Exam (elaborations)
PHR PracticeTest Questions
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PHR PracticeTest Questions
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PHRPracticeTest
Questions
Why
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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