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PHR PracticeTest all Questions & answers solved accurately with Complete Solution Graded A+ latest version
PHR PracticeTest all Questions & answers solved accurately with Complete Solution Graded A+ latest version
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PHR PracticeTest QuestionsWhy is understanding of the legal process valuable for the HR professional?
a. The HR pros are responsible for contacting members of Congress in the event
that legislation should be proposed
b. The business world is increasingly involved with the legislative process, and
the HR professional is a company's outside contact for legislation
c. Understanding the legislative process is essential for small businesses to
become corporations
d. Legislation influences the relationship between employers and employees, and
the HR professional is responsible for understanding this relationship
e. HR professionals are expected to function as lobbyists to Congress should
legislation need to be enacted - CORRECT ANSWER-D: legislation that will
affect a business often affects that business's relationship with its employees.
Because the HR professional is, in some ways, the intermediary between the
employers and the employees, he or she should be familiar with the legislative
process. Answer B is not correct because the HR pro is not necessarily
responsible for contacting a member of Congress about submitting legislation.
Answer B is incorrect because the HR professional is not required to act as the
company's outside contact. Answer C is largely irrelevant to the larger question
and, if true, would only refer to HR pros at small companies that are hoping to
expand. Answer E is also incorrect because lobbying before Congress is a does
not necessarily fall under the specific job description of the HR professional
Which of the following is not involved in the HR professional's analysis of staffing
needs?
a. Create a list of necessary KSAs that will encourage company growth
b. Develop a list of employees who might be ready for promotion
c. Review the economic situation to consider any changes to the company's
hiring policy
d. Consider various hiring options for any open positions, as well as positions
that will be open in the near future
e. Review the results of past hiring decisions to increase the potential success of
future decisions - CORRECT ANSWER-C: While consideration of the economic
situation might be useful, it is not part of the HR pro's analysis of staffing needs.
The other answer choices - creating a list of necessary KSAs that will encourage
,company growth, developing a list of employees who might be ready for
promotion, considering hiring options for open positions, and reviewing the
results of hiring decisions for future hiring - are all part of an analysis of staffing
needs.
Which of the following is not a part of the 4 categories of intervention, as defined
by Thomas Cummings and Christopher Worley in their book Organization
Development and Change?
a. Techno-structural
b. Human resource management
c. Change management
d. Strategic
e. Human process - CORRECT ANSWER-C: The 4 categories of intervention, as
presented by Cummings and Worley in Organization Development and Change,
are Techno-structural, Human Resource Management, Human Process, and
Strategic. Change management is more of another way to describe intervention
within an organization than it is a category of intervention.
Which of the following is not a piece of legislation that covers employee deferred
compensation programs?
a. Family Medical and Leave Act
b. Retirement Equity Act
c. Small Business Job Protection Act
d. Older Worker Benefit Protection Act
e. Pension Protection Act - CORRECT ANSWER-A: Among the answer choices
provided, only the FMLA does not reference or cover employee deferred
compensation programs. The Retirement Equity Act (B), the Small Business Job
Protection Act (C), the Older Worker Benefit Protection Act (D), and the Pension
Protection Act (E) all provide for deferred employee compensation programs in
some way.
Which of the following best defines the purpose of a HR audit?
a. Reviewing the organization of the HR dept. and making any necessary
changes
b. Taking stock of current compliance with labor relations laws and updating
company policies accordingly
c. Considering overall improvements that HR can make within the company
, d. Reviewing current training programs to consider internal improvement
e. Analyzing the organization's recruiting methods and policies - CORRECT
ANSWER-C: The purpose of a HR audit can be fairly extensive in scope--to
consider overall improvements that can be made within the company. Answer A
is incorrect because a HR audit is certainly not limited to the HR dept., nor would
a review of the organization within the HR dept. represent an audit. Answer B is
incorrect because it is too limited in focus. A HR audit might include a review of
compliance with labor relations laws, but it is not the only focus of a HR audit.
Answers D and E are also incorrect because they are do not include the larger
purpose of the HR audit and focus only on elements of the audit.
What is the HR professional's strategic role in organizations?
a. Produce definitive change
b. Encourage employees in their personal strengths
c. Manage relationships between employees and the company
d. Handle any issues arising from compliance problems
e. Manage all employee problems - CORRECT ANSWER-B: The HR pro is
expected to encourage employees in their strengths and when necessary, help
employees in building their strengths. Answer A is incorrect. While the HR
professional's responsibility is related to change in organizations, it cannot
produce definitive change if the need is too great. Answer C can be correct in the
greater sense of the HR professional's job, but is not specific enough for the HR
professional's responsibility within organizations. Similarly, answers D and E
relate to the HR pro's job description but not within organizations.
Gabriela is an HR professional who has been given the responsibility of filling a
position within the HR dept. She is ready to begin making the details of the
position available to interested candidates and pursuing potential employees who
will fill the reqs of the job as best as possible. This process is known as which of
the following?
a. Hiring
b. Sourcing
c. Tracking
d. Selection
e. Recruiting - CORRECT ANSWER-E: The process described in question 12 is
that of recruiting, or making the details of making the position available to
interested candidates and pursuing potential employees who will fill the reqs of
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