the same product

Which business structure is the more traditional format where the organization is divided by departments such as production and sales? A. Matrix structure B. Seamless structure C. Functional structure D. Divisional structure

Which employee growth and assessment program is characterized by performance objectives? A. Behavioral based performance assessment B. Skills based performance assessment C. Management by objectives (MBO) D. Continuous feedback program

Which of the following definitions is correct for the term "job bidding"? A. An internal job announcement B. Allowing contractors to submit requests for proposals C. The means by which internal employees can express interest in a job prior to it becoming available D. Ranking job applicants based on their comparative qualifications.

Which of the following groups have not been identified for protection under the American with Disabilities Act as it relates to substance abuse? A. Current abusers of alcohol B. Current users of legal drugs C. Current users of illegal drugs D. Recovering addicts

Which of the following is an example of a reference guide? A. An SOP B. A policy manual C. A troubleshooting manual D. An employee handbook

Which of the following is not a BFOQ? A. A synagogue hiring a new rabbi requires that the rabbi be Jewish. B. A lingerie catalog hires only female models. C. A retail store in an Asian neighborhood advertises for Asian clerks. D. A swimming club requires that the men's changing room attendant be male.

Which of the following is not a method used by organizations (not possessive) to communicate expected behavior to employees? A. Written policies B. Executive behavior modeling C. Mentor programs D. Employee coaching

Which of the following is the correct definition of "a major life activity" under the Americans with Disabilities Act? A. A physical or mental impairment B. Any activity that cannot be mitigated C. General activities and major bodily functions D. A physical or mental impairment that requires the use of supplemental medication or prosthetics

Which of the following is the process of constantly working with employees to enhance their ability to perform their jobs productively? A. Performance appraisal B. Employee self-assessment C. Performance management D. Supervisory training

Which of the following requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks? A. Fair Labor Standards Act (FLSA) B. Occupational Safety and Health Administration (OSHA) C. Federal Insurance Contributions Act (FICA) D. Employee Retirement Income Security Act (ERISA)

Which of the following standards requires employers to provide employees with information about physical and health hazards related to chemical use in the workplace? A. The control of hazardous energy B. General duty clause C. Hazard communication D. Personal protective equipment

Which of the following would be the best choice of a profit-sharing plan if the employer wishes to improve organizational productivity through shared management and employee efforts? A. Employee stock purchase plan B. Bonuses C. Gainsharing D. Improshare

Which one of the following best describes Progressive discipline? A. Discussion of substandard performance, written warning, final written warning, termination. B. Series of documents of employee's incompetence or insubordination that precedes an employee's termination. C. Discussion of substandard performance, verbal warning, written warning, and final written warning. D. Series of documents of employee's substandard performance prior to each step of discipline or termination.

You are an HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which EEO Report is a survey, collected every other year on even calendar years? A. EEO-4 Report B. EEO-5 Report C. EEO-3 Report D. EEO-1 Report

You are the HR Professional for your organization and you're completing a turnover analysis. You're considering that over the past year your organization has employed 1,238 employees and during that same period your organization has terminated 56 employees. Based on this information what is your organization's turnover for the past year? A. 56 B. Significantly lower than average C. 22 D. Moderately low

You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions? A. Administrative assistants B. Sales people C. Manual workers D. Managers

Your New Orleans plant has an opening for a controller, and four candidates have been selected for interviews. Jack, the son of a plant employee, worked as an accountant for two years to put himself through the Wharton Business School and recently earned his MBA. Richard is a CPA with eight years of experience in a public accounting firm. Susan also has a CPA and has worked as an accounting manager in the corporate office of a large corporation in the same industry. Jane does not have a CPA or MBA but has worked as controller of a smaller local competitor for eight years. After interviewing all four candidates, the general manager told you that he wants to hire Jack because he shows promise. You know from previous conversation with the GM that he also worked his way through college. Which of the following biases could be influencing the GM's decision? A. Knowledge-of-predictor B. Halo effect C. Similar-to-me D. Gut feeling

Your organization employees 475 people and you are the HR Professional for the organization. You're teaching your staff about the EEOC laws and the rights your employees have under these laws. In your state what term is assigned by the EEOC to the local offices that enforcethe EEOC laws and any local or state anti-discrimination laws? A. Labor offices B. Workers Rights Agencies C. Fair Employment Practices Agencies D. EEOC offices

Your organization has 80 full-time employees. Management has recently informed you that they have sold their business and they'll be releasing all employees in the organization. Based on the Worker Adjustment and Retraining Notification Act of 1988, how many days must management give in writing to the employees of this organization before the mass layoff? A. 60 days B. 120 days C. Zero days D. 30 days

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. Require internal reporting on a schedule basis as to the degree to which equal employment opportunity and organizational objectives are attained. B. Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced. C. Post the findings of the internal audit and reporting system for all employees to review. D. Review report resources with all levels of management.

Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance? A. This is an example of a team incentive B. This is an example of profit sharing C. This is an example of gainsharing D. This is an example of a short-term incentive

________ is one of several learning organization characteristics. A. An assessment center B. Massed practice C. Systems thinking D. Programmed instruction

olly is an HR Professional for her organization and she's creating a new application for employee candidates. On Holly's application form which item is allowed? A. Race B. Gender C. Request for background check D. Sexual orientation

For several months, the management team has been struggling to come to grips with the needs for a formal succession plan. About 30% of the workforce will reach retirement age within 10 years, and little has been done to prepare for the loss of knowledge in key roles that will occur as employees begin to retire. The team has come to a consensus that what is needed is a comprehensive plan, one that includes a mentor program for each of the key positions, identification of key skills that will need to be replaced, a recruiting strategy that attracts qualified candidates who are looking for longevity, and creating a more open culture. Which of the following can be used to accomplish these goals? A. Create a succession plan B. Create a knowledge-management program. C. Create a talent-management program D. All of the above

C. A talent-management program is a comprehensive strategy to workforce management. This approach includes planning for future needs, recruiting qualified candidates, creating compensation and retention strategies, developing employees, managing performance, and cultivating a positive culture. A succession plan (A) is part of the workforce planning element of a talent-management program. Knowledge management (B) focuses on building systems that retain corporate knowledge accessible as needed by the organization

Which performance appraisal method would be used most effectively in a large, geographically dispersed organization with many similar jobs? A. Critical incident B. Forced ranking C. Behaviorally anchored rating system D. Field review

C. BARS

Offering training in cross-cultural conflict management is one example of what? a An industry best practices b Generational diversity effort c Cultural competence d Qualitative analysis

C. Cultural competence considers the diversity efforts necessary to achieve corporate aims such as reflecting the population and increasing the applicant candidate pool. It measures the ability of a company to function effectively in the context of these diverse beliefs. Conflict management training is one example of an HR behavior that addresses an organization's cultural competency.

Which of the following is not an appropriate use of an HRIS? A. Tracking applicant data for the EEO-1 B. Tracking time and attendance C. Tracking employee expense reports D. Maintaining employee records

C. Data for employee expense reports is maintained by the accounting department. An HRIS system can be used to collect and track employee data for various uses, including EEO-1 reporting, time and attendance, and other employee records.

Computer-based training, web based training, and virtual learning are all examples of what? A. Mobile learning B. Self-directed learning C. Electronic learning D. Asynchronous training

C. Electronic or e-learning encompasses many forms of synchronous and asynchronous training (D). Mobile and self-directed learning (A and B) are two examples of e-learning principles

HR participates in the strategic planning process by doing which of the following? a Formulating the strategy b Scanning the environment c Providing expertise d Identifying strategic goals

C. HR participates in the strategic planning process by providing expertise on attracting, retaining, and managing a qualified workforce. Organization strategies (A) are formulated by the executive team. Each business function participates in the environmental-scanning process (B), gathering information about its area of responsibility. Strategic goals (D) are identified by the executive team during the strategy-formulation phase.

Why is job analysis important? A. It provides the supervisory responsibilities necessary to accomplish organizational goals B It allows for proper training and development of key personnel C. It provides the foundation from which all other HR activities are designed D. It ensures compliance with EEO laws

C. Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (D), job pricing, recruiting, and other HR functions (A and B).

Maslow's hierarchy of needs does not include the following need: A. Social B. Safety C. Growth D. Self actualization

C. Maslow's hierarchy of needs is a theory developed to explain what motivates workers. The levels are physiological, safety, social, esteem, and self-actualization. Growth is a need level identified by Alderfer in the ERG theory, which is based on Maslow's work. Social, safety, and self-actualization are all from Mazlow; growth is Alderfer.

A company that wants to reduce the cost of its employment insurance should do which of the following? A. Aggressively fight unjustified claims for unemployment B. Establish effective performance management program C. Terminate employees who violate company policy. D. All of the above

A key consideration for courts in cases involving workplace searches is which of the following? A. Whether the employer had a policy regarding workplace searches B. How the employer handled similar situations in the past C. The specific laws of the state where the employer is conducting business D. Whether the employee had a reasonable expectation of privacy

A summary plan description is required for which of the following? A. Defined contribution plan B. Defined Benefits plan C. Flexible spending accounts D. Group Health Plans

A union philosophy statement may have all of the following except which? A. A statement of the company's desire to be union free B. Factual statements about the disadvantages of unions in the labor/management relationship C. A description of what a union cannot do for the employees D. A promise of extended benefits if the company remains union free

As a Senior HR Professional, you should be familiar with non-monetary rewards that your company provides for its employees. Which of the following is an example of non-monetary reward? A. Satisfaction from challenging and exciting assignments B. Esteem from working with other talented people C. Cash compensation D. On-site cafeteria

As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one? A. Distributive bargaining B. Good faith bargaining C. Integrative bargaining D. Interest-based bargaining

As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. What is the zipper clause in regard to negotiations? A. Items in a management-union contract can be "zipped" open and closed as often as necessary. B. Management is locked out of union meetings. C. Management and union representations are locked out of union employee meetings. D. Items in a management-union contract are "zipped" closed, once the agreement is signed by both parties.

As an HR Professional, you should be familiar with OSHA rules, standards, and regulations. Should an organization violate an OSHA standard, there are often penalties that the employer must pay. What is the maximum fine an employer may face for a deliberate and intentional violation of an OSHA standard? A. $100,000 B. $10,000 C. $50,000 D. $70,000

Beth works for the HJR Corporation and she feels that she has been discriminated against by her supervisor. Beth would like to file a charge with the EEOC but she's afraid of the repercussions and she doesn't want her identity exposed. Beth asks a lawyer to file the charge for her so she can remain anonymous. Is this legal? A. It depends on the state where the charge is being filed, as some states allow anonymous filings while others do not. B. No, the person who has been discriminated against must file her own charge. C. No, the person who files the charge cannot remain anonymous. D. Yes, the person who files the charge can have someone else file the charge on their behalf to protect their identity.

Employees must file retaliation complaints within ____ days of the retaliator action by the employer. A. 30 B. 45 C. 60 D. 90

Employers are required to provide a portable retirement plan to employees based on which of the following? A. ERISA B. OBRA C. OWBPA D. Retirement benefits are not required by federal law.

Ethics, offshoring, data security, and philanthropy are all examples of HR's role in which of the following functions? A. Strategic planning B. Workforce planning C. Technology development D. Corporate responsibility

For which of the following is "the highest standards of care and professionals in a legal context" a key component? A. Code of conduct B. Breach of contract C. Conflict of interest D. Fiduciary responsibility

Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting? A. Management Rights B. Bumping Right C. Right of Way D. Weingarten Right

Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more. His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor? A. Gary must file the EEO-VETS form B. Gary must file the VEVRAA ACT-1 report C. Gary must file the EEO-1 report D. Gary must file the VETS-100 form

How can an employer determine whether a job creates an ergonomic hazard for an employee? A. Review and analyze the OSHA logs B. Review and analyze the worker's compensation records C. Review the MSDS D. Observe the incumbent performing the job duties

If OSHA doesn't issue a final order within ______ days of filing a retaliation complaint, the employee may file suit in a US district court. A. 30 B. 60 C. 90 D. 180

If an employee files a complaint with OSHA, under which of the following would they be protected? A. Emergency actions B. Physical environmental hazard C. General duty clause D. Whistleblower protection

Melissa recently facilitated company-wide diversity training through a series of webinars. Prior to designing the training, she surveyed a sampling of employees to identify their experiences in the organization related to harassment, promotion opportunities, and equitable treatment. This is an example of which of the following? A. Summative evaluation B. Knowledge banking C. Attitude assessment D. Formative evaluation

Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service. What aspect of the contractor control aspect is best described as how the business pays the worker? A. Behavioral control B. Contractual relationship C. Type of relationship D. Financial control

OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities? A. Imminent danger, planned inspections in high-hazard industries, employee complaints, catastrophes and fatal accidents, follow-up inspections B. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, employee complaints, and follow-up inspections C. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, follow-up inspections, and employee complaints D. Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections

The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, to men and women who perform substantially equal work for the same employer, in the same establishment, and under similar working conditions. The law defined substantial equality of job content on four factors. Which one of the following is not one of the four factors this law defines? A. Effort B. Working conditions C. Skill D. Education

The Omnibus Budget Reconciliation Act of 1993 does not require which of the following? A. Group health coverage be offered for children placed for adoption before the adoption is final B. Group health plans honor qualified medical child support orders C. Tax deduction for executive pay be capped at $1 million per year D. Income tax be withheld from some distributions to rollover accounts

The marketing director needs to hire a replacement for a marketing coordinator, who is being promoted. The position has changed quite a bit since the last time the job was advertised, and the director is looking to HR to assist in redefining the job requirements so the recruiting process can begin. Which of the following would not be used in determining the job requirements? A. Job competencies B. Job description C. Job specifications D. Candidate profile

The most common reason for the failure of organizational-change initiatives is which of the following? A. The strategic plan was not communicated to employees B. Organization leaders did not support the change C. There was no training systems in place D. Employees were not prepared for change

What term describes a manager who makes himself visible, being present for employees, and getting out of his office to interact with employees? A. Open door policy B. Progressive discipline C. Active management D. Management by walking around

When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do? A. The EEOC will create a hearing with the complainant and the employer to investigate the charge. B. The EEOC will visit the employer to inform them of the charge. C. The EEOC will investigate the claim by inspecting the employer's place of business. D. The EEOC will send the employer a letter informing them of the charge.

Which of the following acts requires federal contractors or subcontractors with contracts of $25,000 or more to list all nonsenior management job openings with state employment agencies? A. The Rehabilitation Act of 1973 B. Executive Order 11375 C. Executive Order 11246 D. The Vietnam Era Veteran's Readjustment Assistance Act of 1974

Which of the following describes salting? A. The union hires an individual to publicize its reasons for targeting an employer for unionization B. The union hires an individual to distribute leaflets to employees as they are leaving work at the end of the day C. The union hires an individual to picket the employer's business D. The union hires an individual to apply for a job with an employer and begin to organize the company

Which of the following injuries or illnesses is considered work related? A. An employee twisted an ankle at an aerobics class the company sponsored B. An employee fell wile taking a shower in the dressing room after a work shift C An employee is hit by a car in the parking lot while walking toward the building D. An employee disregards the safety procedures and is cut by a table saw

Which of the following is a communication that damages an individual's reputation in the community, preventing them from obtaining employment? A. Gainsharing B. Constructive discharge C. Duty of loyalty D. Defamation

Which one of the following presents the seven stages of internal consulting in the correct order? A. Exploring the situation, Gathering data, analyzing, and identifying findings, Gathering agreement to the project plan, Developing recommendations, Implementing, Presenting the findings and recommendations, Reviewing, transitioning,and evaluating the project. B. Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Presenting the findings and recommendations, Developing recommendations, Implementing, Reviewing, transitioning,and evaluating the project. C. Gathering agreement to the project plan, Exploring the situation, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning,and evaluating the project. D. Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning,and evaluating the project.

Which one of these is not a benefit of having an older workforce? A. Bringing in new points of view for strategic decision-making and needs identification B. The ability to access the knowledge of a broad range of workers C. Reflecting the ever changing face of the customers D. It directly impacts organizational productivity

Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario? A. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned. B. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization. C. Yolanda should tell Thomas that Carrie's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees. D. Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.

You are a HR Professional for your organization and you're coaching Thomas on human resources practices, particularly the role of the HR Professional in strategic planning. You tell Thomas the importance of vision, mission, and values of an organization. Thomas asks what the difference is between vision and mission. Which one of the following best describes the difference between vision and mission for an organization? A. A vision is the purpose of a company. A mission is the task the organization aims to accomplish. B. A vision describes the future of the organization while a mission describes the goals of the organization. C. A vision describes the organization's role, what the organization is, and what the organization may aspire to be. A mission describes what the organization will definitely become. D. A vision describes an organization's role, what the organization is, and what the organization wants to become. A mission describes the organization's purpose for being.

You are a 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. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity? A. Construct-related validity B. Predictive validity C. Criterion-related validity D. Content validity

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. April 15 of each year B. The anniversary date of your organization reaching 100 employees C. January 1 of each year D. September 30 of each year

You are the HR Professional for your organization. You have just hired a new employee for your company. What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States? A. IRCA-00 B. 1099 C. IRCA-86 D. I-9

Your organization will be using the factor comparison technique in their evaluations of job performance. You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique? A. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. B. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job. C. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job. D. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

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 documented. B. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee. C. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization. D. 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.

The Supreme Court found that mandatory arbitration agreements in employment contracts are enforceable under the FAA except for transportation workers, who are specifically exempted from the FAA. A. 1992: Electromation, Inc. v. NLRB B. 1987: Johnson v. Santa Clara County Transportation Agency C. 1981: Texas Department of Community Affairs v. Burdine D. 2001: Circuit City Stores v. Adams

Which of the following is not a reason that corporate restructuring examines individual business units: A. Eliminate redundancies B. Reduce costs C. Increase production D. Improve efficiency and customer satisfaction

Which of the following is not a benefit of hiring a multigenerational workforce? A A multigenerational workforce increases the availability of different perspectives for use in management decision-making B. Recruiting for a multigenerational workforce increases the applicant pool from which to choose employees C. A multigenerational workforce is a reflection of the population, considering the large number of baby boomers who are reaching retirement age. D. A multigenerational workforce increases an organization's productivity.

D. A multigenerational workforce is one example of the diversity represented in the workplace today. Bringing in new points of view for strategic decision making and needs identification (A), the ability to access the knowledge of a broad range of workers (B), and reflecting the ever-changing face of the customers (C) are three of the benefits of having an older workforce. A multi-generational workforce does not directly impact organizational productivity.

According to the Toxic Substance Control Act, documentation of hazardous material exposures must be kept on file for how many years? A 5 B 15 C 25 D 30

D. Manufacturers, importers, processors, and distributors of toxic chemicals must keep records related to hazardous material exposures, including claims of occupational diseases, for 30 years from the report date.

A statement that describes what an organization does that is different from others is a: A. Values statement B. Corporate goal C. Vision statement D. Mission statement

D. The mission statement describes who the organization is, what it does, where it is goin, and how it is different from others.

Gathering information about employee attitudes and opinions through surveys and focus groups provides _______ employee levels of engagement. A. Intuition about B. Instruction for C. Individual measurement of D. Insight into

D. The use of a variety of tools to gather employee feedback enables employers to measure employee levels of engagement. The use of anonymous surveys, topical focus groups, and employee interviews all provide insight into both individual and organizational needs. Intuition is rarely a legally defensible methodology for use in HR, and focus groups are not the best choice for measuring individual needs.

True or false: Are mobile and self directed learning both examples of e-learning principles?

True

True or false: Simple linear regression measures the relationship between two variables.

True

True or false: To calculate the selection rate, divide the number of applicants hired by the total number of applicants in each group

True

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