aPHR HR Operations test questions

Which of the following performance measures includes metrics in the areas of financial performance, customer satisfaction, efficiency of internal business processes, and company learning and growth? A. Balanced scorecard B. Benchmarking C. HR audit D. Lean Six Sigma

☑ A. A balanced scorecard is a strategic management system. It may include both nonfinancial measurements and traditional financial metrics. It is used to provide a concise picture of the organization's overall performance and includes performance metrics from four perspectives: financial, customers, learning/growth, and internal business processes. ☐✗ B, C, and D are incorrect. B is incorrect because benchmarking is part of an HR audit. Planning of the audit process, whether internal or external, requires that the auditor set points of reference against which areas to be audited can be compared. C is incorrect because an HR audit is another type of performance measure that is systematic and comprehensive. There are various types of HR audits whose purpose is to evaluate areas where the organization may be vulnerable to litigation. D is incorrect because Lean Six Sigma is a quality management methodology that systematically improves, optimizes, and stabilizes business processes and design by utilizing the Define, Measure, Analyze, Improve, and Control (DMAIC) model. The Lean Six Sigma methodology focuses largely on collaboration and team effort to accomplish the goal of better efficiencies in business processes.

A tool that holds an extensive amount of information such as employee contact information, wages, and benefits is called a: A. Database B. Graphs C. Software D. Cells

☑ A. A database holds an extensive amount of information and is often used to store and track employee data. Access is a common tool that is often used in HR for task management, training and class tracking, and employee information storage and tracking. ☐✗ B, C, and D are incorrect. Graphs and software may contain information, but a database stores an extensive amount of information that can be used to track certain components of a business. Cells connect a row and a column in a spreadsheet.

An interview format in which one participant is interviewed by a group of interviewers at one time is called a(n): A. Panel interview B. Targeted selection C. Patterned interview D. Observed interview

☑ A. A panel interview is a format in which one participant is interviewed by a group of interviewers at one time. For example, an organization will set up a series of panel interviews for a candidate. Function, level, or department teams determine how the people are grouped. The rationale for using this interviewing type is to minimize individual bias and increase accuracy. ☐✗ B, C, and D are incorrect. They are all incorrect because they do not represent a group of interviews. We are looking for a panel interview as the definition.

A type of graph in which a circular shape is divided into sections that each represents a proportion of the whole is called a: A. Pie chart B. Histogram C. Scatter graph D. Line graph

☑ A. A pie chart is a type of graph in which a circular shape is divided into sections that each represents a proportion of the whole. For example, HR may use a pie chart to show a visual representation of head count percent per department or head count by location. ☐✗ B, C, and D are incorrect. They are incorrect because a histogram, scatter, or line graph is not circular in format.

A tool found in spreadsheets that can automatically sort, count, total, or average data and display it in a table is called a: A. Pivot table B. Sorting C. Filter D. Vlookup

☑ A. A pivot table can automatically sort, count, total, or average data and display it. This is a function that is often used to rapidly summarize data into a compact, understandable format. ☐✗ B, C, and D are incorrect. These may have some role in sharing information, but they do not necessarily serve as a specific function of sorting and counting data.

A company operates in a competitive market. To be successful, they need to be able to attract top talent. Part of the objective is to determine whether they are competitive with benefits, compensation, and a reputation as a great place to work. What metric would you use to measure how effective the company is in hiring talent? A. Ratios of offers made to acceptances B. Involuntary resignation turnover C. Hires as a percentage of total employees D. Voluntary employee turnover within 90 days

☑ A. A ratio of offers to acceptances measures the company's ability to hire. If a large number of top talent declines a company's offer to work for competitors, that is a sign that the compensation, benefits, or overall company reputation is not competitive. ☐✗ B, C, and D are incorrect. B is incorrect because regrettable voluntary turnover measures retention. It does not necessarily measure how competitive a company is at attracting top talent. C is incorrect because hires as a percentage of total employees is measured based on recruitment activity. It does not necessarily reflect the ability to attract top talent. D is incorrect because voluntary turnover within 90 days reflects retention. It does not reflect the company's ability to attract top talent.

What statement can be used to guide an organization's decisions and provides purpose for employees? A. Values statement B. Financial statement C. Goal statement D. Norms statement

☑ A. A values statement is typically used to guide decision-making within an organization. An example of a values statement is as follows: Zappos Family Core Values 1. Deliver WOW Through Service 2. Embrace and Drive Change 3. Create Fun and a Little Weirdness 4. Be Adventurous, Creative, and Open-Minded 5. Pursue Growth and Learning 6. Build Open and Honest Relationships with Communication 7. Build a Positive Team and Family Spirit 8. Do More with Less 9. Be Passionate and Determined 10. Be Humble ☐✗ B, C, and D are incorrect. While each of these may provide operational information, none necessarily provides guidance with respect to overall purpose like a values statement does.

Which of the following established that employers can be held vicariously liable for the actions of their employees in sexual harassment cases? A. Burlington Industries v. Ellerth B. Meritor Savings Bank v. Vinson C. Harris v. Forklift Systems D. Oncale v. Sundowner Offshore Services, Inc.

☑ A. Burlington Industries v. Ellerth established that an employer can be held responsible for the unlawful acts of its employees. This is a legal concept known as vicarious liability. ☐✗ B, C, and D are incorrect. B and C are incorrect because the issue in both Meritor Savings Bank v. Vinson and Harris v. Forklift Systems is the existence of a hostile work environment of sexual harassment. D is incorrect because Oncale v. Sundownder Offshore Services, Inc. established the standard for same-sex sexual harassment.

Collecting and analyzing work samplings or reviewing employee logs is an example of what type of data collection method? A. Observation B. Panel C. Structured D. Semi-structured

☑ A. Collecting and analyzing work samplings or reviewing employee logs is an example of an observation method to data collection. For example, this method is helpful when analyzing specifically what tasks or duties a particular job requires. ☐✗ B, C, and D are incorrect. They are incorrect because panel, structured, and semi- structured are all interviewing methods that may follow the observation method.

One of the key benefits of conducting an employee survey is: A. To stay competitive in driving employee motivation, retention, and productivity B. To establish an annual routine of asking employees questions about the workplace C. To keep leaders on their toes about being nice to employees and paying them well D. To keep employees from complaining about the workplace, leaders, pay, and benefits

☑ A. Conducting employee surveys helps an organization understand what is on the hearts and minds of employees. Ultimately, employee survey information can enable an organization to stay competitive in driving employee motivation, retention, and productivity. ☐✗ B, C, and D are incorrect. None of them is the best reason for why an organization would conduct an employee survey.

Federal contractors above a dollar limit of __________ are required to institute affirmative action plans. A. $50,000 B. $100,000 C. $25,000 D. $200,000

☑ A. Federal contracts exceeding $50,000 and companies that have more than 50 employees are required to have an affirmative action plan. ☐✗ B, C, and D are incorrect. They are all incorrect because the dollar threshold for affirmative action plans is a contract of $50,000 or more.

Ensuring that each employee within an organization can see the direction for the business and knows how their job fits in the overall picture is known as: A. Goal alignment B. Mission statement C. Performance evaluation D. Rewards and recognition

☑ A. Goal alignment is how an organization works to ensure its employees see the overall direction and how they fit into the big picture of the organization's vision and mission. Human resources can often take the lead in goal alignment and influences employee engagement and connection to the overall direction of an organization. ☐✗ B, C, and D are incorrect. None is the best answer in terms of ensuring how employees are connected to the overall mission and vision of an organization.

Which of the following best describes HR's primary contribution to an organization's strategic plan? A. HR serves the needs of the entire organization as subject-matter experts (SMEs). B. HR provides the executive team with a menu of administrative tasks that it can execute more efficiently. C. HR interprets various HR metrics for the executive team to show how HR creates value to the organization. D. HR utilizes its "seat at the table" to share how additional HR staff can support the organization by providing better customer service.

☑ A. HR's efforts to show how the department is a strategic partner is best expressed to upper management in terms of how HR can partner/support the entire organization at both the functional and strategic levels. It is best for HR employees to take a consultative approach by positioning themselves as subject-matter experts (SMEs) in the areas of workforce planning and retention, employee relations, and performance management, with the ultimate mission of supporting the creation and maintenance of an engaged workforce. ☐✗ B, C, and D are incorrect. They are all incorrect because while they are important components to the effective and efficient functioning of human resources, the focus on the needs of human resources during the strategic planning process should not be presented first in discussions. Often this causes an irreparable breakdown in communication between HR and functional leaders.

The process of analyzing and identifying the need and availability of labor resources so that the organization can meet its objectives is called: A. Human resource planning B. Recruitment requisition C. Objective planning D. Training needs assessment

☑ A. Human resource planning involves analyzing and identifying the organization's labor pool needs. From there human resources forms its strategy in recruiting and retaining labor skills necessary for the organization to achieve its objectives. ☐✗ B, C, and D are incorrect. B is incorrect because a recruitment requisition is only part of the process. It is a process or form that hiring managers and recruiters use to communicate with one another about an open position need. C is incorrect because while it's true the intention of this process is to reach objectives, this is not the correct term used. D is incorrect because a training needs assessment is used to identify an organization's workforce skill needs.

What is the difference between confidentiality and privacy? A. Confidentiality is how information is treated. Privacy is an employee's right to freedom from intrusion. B. There is no difference between confidentiality and privacy. C. Privacy is how information is treated. Confidentiality refers to an employee's right to keep personal matters and public matters separate. D. Confidentiality is whether a person has a right to information. Privacy refers to whether an organization has the right to share information.

☑ A. Privacy and confidentiality are closely related terms. Confidentiality refers to how information is treated. For example, if information is confidential, an organization does not have the right to share the information collected on an employee via a third party. Privacy refers to who has a right to an employee's information. ☐✗ B, C, and D are incorrect. While the two concepts are related, there is a difference between confidentiality and privacy. Confidentiality refers to how employee information is handled. Stated differently, confidentiality examines whether the organization has the right to share information about an employee. Privacy examines whether the organization or a person has the right to obtain the employee's information.

A new-hire orientation and annual awards banquet is an example of what cultural element? A. Rituals B. Artifacts C. Legends D. Beliefs

☑ A. Rituals are regular events or ceremonies that organizations engage in to celebrate, encourage, or educate certain desired behaviors. New-hire orientations, awards banquets, holiday parties, and annual training events are all examples of rituals. ☐✗ B, C, and D are incorrect. B is incorrect because artifacts are physical elements that signify something of importance. C is incorrect because legends are an organizational hero that is spoken of in the form of storytelling, and D is incorrect because beliefs are assumptions that are applied in the organization.

The Taft-Hartley Act protects employees from the unfair labor practices of A. Unions B. Employers C. Federal and state governments D. Private employers

☑ A. The Labor Management Relations Act, or Taft-Hartley Act, provided that employees had the right to refrain from participating in union activities. The act also ensured that employees could not be forced to become part of a union as a condition of employment. ☐✗ B, C, and D are incorrect. These choices are all related to the employer whether private or government.

Which of the following best describes the difference between the role of finance versus the role of accounting in an organization? A. Accounting captures the day-to-day transactions of the business. Finance provides financial modeling and investment advice to the organization. B. Accounting and finance are terms used interchangeably to describe the business function led by a chief financial officer (CFO). C. Finance is responsible for budgeting. Accounting is responsible for tracking expenditures. D. Finance tracks financial metrics. Accounting ensures the company's books are balanced.

☑ A. The best description of the differences between the two core functions are that the accounting team focuses on tracking the daily transactions or flow of money in and out of the business. Finance typically handles financial planning and modeling, which helps the organization's business leaders make decisions about new markets to enter, acquisitions, and divestures, as well as make a host of other strategic decisions. ☐✗ B, C and D are incorrect. B is incorrect because while accounting and finance departments are sometimes seen as one function led by a chief financial officer (CFO), depending on the size of the organization, they are not interchangeable terms. C is incorrect because it is true that an accounting duty is to track expenditures; finance is not primarily responsible for budgeting. In fact, HR, as well as the other core functional areas, bears some of responsibility for budgeting. D is incorrect because accounting tracks financial metrics such as the balance sheet, assets, liabilities, and so on.

A financial services firm hires a trader who spent the last four years in state prison for committing a battery against a co-worker. The financial services firm is in Wyoming, but the trader did his jail time in state prison in Arizona. In an effort to reduce costs, HR did a background check, but it was only for the state of Wyoming. How would you safeguard the company from any legal exposure regarding this situation? A. The company should adopt a policy of conducting complete background and reference checks, including a check of both state and FBI records, going forward. B. The company should get all candidates' written consent before performing a background check going forward. C. The company is guilty of negligent hiring and may be in violation of the Privacy Act of 1974 and should report the situation to the Department of Labor. D. Place the employee on leave for not disclosing this information during the interview process, investigate, and determine if the employee should remain employed.

☑ A. The company is guilty of negligent hiring and should conduct complete background and reference checks, including a check of both state and FBI records going forward. Negligent hiring occurs when a company knew, or should have known, that a candidate is prone to be a danger to employees, customers, vendors, and anyone else the employee comes in contact with. If a thorough background check was done, including a search of the FBI database, it could have easily been uncovered that this employee was convicted and found guilty of battery. ☐✗ B, C, and D are incorrect. B is incorrect because, as it relates to HR, the FCRA requires that employers not use information obtained about an applicant's background in an adverse manner until certain criteria are met and that employers obtain consent prior to conducting any background check. C and D are incorrect because while it is negligent hiring, the Privacy Act of 1974 regulates how information collected is stored, requires that the candidate know what is being collected, and prevents information collected from being used for any purpose other than that which was intended. This does not apply in this case.

What is the difference between a histogram and a bar chart? A. A histogram plots quantitative data; a bar chart plots categorical data. B. A histogram measures quality data; a bar chart measures quantitative data. C. A histogram plots quantitative data; a bar chart plots quantitative data. D. A histogram measures quality data; a bar chart measures quality data.

☑ A. The difference between a histogram and a bar chart is that a histogram plots quantitative data and a bar chart plots categorical data. Quantitative data is about numbers. Categorical data represents types of data that can be organized in groups by race, age, and educational level. ☐✗ B, C, and D are incorrect. They are incorrect because they don't accurately represent the difference between a histogram and a bar graph.

The statement "We aspire to be the best widget maker in America" is an example of a: A. Vision statement B. Financial statement C. Mission statement D. Values statement

☑ A. The statement "We aspire to be the best widget maker in America" is an example of a vision statement. A vision statement describes the ideal future state of an organization. ☐✗ B, C, and D are incorrect. B is incorrect because a financial statement describes an organization's financial activity, C is incorrect because a mission statement describes how an organization intends to accomplish the vision, and D is incorrect because a values statement describes the priorities of an organization.

A construction worker union refuses to do business with any company that buys supplies from a particular concrete company. This decision was made to support the workers at the concrete company who have reported multiple violations of the Fair Labor Standards Act (FLSA) with regard to overtime pay. As the HR director at Next Generation Home Builders, what advice would you provide to senior management? A. This hot-cargo contract clause is an unfair labor practice as defined by the National Labor Relations Act (NLRA). B. ThisfeatherbeddingcontractclauseisanunfairlaborpracticeasdefinedbytheLabor Management Relations Act (LMRA). C. This yellow-dog contract clause is an unfair labor practice as defined by the Norris- LaGuardia Act. D. This iron-clad contract clause is an unfair labor practice as defined by the Labor Management Relations Act (LMRA).

☑ A. This is an example of a hot-cargo contract. A hot-cargo contract is a contract that the employer enters into with the union at the request of the union. The employer agrees that its employees will not handle the products or materials of another employer or that the employer itself will not deal with the other employer with whom the bargaining union considers unfair to organized labor. This is an unfair labor practice (ULP) on the part of the employer as defined by the National Labor Relations Act (NLRA). ☐✗ B, C, and D are incorrect. B is incorrect because featherbedding is a ULP on the part of the union where the union is requiring an employer to pay for services not rendered. For example, if an employer determines that, because of advances in technology, a position is no longer needed, then the union cannot force the employer to continue to employ someone in that position. C and D are incorrect because a yellow-dog or iron- clad contract is a contract where an employer requires an employer, as a condition of employment, to join a union. This was outlawed by the Norris-LaGuardia Act.

Determine the yield ratio of qualified applicants to job offers extended. Total applicants:500 Qualified: 50 Offers: 10 A. 20 percent B. 2 percent C. 10 percent D. 1 percent

☑ A. To calculate the yield ratio of qualified applicants to job offers made, divide 10 (number of offers) by 50 (qualified job applicants). Yield can be calculated throughout the recruiting process to help talent acquisition determine the effectiveness of various recruiting initiatives. ☐✗ B, C, and D are incorrect. B is incorrect because it's the ratio of offers to total applicants. C is incorrect because it's the ratio of qualified applicants to total applicants. D is incorrect because it's simply an incorrect calculation.

Which of the following is the best example of a web metric that HR professionals can leverage to support a company's talent acquisition activities? A. Tracking referral sources B. Tracking number of fans C. Tracking number of web site followers D. Tracking number of retweets

☑ A. Tracking referral sources is a typical talent acquisition/recruiting activity. Applicants are asked to identify how they heard of a particular job opportunity. If the company web site is frequently identified as the origin, the talent acquisition team may make the decision to invest more in web site promotion; conversely, if the web site isn't consistently identified as a referral source for candidates, perhaps talent acquisition decides to divert time and money advertising elsewhere. ☐✗ B, C, and D are incorrect. They are all incorrect because tracking fans, followers, and retweets are social metrics that an organization can use to know its reach in order to make decisions about where and when to market products and services.

The Stored Communications Act (SCA) establishes: A. That an employer can't intentionally access an employee's e-mails unless they are sent through the employer's server B. That an employee has a reasonable expectation of privacy even when accessing personal e-mail from work C. That an employer has the right to use any information transmitted via the employer's server if the employer has a legitimate business reason D. That an employee may store information on the employer's server as long as they are employed by said employer

☑ A. Under the federal Stored Communications Act (SCA), without authorization from an employee, an employer can't intentionally access a facility through which an electronic communication service is provided. This means an employer can review e-mails that an employee sends on the employer's server but can't access e-mails with a password that the employee saved on a company device. ☐✗ B, C, and D are incorrect. Employees do not have a right to privacy when accessing e-mail using an organization's server. However, the employer doesn't have the right to use any information stored on an employee's device whether there is a legitimate business reason. Whether an employee is allowed to store information on a company's server is a matter of company policy, not the law.

A performance metric used in strategic management to identify, report, and improve various internal functions of a business and resulting external results is called: A. Benchmarking B. Balanced scorecard C. Performance evaluation D. Business intelligence

☑ B. A balanced scorecard consists of performance metrics used in strategic management to identify, report, and improve various internal functions of a business. The balance scorecard typically is inclusive of measures representing multidisciplinary areas such as financial, customer, business process, and learning and growth measures. In other words, the balanced scorecard translates strategy into four perspectives, thus "balanced" between internal/external measures and objective/subjective measures. ☐✗ B, C, and D are incorrect. Benchmarking, performance evaluation, and business intelligence do not adequately represent what we were looking for in a balanced scorecard definition. These answers represent one aspect of measurement or are too vague.

A visual display of HR metrics at a high level is called a: A. Spreadsheet B. Dashboard C. Presentation D. Report

☑ B. A dashboard displays at a high level a series of important HR metrics. From an organizational perspective, that data can be pulled into a larger multidisciplinary (i.e., production, marketing) dashboard often called a balanced scorecard. ☐✗ A, C, and D are incorrect. None is the best answer. A spreadsheet, presentation, or report shares information at a detailed level. A dashboard provides a high-level summary.

The executive board of a test preparation company considers franchising. What would be the best organizational structure? A. Centralized B. Decentralized C. Matrix D. Functional

☑ B. A decentralized structure is best for franchises or any organization with a wide geographic reach. The corporate office provides support in the form of product development and national marketing, but the franchise owner has the independence to make decisions based on knowledge of the local market. ☐✗ A, C, and D are incorrect. A is incorrect because a centralized structure is most appropriate for small businesses or companies with a small geographic reach. C is incorrect because matrix organizations are a combination of centralized and decentralized models where an employee may report to multiple supervisors or report into multiple divisions. This level of complexity is not best for a franchise. D is incorrect because a functional structure refers to a structure that is set up along business units or functional areas. This structure works best in companies that are not very agile and focus on a single product or service.

A graphical representation of data using bars, often in different heights depending on the distribution of numerical data, is called a: A. Pie chart B. Histogram C. Scatter graph D. Line graph

☑ B. A histogram is a graphical representation of data using bars, often in different heights, depending on the distribution of numerical data. For example, a histogram may be used to display employee distribution by years of service, by age, or by salary. ☐✗ A, C, and D are incorrect. They are incorrect because a pie chart, a scatter graph, and a line graph display data other than in a bar format.

A person's ability to be aware of and control one's own emotions and ultimately successfully handle interpersonal relationships is known as: A. Anger management B. Emotional intelligence C. Human resource development D. Training and development

☑ B. A person's ability to be aware of and control one's own emotions and ultimately successfully handle interpersonal relationships is known as having emotional intelligence. Emotional intelligence is a fundamental component of human behavior not connected to a person's intellect. ☐✗ A, C, and D are incorrect. A is incorrect because anger management is the process of controlling one's inclination to easily become angry. While anger is an emotion, emotional intelligence encompasses all emotions. C is incorrect because human resource development refers to training and developing people in the workplace. This is not a relevant term for what we were looking for in emotional intelligence, and D is incorrect for the same reason in human resource development. These terms are used interchangeably and do not specifically define emotional intelligence.

A request for information from a database table or a combination of tables is called a: A. Memo B. Query C. Spreadsheet D. Graph

☑ B. A query is a request for information from a database or a series of tables. Often HR will query data from an information system that may give insights on turnover, employee demographics, compensation and benefits information, and so on. ☐✗ A, C, and D are incorrect. They are not the best answers because they do not meet the definition of a query. They do not extract information from a database.

A type of interview that depends on job analysis to identify critical job requirements, such as competencies for each position, by focusing on what the person has done in previous situations is called a(n): A. Phone interview B. Targeted selection interview C. Observation interview D. Panel group interview

☑ B. A targeted selection interview is a type of interview that depends on job analysis to identify critical job requirements such as competencies for each position by focusing on what the person has done in previous situations. ☐✗ A, C, and D are incorrect. They do not meet the definition of a targeted selection interview. While they are types of interviews, they may not be based on a specific set of critical job requirements.

A statement that describes what the future of the organization looks like is known as: A. Purpose statement B. Vision statement C. Financial statement D. Benefit statement

☑ B. A vision statement describes what the future of an organization looks like in concise terms. ☐✗ A, C, and D are incorrect. A is incorrect because a purpose statement is a sentence that summarizes the topic or goals of a particular document. C is incorrect because a financial statement is a collection of reports that describes an organization's financial activity such as a balance sheet, cash flow statement, or income statement. D is incorrect because a benefit statement, also called a total compensation statement, provides employees with a true picture of what they earn above and beyond their base pay.

Which of the following can be used to help management measure employee engagement? A. Turnover ratio and total revenue B. Absentee rate and worker's compensation incidence rate C. Cost per hire and absentee rate D. Yield ratio and cost per hire

☑ B. Absentee rate and workers' compensation incidence rates are good ways to measure the effectiveness of employee engagement initiatives. Higher absenteeism typically means lower engagement. Additionally, more workplace injuries can also highlight lowered engagement. For example, employees in a factory may be distracted because of lowered morale and therefore handle machinery more carelessly. ☐✗ A, C, and D are incorrect. A is incorrect because by tracking total revenue at any point without comparing revenue with several other business factors, it will be difficult to determine whether change in revenue truly correlates to change in employee engagement. C and D are incorrect because cost per hire is a talent acquisition metric. It is the total cost a company incurs to attract talent.

Software that allows an organization to use a collection of integrated applications to manage business processes and automate many tactical functions is known as a(n): A. Applicant tracking system (ATS) B. Enterprise resource planning (ERP) C. Time and attendance (TAA) program D. Learning management system (LMS)

☑ B. An enterprise resource planning (ERP) system is a collection of integrated applications that manage business processes. An ERP, when implemented correctly, can automate many tactical functions such as data entry, manual communication between HR and payroll, vacation requests, and so on. ✗ A, C, and D are incorrect. A is incorrect because an applicant tracking system (ATS) is a system that stores and tracks applicants for a recruitment process. Typically this type of system can be isolated as a stand-alone system or can be integrated into a wider ERP system. C is incorrect because a time and attendance (TAA) system tracks when people work, when they start and end shifts, and when they are absent from work. Like an ATS, a TAA can also function as a stand-alone system or be integrated into a wider ERP. D is incorrect because a learning management system (LMS) tracks the delivery of electronic educational courses or training programs (also called e-learning). An LMS can function as a stand-alone system or be integrated into a wider ERP system.

An interview in which the interviewer determines the major questions beforehand but allows sufficient flexibility to probe into other areas is known as a(n): A. Structured interview B. Semi-structured interview C. Observation D. Panel

☑ B. An interview in which the interviewer determines the major questions beforehand but allows sufficient flexibility to probe further is known as a semi-structured interview. The benefit of using this data collection method is it allows new ideas to surface from comments made by the participant. ☐✗ A, C, and D are incorrect. A is incorrect because a structured interview is strictly the use of predetermined questions. This method does not allow flexibility to probe other ideas. C is incorrect because the observation method doesn't ask formal questions; rather, it involves watching certain tasks to be performed. D is not the best answer because a panel interview consists of a group of people who interviews a single candidate at one time. The panel interview may be structured or semi-structured.

A unique capability or advantage that differentiates the organization from its competitors is called: A. Research and development B. Core competency C. Providing cheaper products D. Hiring talent faster

☑ B. An organization's core competency is a capability that distinguishes it from its competitors. It is the capability that an organization does exceptionally and uniquely well. ☐✗ A, C, and D are incorrect. A is incorrect because research and development is a function within an organization that is responsible for creating new products and services and is not necessarily a core competency of an organization. C is not the best answer because creating cheaper products does not necessarily make an organization competitive. Plus, it is not the product itself that creates a core competency but rather what an organization does collectively very well that makes it rise above competition. D is incorrect because while quickly hiring talent is important, it is really the type of talent that may contribute to the organization's core competency and enable it to be competitive.

Organizational culture can manifest itself in a physical form that often serves as a reminder of something important or a trigger for a special meaning. This element of culture is called: A. Rituals B. Artifacts C. Legends D. Beliefs

☑ B. Artifacts are a physical reminder or symbol of the organization's culture and what is important. Pictures, degrees, or certifications on walls, books, and gadgets are examples of artifacts. ☐✗ A, C, and D are incorrect. A is incorrect because rituals are celebrations or events held to signify something important in the organization. C is incorrect because a legend is an organizational hero that is exhibited in the form of storytelling that is passed on from one employee to another, and D is incorrect because beliefs are a set of understandings or assumptions.

A reservist was called to active duty for five years. Upon return to the United States mainland, he was informed that the position he left had been upgraded and filled by a permanent employee. Does the employer have any responsibilities to the reservist related to reinstatement of employment? A. The reservist has been gone more than 180 days; therefore, the employer has no duty to reinstate him in the same position. B. The reservist has 90 days following the completion of service to apply to the employer for reinstatement. C. The employer must reinstate the reservist promptly but may terminate his employment for cause within 60 days. D. The employer must reinstate the reservist promptly but may terminate his employment for cause after 180 days.

☑ B. Following the reservist's application for reemployment, the employer must reinstate him promptly. ☐✗ A, C, and D are incorrect. The Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 requires employers of reservists who have been on active duty for 181 or more days to reemploy them promptly after completing their service.

The estimation of the likelihood of an event becoming a reality in the future, based on available data from the past, is known as: A. Benchmarking B. Forecasting C. Metrics D. Executive summary

☑ B. Forecasting is the estimation of the likelihood of an event becoming a reality in the future, based on available data from the past. HR may forecast both short- and long- term staffing needs based on projected sales, new service lines, and attrition, which all affect a company's need for skills. ☐✗ A, B, and D are incorrect. Benchmarking, metrics, and executive summary are indicators of the "here and now" and do not adequately represent what we were looking for in terms of predicting the future.

What is HR's primary strategic value to the organization? A. Ability to recruit top talent for strategic initiatives B. Intimate knowledge of all core functional business areas C. Ensuring that the company is free from litigation D. Training and development of staff aligned to key strategic initiatives

☑ B. HR brings the most value to an organization when HR professionals are knowledgeable about all parts of the business. Functional leaders are able to leverage HR's knowledge of the business and how it impacts the people aspect to determine the best strategic direction for their areas and the company overall. ☐✗ A, C, and D are incorrect. A and D are incorrect because recruiting and training highly skilled talent is a function of HR, but these are not the only areas where HR contributes materially to the business. C is incorrect because an HR professional can't guarantee that a company will never be sued. HR must be ready to provide and interpret information in an employee's file and any investigations to third parties such as courts or government agencies.

Which of the following is a reason to disclose medical information that was obtained through pre-employment drug testing to a third party? A. The manager requests the information in relation to an employee transferring to a school bus driver position. B. For a disability claim. C. The employee gives verbal approval to release the information. D. Evidence of illegal drugs must always be reported to local law enforcement.

☑ B. If an employee makes a disability claim, the employer must release health information to the insurer to assist in determining the merits of the claim. ☐✗ A, C, and D are incorrect. A is incorrect because health information should never be released to an employee's manager. If the information affects whether a person meets the minimum qualifications for a job transfer, then HR should review and share with the manager that the person is ineligible to transfer. Why an employee is ineligible is not important. C is incorrect because an employer should not accept verbal authorization when discussing health information. Releasing health records should be scrutinized and information released in the narrowest fashion allowed by law. D is incorrect because employers cannot share health information with a third party unless the employee authorizes such in writing.

How many employees does a company need to have in order to comply with the Americans with Disabilities Act (ADA)? A. 25 employees B. 15 employees C. 20 employees D. 10 employees

☑ B. In 1994, the ADA was amended to cover employers with 15 or more employees. ☐✗ A, C, and D are incorrect. They are all incorrect because only companies with 15 or more employees are required to comply with the ADA regulations.

Molly is informed by her new employer that her job offer is contingent on a successful background check. The background check will be conducted by the employer within 30 days. Which of the following statements about the employer's responsibility as it relates to the Fair Credit Reporting Act (FCRA) is correct? A. The employer must share with Molly how the information will be used. B. The employer is not required to comply with the FCRA. C. The employer must get Molly's written permission. D. The employer must let the consumer reporting agency (CRA) know that it obtained Molly's permission before conducting the background check.

☑ B. In this case, the employer does not have to comply with the FCRA because the employer is not using a third party to collect the information. There are other privacy, ADA, and EEO regulations that the employer must adhere to, but specifically the FCRA is applicable only when utilizing a third party to conduct a background check and that third party meets the definition of a consumer reporting agency (CRA). ☐✗ A, C, and D are incorrect because all three are FCRA requirements that an employer must meet if utilizing a consumer reporting agency to conduct a background check.

In Michael Porter's five forces analysis, five forces shape the competitive landscape for any industry. What are they? A. Budget, workforce, wages, benefits, and leadership B. Political/legal, economic, social, technology, and competition C. Supply chain, finance, marketing, operations, and human resources D. Quality products, best price, fastest service, customer service, and sales

☑ B. Michael Porter's five forces analysis evaluates these five forces: political/legal, economic, social, technology, and competition. These forces are seen as primary influencers on an organization's ability to compete in the marketplace. ☐✗ A, C, and D are incorrect. None of these options represents Michael Porter's five forces analysis.

Which of the following applications would you use if multiple people will update the application and run complex queries from it? A. Presentation B. Database C. Spreadsheet D. Report

☑ B. Multiple people who can produce complex queries can use a database. ☐✗ A, C, and D are incorrect. While they all have different levels of information, they do not produce at the capacity of a database. Some of these are static or can be used by only one person at a time such as a spreadsheet or report.

What is the strategic value of evaluating the relationship of employee salaries to the pay range midpoint? A. To determine pay compression B. To determine whether pay rates are competitive to the market C. To determine the company's overall cost per employee D. To establish position pay ranges

☑ B. Organizations use the basic compensation ratio of an employee's pay rates divided by the pay range midpoint to determine whether employee salaries are competitive in the marketplace when compared to employees of comparable skills and experience. ☐✗ A, C, and D are incorrect. A is incorrect because pay compression, which occurs when employees with less experience are paid almost as much as those with significantly more experience, is determined by comparing the salaries of senior employees to junior employees. C is incorrect because the company's overall cost per employee is determined by adding all salaries (includes overtime), benefits, and bonuses and by dividing that by the total amount spent on all employees in the organization.

A series of increasingly severe penalties for repeated offenses is called: A. Performance evaluation B. Progressive discipline policy C. Performance improvement plan D. Formal discipline policy

☑ B. Progressive discipline generally includes a series of increasingly severe penalties for repeated offenses, typically beginning with counseling or a verbal warning. ☐✗ A, C, and D are incorrect. A series of increasingly severe penalties for repeated offenses is called a progressive discipline policy.

Which of the following is a true statement about measuring days to fill? A. Days to fill should be monitored closely because the longer a position remains open, the more likely it is to go unfilled. B. Days to fill (speed) should be evaluated in relation to cost and quality of hire. C. It is more cost effective for companies to hire temporary workers once a key position is open for more than 2 months. D. If it is taking a while to fill a position, a company should adjust the total compensation for the position.

☑ B. Talent acquisition must balance the desire to fill positions quickly with the cost to engage in aggressive recruiting tactics, as well as with the quality of the applicants. Losing focus on all three measures may decrease quality and lengthen the recruiting process. ☐✗ A, C, and D are incorrect. A is incorrect because the length that a position is open does not necessarily increase the likelihood that it will go unfilled. C and D are incorrect because both are recommended strategies to address hiring needs that companies might determine are best given the company's unique situation.

Jayson, a 20-year-old college student, gets hurt in a car accident in the company's vehicle. He is unconscious. The person in the vehicle with him is the HR manager and accompanies him to the hospital where some members of Jayson's family are already waiting. The HR manager discloses to the doctor and Jayson's cousin that Jayson is HIV positive. Has the HR manager violated the Health Insurance Portability and Accountability Act (HIPAA)? A. No, because the HR manager disclosed the information in order to save Jayson's life. B. Yes, because the HR manager divulged confidential medical information to Jayson's family member without his written consent. C. No,becauseJayson'scousinjusthappenedtobenearthedoctorwhentheHRmanager was updating the doctor. The HR manager is covered by the bystander clause. D. Yes, because the HR manager should never disclose confidential medical information to anyone without Jayson's consent.

☑ B. The Health Insurance Portability and Accountability Act (HIPAA) prohibits employers from disclosing confidential medical information to third parties and family members without the consent of the employee. ☐✗ A, C, and D are incorrect. There are few exceptions to HIPAA. If a person is injured and unable to give permission, a medical professional can share information with the people who are accompanying the injured if it seems as though this will be in the injured's best interest. However, the employer should not intentionally share information simply because it was deemed that the information could save a person's life.

In XYZ organization the leadership team thinks that the expression of humor in the workplace will improve productivity. This is an example of what kind of cultural element? A. Norms B. Beliefs C. Directives D. Values

☑ B. The leadership feeling like humor improves productivity is an example of a belief. Beliefs are assumptions and convictions that are believed to be true. ☐✗ A, C, and D are incorrect. A is incorrect because norms represent unwritten expectations of an organization. C is incorrect because directives are stated expectations, and D is incorrect because values are a list of adjectives used to describe the desired culture of an organization.

What qualifies as having a "disability" under the ADA? A. A physical or mental impairment that substantially limits three or more major life activities, a record of such an impairment, or you are regarded as having such an impairment. B. A physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or you are regarded as having such an impairment. C. A physical or mental impairment that substantially limits two or more major life activities, a record of such an impairment, or you are regarded as having such an impairment. D. A physical or mental impairment that substantially limits four or more major life activities, a record of such an impairment, or you are regarded as having such an impairment.

☑ B. Under the ADA, you have a disability if you have at least one of the following: a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or you are regarded as having such an impairment. ☐✗ A, C, and D are incorrect. They are incorrect because the impairment needs only one limit on major life activity.

When a test or survey's measurement consistently measures what it is supposed to, it is known as: A. Quality B. Reliability C. Validity D. Effectiveness

☑ B. When a test or survey consistently measures what it is supposed to, it is known to be reliable. For example, test-retest reliability is a form of measure that is obtained by administering the same test twice over a period of time to a group of individuals. ☐✗ A, C, and D are incorrect. They do not best represent the formal answer to a survey that consistently measures what it is supposed to measure.

Employees frequently share a story of how the founder rescued the organization from the brink of closure because of an unscrupulous competitor by creating an innovative product and taking it to market quickly. Each time the story is shared, it reminds the employees of the importance of being innovative, quick thinking, and resilient. This is an example of what cultural element? A. Rituals B. Artifacts C. Legends D. Beliefs

☑ C. A legend is an example of a cultural element that is exhibited in the form of storytelling that typically involves a villain and a hero ultimately saving the organization. Think of Facebook's CEO Mark Zuckerberg, for example. The story is that through his quick wit while a student at Harvard he was able to outwit colleagues and launch what we now know today as Facebook. In his organization he is known the cultural element, a legend. This is a story that is most likely shared from one employee to another. ☐✗ A, B, and D are incorrect. A is incorrect because rituals are events or celebrations held to signify something of importance to the organization. B is incorrect because artifacts are a physical element used to signify something of importance, and D is incorrect because beliefs are a set of unwritten assumptions.

A description of how an organization will achieve its vision is called: A. Job description B. Purpose statement C. Mission statement D. Summary plan description

☑ C. A mission statement describes how an organization is going to achieve its vision. ☐✗ A, B, and D are incorrect. A is incorrect because a job description describes a job's responsibilities and qualifications that are required for success. B is incorrect because a purpose statement is a sentence that summarizes the topic or goals of a particular document. D is incorrect because a summary plan description communicates a health or retirement plan's eligibility requirements, obligations, and specific benefits available for employees and their dependents.

A structured interview in which the interviewer asks a series of predetermined questions is called a(n): A. Panel interview B. Targeted selection C. Patterned interview D. Observed interview

☑ C. A patterned interview is a structured interview in which the interviewer asks a series of predetermined questions. This method ensures that answers can be reliably aggregated and that comparisons between surveys or interviews can be made with confidence. ☐✗ A, B, and D are incorrect. A is incorrect because a panel interview is when a candidate or participant is asked a series of questions by a group of people. B is incorrect because a targeted selection interview is based on a predetermined set of competencies and asks how a participant acts in certain situations. D is incorrect because an observation method of interview is to simply watch how a participant performs.

Computer software that simulates a worksheet used to tabulate data and create graphs based on data is known as what tool? A. Presentation B. Application C. Spreadsheet D. Balance sheet

☑ C. A spreadsheet is computer software such as Excel or Lotus that simulates a worksheet used to tabulate data and create graphs based on data entered. HR will often use spreadsheets to calculate compensation, employee scheduling, recruitment candidate tracking, checklists, and so on. ☐✗ A, B, and D are incorrect. None of them represents spreadsheet software that calculates data and creates graphs.

Which of the following applications would you use if you wanted to see a nonrelational view of data that will be used for frequent calculations and statistical comparisons? A. Presentation B. Database C. Spreadsheet D. Report

☑ C. A spreadsheet is used to track and display nonrelational data that is used to calculate or draw statistical comparisons. In other words, a spreadsheet will hold data such as employee names, job title, department, and compensation compa-ratio to determine whose pay is closest to market. ☐✗ A, B, and D are incorrect. A is incorrect because a presentation is a vague term and does not track data. B is incorrect because a database tracks relational data in terms of tables. D is not the best answer because a report is something printed from a spreadsheet or database but not what we are looking for in an application or software capability.

Deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination is a(n): A. Code of conduct B. Vets 100 report C. Affirmative action plan D. EEO-1 report

☑ C. Affirmative action plans (AAPs) define an employer's standard for proactively recruiting, hiring, and promoting women, minorities, disabled individuals, and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. ☐✗ A, B, and D are incorrect. A is incorrect because it is a remedy to assist wrongdoing, but an affirmative action plan is considered the foremost remedy to amend historical wrongdoings. B and D are incorrect. They are reporting requirements under separate laws.

Who is required to file an annual EEO-1 report? A. All private employers that are subject to Title VII and have 50 or more employees B. All private employers that are subject to Title VII and have 75 or more employees C. All private employers that are subject to Title VII and have 100 or more employees D. All private employers that are subject to Title VII and have 150 or more employees

☑ C. All private employers that are subject to Title VII and have 100 or more employees need to file an EEO-1 report. ☐✗ A, B, and D are incorrect. The correct number is 100 employees. Federal contractors with 50 or more employees are required to file the EEO-1 report. This includes all private employers that are subject to Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972) with 100 or more employees, excluding state and local governments, primary and secondary school systems, institutions of higher education, Indian tribes, and tax-exempt private membership clubs other than labor organizations. This also includes all federal contractors (private employers) that are not exempt as provided for by 41 CFR 60-1.5; have 50 or more employees; are prime contractors or first-tier subcontractors; have a contract, subcontract, or purchase order amounting to $50,000 or more; serve as a depository of government funds in any amount; or are a financial institution that is an issuing and paying agent for U.S. Savings Bonds and Notes.

Comparing an organization's performance against the "best practices" of other leading companies is known as: A. Competition B. Metrics C. Benchmarking D. Analytics

☑ C. Benchmarking is comparison of an organization's performance against the best practices of other leading companies. For example, HR will often seek best-practice information in recruitment, employee engagement and retention, and HR strategies in helping organizations to achieve the desired business results. ☐✗ A, B, and D are incorrect. They are incorrect because while competition, metrics, and analytics may be part of benchmarking, they do not individually adequately define the seeking and comparing of best practices.

When survey results are vague and difficult to determine what employees are saying, which is the best way to validate the data? A. Re-administer the entire survey; people will understand. B. Find out how individual employees answered the survey. C. Conduct focus group sessions to gain further insights. D. Throw away the survey; anything vague is worthless.

☑ C. Conducting focus group sessions is a great way to gain further insights in otherwise confusing survey results. A focus group is when a group of people is asked about their perceptions, opinions, beliefs, and attitudes toward a topic, concept, or idea. ☐✗ A, B, and D are incorrect. They are not the best way to validate confusing results. Resurveying employees can cause survey fatigue, and often employees will grow complacent in providing any useful information over time. In addition, employees may not want to be identified individually because they may be reluctant to provide honest feedback. Taking great care and utilizing surveys effectively, an organization will yield benefits from insights already provided by employees.

Why should HR be involved in the strategy formulation, development, implementation, and evaluation of a business? A. Staffing projections significantly contribute to a company's strategic direction. B. Ensure that HR has a "seat at the table" so that the voice of the people can be heard. C. Depending on the strategic orientation of the company, HR's role may differ. D. Ensure the strategy is compliant with federal, state, and local regulations.

☑ C. HR's strategic role varies depending on the organization's strategic orientation. To ensure that there is clarity regarding how HR can be of continual value to the organization, HR must advocate to be part all phases of the strategic planning and implementation process. ☐✗ A, B, and D are incorrect. All three choices are important but do not fully represent the reason why HR needs to be involved in all parts of the strategic planning process.

The Electronic Communications and Privacy Act of 1986 establishes: A. That an employer can monitor all employee communications B. That an employer can monitor employee e-mail without written consent C. That an employer can monitor employee electronic communications if the employer can show a legitimate business purpose D. That an employer can monitor oral communications only when transmitted via phone

☑ C. If an employer can provide a legitimate business reason for monitoring an employee's electronic communications, the employer can do so with or without the employee's consent. ☐✗ A, B, and D are incorrect. An employer is prohibited from monitoring any electronic employee communication without the consent of the employee or a legitimate business purpose per the provisions of the ECPA.

What provides insight into business trends and patterns and helps improve decisions? A. Pie chart B. Executive summary C. Business intelligence D. Histogram

☑ C. It is business intelligence that provides insight into business trends and patterns and helps improve decisions. For HR, business intelligence is displayed as metrics, analytics, or dashboards. ☐✗ A, B, and D are incorrect. They are incorrect because pie charts, histograms, and executive summaries are part of business intelligence. They may not individually provide meaningful insights into business trends.

Farough wants to return to work as an administrative assistant 2 days after carpal tunnel surgery on her right hand. She is right handed. The medical certification states that she can use her right hand in 14 days. If her employer agrees, which of the following return to work policies apply in this case? A. Reasonable accommodation B. Fit-for-duty exam C. Modified duty D. Interactive dialogue

☑ C. Modified duty is the best description of what is applicable because the accommodation would be temporary. ☐✗ A, B and D are incorrect. A is incorrect because a reasonable accommodation is a permanent solution. Farough only requires an accommodation for a little less than 2 weeks. B is incorrect because a fit-for-duty exam is an appropriate and useful part of a return to work program but, in this case, it is already established that Farough can return to work shortly. The only question is how soon. D is incorrect because an interactive dialogue between the employee and the Return to Work Coordinator regarding the employee's fitness to return to work is something required by the American with Disabilities Act. However, carpal tunnel is not covered under ADA. It is a best practice for an employer to maintain an open dialogue with injured employees but it is not required in all cases.

While it's not a written policy, while working in a particular organization, it is widely known that there are high expectations of employees to participate in community events such as parades and fundraisers. This is an example of what kind of cultural element? A. Values B. Objectives C. Norms D. Beliefs

☑ C. Norms are unwritten expectations or informal guidelines of how one should behave in a group or organization. Norms are derived from values. Community participation, customer story sharing, and the unspoken expectation that everyone must work late in evenings to be successful are all examples of norms. ☐✗ A, B, and D are incorrect. A is not the best answer because norms are derived from values. Norms are external actions taken, while values are more of an abstract list of adjectives by which all agree to conduct business (i.e., integrity, respect, customer focused). B is incorrect because objectives are goals that are part of the overall strategic plan of an organization. D is incorrect because beliefs may shape norms and values. However, norms are actual external actions taken as a result of a belief system.

Jackson, a 47-year-old white male, was extended an offer of employment contingent on a successful drug screen. After 3 weeks on the job, he was released because amphetamines were found in his drug screen. Jackson shared on his application that he had a medical condition for which he was prescribed the amphetamines. Which federal law did the employer most likely violate when Jackson was fired? A. Drug-Free Workplace Act B. Age Discrimination in Employment Act C. Americans with Disabilities Act D. Title IV

☑ C. Once Jackson disclosed his amphetamines prescription because of an underlying medical condition, the employer became aware of his potential disability. After the job offer was made, rather than firing him after receiving the positive drug screen, HR should have engaged Jackson in the interactive process to ensure that the type of accommodation needed to ensure his ability to execute his job function was in place. ☐✗ A, B, and D are incorrect. A is incorrect because the Drug-Free Workplace Act does not require pre-employment testing. The act only requires that certain employers maintain a drug-free workplace. B and C are incorrect because the ADEA is applicable only if Jackson was not hired or was released because of his age or because he is a member of a protected class. Neither was the basis of the employer's decision to terminate his employment.

Which core business function is responsible for developing and delivering a company's products or services to customers? A. Marketing B. Finance C. Operations D. Research and development

☑ C. Operations is the function that essentially makes the business go and brings it all together. Operations is responsible for developing, producing, and delivering products and services to the consumer. Marketing and research and development (R&D) defines a product/service, and sales figures out the best way to get consumers to buy the product/service. ☐✗ A, B, and D are incorrect. A is incorrect because marketing is responsible for positioning a product or service to the consumer. B is incorrect because finance is responsible for processing and documenting the financial resources of the company. D is incorrect because research and development is responsible for exploring and developing new products or services that will bring in future revenue for the company.

Organizational culture reflects a shared understanding among all who work within the company. What are the common components of organizational culture? A. Vision, mission, and values B. Structure, systems, and people C. Values, beliefs, and norms D. Finance, marketing, and operations

☑ C. Organizational culture is a shared understanding of values, beliefs, and norms. These are usually unwritten common understandings for all who work in any organization. Organizational culture is not something easily captured in a written document. Instead, organizational culture consists of shared values, beliefs, and norms that are widely embraced by employees and leadership. ☐✗ A, B, and D are incorrect. A is incorrect because vision, mission, and values are examples of statements that describe the objectives and priorities of an organization. B is incorrect because structure, systems, and people are internal components that make up an organization, and D is incorrect because finance, marketing, and operations are examples of functions within an organization.

A public-sector agency is struggling to meet fiscal responsibilities. The concern is that public retirement funds are outpacing revenues being generated. You are being asked to analyze and present your findings to the leadership team. Which metric would be one of the best to measure? A. Benefit costs as a percentage of revenue B. Benefit costs as a percentage of expense C. Retiree benefit cost as a percentage of expense D. Compensation as a percentage of expense

☑ C. Retiree benefit cost as a percentage of expense will provide insight into the cost of retirement benefits in relation to overall expenses. ☐✗ A, B, and D are incorrect. A is incorrect because benefit costs as a percentage of revenue measure health, dental, and vision and do not necessarily narrow in on retirement costs. B is incorrect because benefit costs as a percentage of expense, as in option A, include all things related to benefits. It does not narrow in on retirement costs. D is incorrect because compensation as a percentage of expense does not measure retirement costs.

A call center depends on the level of sales completed per phone call for its success. An employee's ability to establish credibility and achieve customer satisfaction is critical for optimal performance. The company wants to establish a development program for those who may not be performing to expectations. What metric would you use to measure workforce effectiveness under these circumstances? A. Customers per employee B. Expenses per employee C. Revenue per employee D. Labor cost per employee

☑ C. Revenue per employee would be a good place to capture how effective each employee is in completing sales. ☐✗ A, B, and D are incorrect. A is incorrect because customers per employee measures the quantity of customers each employee manages. It does not measure how effective an employee is in closing sales. B is incorrect because expenses per employee measures how much is spent per employee. It does not measure how effective an employee is in closing sales. D is incorrect because labor cost per employee measures how much a company spends on wages and benefits per employee. It does not measure employee effectiveness.

The Fair Labor Standards Act (FLSA) of 1938 established: A. The equitable treatment of all workers B. Fair wages for all workers C. Overtime and minimum wage requirements D. A standard of conduct for supervisors

☑ C. The Fair Labor Standards Act (FLSA) of 1938 is the cornerstone wage and labor legislation. The FLSA established the 40-hour workweek, minimum wage, overtime guidelines and record-keeping, and child labor standards for both the private sector and governments. ☐✗ A, B, and D are incorrect. A and B are incorrect because the equitable treatment of all workers and fair wages for all workers are addressed in other legislation such as Title VII of the Civil Rights Act of 1964. D is incorrect because standards of conduct for supervisors are addressed both by employment legislation and by internal company policy; therefore, standards of conduct may vary from organization to organization.

An employee of a doctor's office often takes a work laptop home. Information about patients is stored on the laptop for the employee's easy reference. While the employee is in a local grocery store, someone breaks into his car and steals the laptop. Which federal law should the employer be concerned about? A. Federal Data Protection Act B. Sarbanes-Oxley Act of 2002 C. Health Insurance Portability and Accountability Act D. Title 21 Code of Federal Regulations (21 CFR Part 11)

☑ C. The Health Insurance Portability and Accountability Act is a privacy rule that regulates the security and confidentiality of patient information. The issue in this case is whether the employer did all it could to protect patient medical information. ☐✗ A, B, and D are incorrect. A is incorrect because the Federal Data Protection Act does protect consumer information but does not apply specifically to private medical information. B is incorrect because the Sarbanes-Oxley Act of 2002 does not apply to private medical information. D is incorrect because the Title 21 Code of Federal Regulations (21 CFR Part 11) does not apply to private patient medical information.

A SWOT analysis used for planning identifies an organization's: A. Statements, workplace, operations, and technology B. Safety, workforce, organization, and terms C. Strengths, weaknesses, opportunities, and threats D. Salary, wages, objectives, and taxes

☑ C. The SWOT analysis evaluates the internal strengths, internal weaknesses, external opportunities, and external threats of an organization. The SWOT is designed to enable leaders to evaluate internally and externally what can help or hinder the organization's success in meeting its vision and mission. ☐✗ A, B, and D are incorrect. None of these options represents the SWOT analysis of strengths, weaknesses, opportunities, and threats of an organization.

Jasmine, an African-American woman, resigns her position as account manager citing that she was harassed by the team leader who supervises her on a daily basis. The team leader has no authority to take tangible employment actions in regard to Jasmine. The sales director claims no knowledge of the events leading up to Jasmine's resignation. As the HR director, how would you advise senior management regarding the company's liability in this case? A. There is no liability because Jasmine did not report the incidents that led up to her decision to resign. B. The company is vicariously liable because the team leader meets the definition of a supervisor as established by the Ellerth and Faragher cases on sexual harassment. C. The company is not liable for the team leader's actions because the Supreme Court in Vance v. Ball State University narrowly defined supervisor as the person who may take tangible employment actions such as demotion or termination of employment. D. The company is liable because the team leader meets the definition of supervisor as established by the Equal Employment Opportunity Commission (EEOC).

☑ C. The Supreme Court decision in Vance v. Ball State University established that a person is a supervisor for the purposes of vicarious liability in cases of unlawful harassment under Title VII only if that person can take tangible employment actions against the accuser. The Supreme Court rejected the guidance of the Equal Employment Opportunity Commission (EEOC) that a supervisor may be an individual who has authority to direct an employee's daily work activities. However, the employee still maintains the right to sue the company for being negligent in preventing the harassment. ☐✗ A, B, and D are incorrect. A is incorrect because the assumption that Jasmine did not report the incidents is irrelevant. Also, the scenario does not indicate that she did not report, only that the sales director claims no knowledge of a report. Jasmine could have reported directly to HR or some other supervisory authority. B is incorrect because the Ellerth and Faragher cases, taken together, established that whether an employer is vicariously liable depends on what happened to the plaintiff and on whether the harassment resulted in tangible employment actions being taken. D is incorrect because the EEOC guidance is only guidance, but Title VII did not define "supervisor" for the purposes of unlawful harassment.

A progressive discipline process generally starts with: A. Performance improvement plan B. Co-worker warning the employee C. Verbal warning D. Written warning

☑ C. The first step in a progressive discipline process is an oral/verbal warning. ☐✗ A, B, and D are incorrect. A is incorrect because a performance improvement plan could possibly be issued after a verbal warning was given to an employee to help the employee with performance for a variety of reasons. B is incorrect because this would be outside of the formal employer process. D is incorrect because that would typically be the second step of the process.

What is the best way to help employees overcome concerns of confidentiality when using web-based survey tools? A. There is no security over the Web; have employees use paper-based surveys only. B. Have leaders or security watch over the computer while employees participate in the survey. C. Use random protected passwords and third-party administration and establish a good communication plan. D. Ignore the employee concerns about confidentiality and require employees to participate anyway.

☑ C. Utilizing random protected passwords, using third-party administration, and establishing a good communication plan are best practices for helping employees overcome privacy fears. ☐✗ A, B, and D are incorrect. These are not the best methods for helping employees feel comfortable sharing information through a survey. Great care needs to take place, and a strong communication plan about the steps taken to secure privacy is the best approach.

Which of the following best describes HR's cross-functional relationship with sales? A. Collaborating on ways to manage costs B. Managing labor relations in different markets C. Aligning incentive programs with local practices D. Collaborating with operations to develop staffing plans

☑ C. With respect to the sales force, HR should work closely and collaboratively to adopt incentive programs that align with the culture and practices of the markets where the sales team is conducting business. This is a strategic function of HR. ☐✗ A, B, and D are incorrect. A is incorrect because managing costs is a cross-functional relationship HR has primarily with finance and accounting. B and D are incorrect because managing labor relations is primarily a cross-functional relationship of HR, and operations and staffing is a cross-functional relationship that HR has with all core business functions.

A person from inside or outside an organization who assists an organization to transform itself is known as a(n): A. Human resource B. Executive leader C. Contingency worker D. Change agent

☑ D. A change agent is a person who helps facilitate transformation within an organization. A change agent can be anyone external or internal that serves as a "champion of change." Often human resource staff are called upon to be change agents. ☐✗ A, B, and C are incorrect. While these all may have some role in the workplace, they may not necessarily serve as a facilitator of change.

A type of chart used to visualize the trend of something over time is called a: A. Pie chart B. Histogram C. Frequency distribution D. Line graph

☑ D. A line graph is used to visualize the value or trend of something over time. For example, HR may use a line graph to display monthly or yearly turnover trends. ☐✗ A, B and C are incorrect. They are not the best answers because pie charts, histograms, and frequency distributions do not plot a trend over time.

A statistical analysis tool that gives an overview of variables that tend to go up and down together and in a specific direction, such as data that shows the cost of recruitment rises as the turnover number increases, is called a: A. Database B. Filter C. Spreadsheet D. Correlation

☑ D. A statistical analysis tool that gives an overview of variables that tend to go up and down together and in a specific direction is a correlation study or matrix. This statistical analysis tool can provide insights into how one variable can impact another. ☐✗ A, B, and C are incorrect. These are all tools that may not directly provide a correlation of variables. It depends on how the spreadsheet or database is set up to display information.

Creating statistical models that predict demand for the next year, given relatively objective statistics from the previous year, is known as: A. Graph B. Metrics C. Benchmarking D. Trend analysis

☑ D. A trend analysis is creating statistical models that predict demand for the next year, given relatively objective statistics from the previous year. HR may create a trend analysis of turnover from the previous year to predict labor needs in the next year. A trend analysis feeds forecasting decisions. ✗ A, B, and C are incorrect. They are not the best answers because graphs, metrics, and benchmarking are too vague. A trend analysis may utilize graphs or metrics to display data, but these items do not necessarily indicate a trend that can be used to predict the future.

Using a spreadsheet you need to combine two lists, one with employee hire dates and salary and the other with department heads and bonus results. What is the name of the function that combines two lists into a single list? A. Pivot table B. Sorting C. Filter D. Vlookup

☑ D. A vlookup is a function in a spreadsheet that enables someone to combine two lists into a single list. This function filters through large volumes of data and selects information based on a set of conditions. ☐✗ A, B, and C are incorrect. They do not reflect the function of combining two lists in a spreadsheet.

To provide expert consultation to the organization, an HR professional must understand how other functions in the organization perform their work. Which of the following is a core business function typically found in organizations? A. Sales and marketing B. Information technology C. Operations D. All of the above

☑ D. All the choices listed are core business functions that an HR professional can expect to encounter in every organization. Core business functions that are found in every organization are sales and marketing, information technology, production/ operations, finance and accounting, and research and development. The names of the functions vary depending on the industry and whether the organization is a private or public entity. For example, in a public school district, research and development may be the curriculum department, but at a pharmaceutical company, it may actually be called research and development. For an HR professional to display credibility and expertise, it is critical that there is a solid understanding of how each function executes their contribution to the organization. ☐✗ A, B and C are incorrect. They are all incorrect since "all of the above" is the correct answer.

The ADA makes it unlawful to discriminate in employment practices such as: A. Benefits B. Promotions C. Pay D. All of the above

☑ D. All the options are correct. The ADA makes it unlawful to discriminate in all employment practices such as benefits, promotions, pay, recruitment, hiring, firing, job assignments, training, leave, lay-off, and all other employment-related activities. ☐✗ A, B, and C are incorrect. D is the best answer.

Which functional areas might be a part of the decision-making process regarding the implementation of a new HRIS? A. An HRIS is a database to house employee information. Only HR needs to be part of determining how best to do so. B. Since this is an information system, it makes the most sense for IT to select the software that will run seamlessly on the company's existing platform. C. HR and IT. D. HR, IT, finance, accounting, and sales.

☑ D. An HRIS is a human resource information system. This database not only stores employee information but synthesizes information that affects employees obtained from various functional areas. Several areas should be collaborated with to ensure that implementation of an HRIS is aligned to the company's strategic direction. For example, finance and accounting will be concerned with the cost of the software, and if those costs are projected to result in savings for the company, sales may be concerned with how the HRIS will track commissions earned. ☐✗ A, B, and C are incorrect. A decision that affects the entire employee population, such as the implementation of an HRIS, should never be made in a silo. At a minimum, a focus group or a survey that captures how all employees and functional areas will interact with the software is needed before decisions are finalized. All of these choices limit the involvement of functional areas that are not immediately obvious such as HR and IT.

A short document, or section of a document, that provides a brief overview of a longer report, proposal, or business plan is known as a(n): A. Analysis B. Recommendations C. Problem statement D. Executive summary

☑ D. An executive summary is a short document, or section of a document, that provides a brief overview of a longer report, proposal, or business plan. In other words, an executive summary provides a concise summary of key points in a longer, more detailed report. This is a popular feature of any report when presenting information to a busy C-suite executive. ☐✗ A, B, and C are incorrect. They are incorrect because an analysis, a problem statement, and recommendations are typically parts of the executive summary and the larger report.

There has been a recent uptick in theft at Brisbane Women's Clothing store. The CEO wants to install a surveillance system. As the HR manager, what should you be most concerned with when advising the CEO on the new system implementation? A. Is the monitoring system visible to employees? B. Are employees aware that there is a new policy? C. Are managers trained on how to operate the new system? D. Is the monitoring policy narrowly tailored?

☑ D. Any surveillance system that a company is considering should be installed only if there is a legitimate business purpose, and the policy that accompanies the installation should be narrowly written to ensure employees' privacy rights are not violated. In addition, as in the NLRB ruling against Whole Foods in 2015, the policy cannot interfere with any union-organizing activity that both union and nonunion employees may legally participate in. ☐✗ A, B, and C are incorrect. HR's most important role in this scenario is to ensure that the policy has met the necessary legal standard. HR is best served if it is working with risk management and legal in crafting a policy that affects employee privacy expectations.

Ralph is the AVP of infrastructure for a small healthcare consulting company. He is concerned because he has had three employees resign in the last 3 months and his department is right in the middle of a major project deliverable. As his HR business partner, what metrics would be most useful to Ralph as you both determine the next course of action? A. Turnover ratio B. Number of grievances C. Cost per hire D. All of the above

☑ D. As Ralph's HR business partner, you will need to help him explore more than just the turnover ratio. His concern is that he is losing staff during a time when he needs employees for a major deliverable. The turnover ratio will help him figure out how frequent turnover really happens and why. The number of grievances will help him figure out, with your help, if the loss in staff is because of a growing displeasure with working conditions, and the cost per hire ratio will help him understand what the true cost of replacing each lost employee is to the organization. ☐✗ A, B, and C are incorrect. They take into account only one aspect of Ralph's concerns. As his HR business partner, it is your role to help him interpret and draw some conclusions about what may be the cause of the increase in turnover and the best staffing strategy forward.

The Consolidated Omnibus Budget Reconciliation Act (COBRA), which provides the continuation of health coverage for a limited time after the loss of a job, is an amendment to which of the following? A. Health Insurance Portability and Accountability Act B. Uniformed Services Employment and Reemployment Rights Act (USERRA) C. Patient Protection and Affordable Care Act (ACA) D. Employee Retirement Income Security Act (ERISA)

☑ D. COBRA is an amendment to ERISA. ERISA was passed in 1974 and set minimum standards for pension and health plans of private employers. ☐✗ A, B, and C are incorrect. A is incorrect because HIPAA is another amendment to ERISA. B is incorrect because USERRA is a law that protects the reemployment rights of armed service personnel when they return from a period of service. It has nothing to do with health insurance. C is incorrect because it is a separate law passed during the most recent administration. It works in conjunction with other healthcare-related statutes but is not an amendment to any prior statute such as ERISA.

What would be the first step for an HR director when an employee requests an accommodation under the Americans with Disabilities Act? A. Assess reasonableness of accommodations B. Choose job accommodations C. Identify job accommodations D. Identify the essential job functions and barriers to performance

☑ D. Identifying essential job functions and then identifying barriers to performance is the first step to determine whether a company can accommodate the disability. ☐✗ A, B, and C are incorrect. These are all later steps in the interactive process under the ADA.

Latoya resigned from her position as vice president of marketing at Kwesi Engineering. She failed to delete her personal e-mail account from the company iPad prior to returning it on her last day. For the next six months, Latoya's personal e-mail was accessible on the company phone and were read by her former manager. By reading the e-mails, did the manager violate any laws? A. Yes, this is a violation of the ECPA. B. No, Latoya has no expectation of privacy. C. No, Latoya gave implicit consent under the provisions of the SCA. D. Yes, under the provisions of the SCA, Latoya's negligence does not constitute authorization.

☑ D. Latoya's carelessness in not deleting her personal e-mail account is not the same as giving the employer authorization to access her e-mail. In the legal case Lazette v. Kulmatycki 2013, the courts found the same in a similar case. ☐✗ A, B, and C are incorrect. While Latoya had no expectation of privacy, she was not giving implicit consent by forgetting to delete the account.

Which group is experiencing adverse impact? Native American Applicants: 22 Hired: 2 Asian Applicants: 30 Hired: 8 Caucasian Applicants: 120 Hired: 35 African-American Applicants: 48 Hired: 5 A. Native Americans and Asians B. Caucasians and Native Americans C. African-Americans and Asians D. Native Americans and African-Americans

☑ D. Native Americans and African-Americans would experience adverse impact in this case. To calculate adverse impact, first divide the number of new hires by the number of applicants in that particular group to determine the selection rate. Then multiply the highest selection rate by 80 percent (the four-fifths rule). The selection rate for African- Americans is 10 percent, and for Native Americans it is 9 percent. The highest selection rate is for Caucasians at 29 percent. Four-fifths of 29 percent is 23 percent. The selection rate for Asians is 27 percent, which is above the 23 percent benchmark. ☐✗ A, B, and C are incorrect. When applying the four-fifths rule, neither Asians nor Caucasians are adversely impacted. All three of these answers include either Asians or Caucasians as a choice.

Which of the following techniques is an example of how human resources can effectively shape organizational culture? A. Measuring how many applications have been processed within a certain timeframe B. Improving on how fast human resource staff members return phone calls and e-mails C. Reducing the number of meetings human resources and leadership attend during the week D. Establishing a compensation program that rewards employees for certain behaviors

☑ D. People will exhibit behaviors that are rewarded and recognized. Establishing a compensation program that encourages certain behaviors is an effective way to shape organizational culture. One common mistake is when an organization wants to change its culture but leaves the old compensation incentives in place that may run contrary to a new direction. ☐✗ A, B, and C are incorrect. A is incorrect because tracking internal human resource activities such as applications does nothing to shape organizational culture. B is incorrect because while returning phone calls is a good customer service tactic, it is not an effective method in shaping organizational culture. C is a superficial tactic that may not necessarily shape organizational culture.

Scott, a 57-year-old white male, is interviewing for Director of Urban Affairs at the National Association for the Advancement of Colored People (NAACP). If Scott is not selected for the position, which of the following laws may be applicable? A. Norris-LaGuardia Act B. TitleVII C. Landrum Griffith Act D. ADEA

☑ D. The Age Discrimination in Employment Act (ADEA) of 1967 provides protections in employment situations for employees 40 years or older. The act states that an employer cannot fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's age. ☐✗ A, B, and C are incorrect. A is incorrect because the Norris-LaGuardia Act is the legislation that banned yellow-dog contracts, which are pledges by workers to the potential employer not to join a union. B is incorrect because Title VII of the Civil Rights Act of 1964 provides protection for individuals who are discriminated against in employment situations on the basis of race, color, national origin, sex, and religion. Title VII applies to employers with at least 15 employees. C is incorrect because the Landrum-Griffith Act, or Labor Management Disclosure Act, is the legislation that regulates the relationship between unions and employers.

The process by which the key stakeholders of an organization envision its future and develop a mission, objectives, and procedures to achieve that future is called: A. Goal planning B. Future planning C. Succession planning D. Strategic planning

☑ D. The definition of strategic planning is indeed the process by which key stakeholders of an organization envision its future and develop a mission, objectives, and procedures to achieve that future. ☐✗ A, B, and C are incorrect. A is incorrect because establishing goals is a result of the larger planning process. B is incorrect because although it is true that the larger planning process may require looking into the future, that is only part of the process. Although succession planning is an action that may result from the larger planning process, C is incorrect because succession planning is not the term describing the overall planning process.

A statement that communicates the organization's top priorities and core beliefs to customers and employees is called: A. Code of conduct B. Employee handbook C. Purpose statement D. Values statement

☑ D. The values statement communicates to customers and employees what the organization's priorities are. An effective values statement is embraced by leadership and provides guidance in key decision-making requirements. ☐✗ A, B, and C are incorrect. They all represent different internal operational documents that may exist in an organization that do not necessarily communicate with the customer as to what are the overall priorities.

What is the main reason a company would want to have a progressive disciplinary policy? A. Investors like seeing proper policies. B. It makes the HR department job's much easier. C. Marketing and operations require this of the HR department. D. Employees are treated fairly and to cultivate a positive corporate culture.

☑ D. Treating employees fairly in order to cultivate a positive corporate culture would be the main reason. ☐✗ A, B, and C are incorrect. Although they may be factors, none of these are the main reason for a company wanting to implement a progressive disciplinary policy.

Ensuring that a test or a survey effectively measures what it is supposed to measure is known as: A. Effectiveness B. Quality C. Auditing D. Validity

☑ D. Validity is when a test or a survey effectively measures what it is supposed to measure. The validity of a test describes the degree to which you can make specific conclusions or predictions about people based on how they score. ☐✗ A, B, and C are incorrect. They do not represent the best definition of a valid test. Validity, or content validity, is the best formal answer.