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NEW QUESTION # 83
Which of the following is a characteristic of effective HR data governance?
Response:
- A. Ignoring data privacy and confidentiality
- B. Allowing unrestricted access to HR data
- C. Ensuring data accuracy and integrity
- D. Relying solely on subjective opinions
Answer: C
NEW QUESTION # 84
When a Compliance Safety and Health Of ficer (CSHO) holds an inspection of a business, all of the following must occur during the inspection EXCEPT:
- A. Tour of facilities
- B. Opening conference
- C. Resolution of problem
- D. Presentation of credentials
Answer: C
Explanation:
During a CSHO inspection, the following should occur: the CSHO should present his credentials, the CSHO should hold an opening conference, the CSHO should tour the facilities, and the CSHO should hold a closing conference. It cannot be expected that the problem, if one is determined to be present, will be resolved during the inspection. A resolution is usually a follow-up result of the inspection.
NEW QUESTION # 85
Which of the following correlation coefficients would indicate the strongest relationship between two variables?
- A. -0.1
- B. +0.7
- C. -0.9
- D. 0
Answer: C
Explanation:
Of the given correlation coefficients, -0.9 would indicate the strongest relationship the Two variables. Correlation coefficients exist on a range from -1 to +1. The strength of the correlation is indicated by the distance from zero, or absolute value, of the coefficient. In other words, whether a correlation coefficient is positive or negative does not influence its strength.
NEW QUESTION # 86
Which of the following is the acronym used to describe an exception to any of the anti- discrimination laws for employment?
- A. BFOQ
- B. EEOC
- C. KPM
- D. AAP
Answer: A
Explanation:
The acronym BFOQ stands for bonafide occupational qualif ication and describes an exception to any of the anti-discrimination laws for employment. (For instance, an acting company may advertise to hire only female applicants when recruiting for a female character in an upcoming show.) EEOC refers to the Equal Employment Opportunity Commission. AAP refers to an affirmative action plan. KPM refers to Key Performance Measures.
NEW QUESTION # 87
Which of the following human resources audits would be most effective for assessing the performance and efficiency of payroll procedures?
- A. Functional audit
- B. Compliance audit
- C. Handbook audit
- D. Strategic audit
Answer: A
Explanation:
A functional audit (also known as a function-specif ic audit) hones in on specif ic human resources functions, such as payroll, performance management, or recruiting, to assess processes and outcomes. A compliance audit assesses business practices and policies within federal, state, and local government regulations. A handbook audit assesses the accuracy, relevance, and awareness of an organization's employee handbook A strategic audit assesses the alignment of human resources practices and systems with the overarching organizational strategy'.
NEW QUESTION # 88
The second of these important amendments to FLSA determined that employers cannot be required to compensate employees who commute long distances to work. Which of the following reflects this amendment?
- A. Portal-to-Portal Act
- B. National Labor Relations Act
- C. Davis-Bacon Act
- D. Equal Pay Act
Answer: A
Explanation:
The Portal to Portal Act, created in 1947, determined that employers cannot be required to compensate employees who commute long distances to work. The Equal Pay Act of 1963 forbids any type of discrimination based on the employee's gender. The Davis-Bacon Act of 1931 and the National Labor Relations Act of 1935 were both created before the legislation of the Fair Labor Standards Act of 1938, so they are irrelevant.
NEW QUESTION # 89
What type of initial message would you convey to the organization regarding this project to gain buy-in?
- A. That the current system is obsolete, and itis a risk to continue to rely on it for human
- B. Thatthere will be lots of training on the new system once itis in place
- C. Thata new system will improve efficiencies and ultimately save the company money
- D. Thatthe executive team is fully committed to replacing the system
Answer: A
Explanation:
To gain buy-in for a large change management initiative, the first step is to create a sense of urgency with your audience so that they understand the importance of the project.
NEW QUESTION # 90
In B.F. Skinner's theory of Operant Conditioning (1957), he provided a list of four strategies for behavioral intervention: positive reinforcement, negative reinforcement, punishment, and which of the following?
- A. Actualization
- B. Encouragement
- C. Extinction
- D. Termination
Answer: C
Explanation:
The fourth of B.F. Skinner's strategies is extinction. The other answer choices-termination, encouragement, and actualization-are not specif ic strategies laid out by Skinner but rather might fall under the four he did describe. Positive reinforcement is a strategy in which desired behavior is rewarded positively. Negative reinforcement is a strategy in which desired behavior is rewarded by removing a negative state or condition. Punishment is similar to the two reinforcement strategies but is designed in a way to eliminate and undesired behavior. Extinction is a measure of how long a behavior will persist without reinforcement.
NEW QUESTION # 91
Within how many months of an incident must a labor charge be filed with the NLRB?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: B
Explanation:
A labor charge must be filed with the NLRB within 6 months of an incident. The charge may, of course, be filed within 3, 4, or 5 months, but these options do not reflect the full legal provision.
NEW QUESTION # 92
What is an advantage of a functional human resources (HR) structure?
- A. Alignment with organizational strategy
- B. Consistency across the entire organization
- C. Accessibility of the HR department for employees
- D. Ensuring compliance and confidentiality
Answer: B
Explanation:
An advantage of a functional HR structure is that HR practices are unif ormly applied throughout the entire organization. Accessibility of the HR department for employees is an advantage of a decentralized HR structure. No matter what the structure of the HR department is, it should be in alignment with the organization's strategy while maintaining compliance and confidentiality.
NEW QUESTION # 93
The CEO asks the CHRO to find out if the workers' current pay rates violate the host country's laws, planning to keep pay rates the same if they are not unlawful. The CHRO determines that the current pay rates are not in violation of the host country's laws.
However, they do violate the company's ethics policy. What should he do?
- A. Advise the CEO that the host country's employees should be paid a living wage that meets
- B. Explain to the CEO that the host countrys employees should be paid the same as their US counter parts.
- C. Develop a step-rate pay system that gradually increases the host countrys employees' pay rates.
- D. Rewrite the company's ethics policy to accommodate the host country's compensation laws.
Answer: A
Explanation:
The CHRO demonstrates ethical competence by advising the CEO to act in accordance with the company's ethics policy. Increasing the pay rates gradually could be a possible consequence, but the company could also decide to implement a dif ferent pay system. A fair living wage in the host country is likely to be dif ferent than current US pay rates. The compam/s ethics policy should not be rewritten in response to this situation.
NEW QUESTION # 94
To find further cost savings, the VP of HR wants to eliminate the benefits and perquisites that employees rarely use. The company has not been tracking usage dat a.
How should she go about determining which ones are underutilized?
- A. Review statistical data on what company benefits employees generally use and do not use.
- B. Conduct interviews with individual employees.
- C. Review stay and exit interviews to determine which benefits are most frequently and
- D. Conduct a company-wide employee survey.
Answer: D
Explanation:
The VP of HR displays the ability to make critical evaluations by being knowledgeable on how to best gather data. The best data collection method in this case is an employee survey.
Conducting interviews is too time intensive and would not survey the entire workforce. Reviewing stay and exit interviews is unlikely to provide the needed information. Reviewing data from outside the organization would not answer the question of which benefits the companys employees are using and not using.
NEW QUESTION # 95
Three barriers resulted in the need for the 1991 Glass Ceiling Act. These barriers were internal structural barriers, societal barriers, and which of the following types of barriers?
- A. Recruitment
- B. Governmental
- C. Educational
- D. Corporate
Answer: B
Explanation:
Governmental barriers were identif ied as part of the need for the Glass Ceiling Act of 1991.
Recruitment and corporate barriers fall under the category of internal structural barriers; educational barriers fall under the category of societal barriers.
NEW QUESTION # 96
Which of the following is NOT an eligibility requirement for Trade Adjustment Assistance?
- A. Applicable only to manufacturing sector workers.
- B. Increased imports must have caused job loss.
- C. The employer's sales must have declined.
- D. The employer's production must have increased.
Answer: D
Explanation:
Increased production by the employer is not an eligibility requirement for Trade Adjustment Assistance. This program was established in 2002 to help those adversely affected by the rise in imported goods. If three or more workers from the same business meet the eligibility requirements, they may receive retraining and employment advice at federal centers.
NEW QUESTION # 97
A company is looking to design more flexibility into its compensation practices in order to empower managers to more accurately reward their employees for high performance.
Which of the following compensation practices is most likely to achieve this goal?
- A. Broadbanding
- B. Market pricing
- C. Pay grades
- D. Pay policy line
Answer: A
Explanation:
Market pricing and establishing a pay policy line are directly linked to market compensation practices and do not of fer a wide variability of options in pay rates. Pay grades of fer some additional flexibility and set a minimum and maximum pay rate for a position or for a set of related positions. Broadbanding combines sets of pay grades and a greater number of positions into a larger range of pay options. This technique allows managers greater agency and flexibility in how they choose to reward or value their employees.
NEW QUESTION # 98
Which motivational theory focuses on the ability to alter behavior through intervention options, such as positive or negative reinforcement?
- A. Skinner Operant Conditioning Theory
- B. Alderfer ERG Theory
- C. Maslow Hierarchy Theory
- D. Vroom Expectancy Theory
Answer: A
Explanation:
43 B.F. Skinner is famous as a behaviorist, concluding that all human actions can be conditioned through behavior modif ication, or dif ferent types of behavioral reinforcement.
NEW QUESTION # 99
The ADDIE model outlines the components of which of the following?
- A. Manufacturing
- B. Leadership
- C. Instructional design
- D. Employee recruiting
Answer: C
Explanation:
The ADDIE model outlines the components of instructional design. The acronym stands for Analysis, Design, Development, Implementation, and Evaluation. These are the steps in the creation, execution, and evaluation of an effective training program. They are very similar to the steps in other quality management programs. Because evaluation is the final step, the ADDIE model indicates that improvement should be ongoing.
NEW QUESTION # 100
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