[2024] Earn Quick And Easy Success With PHR Dumps
Free PHR pdf Files With Updated and Accurate Dumps Training
HRCI PHR Certification Exam is a highly respected exam in the field of human resources. It is a comprehensive exam that covers a wide range of topics related to human resource management. Those who pass the exam are recognized as having the knowledge and skills necessary to excel in the field of human resources. Professional in Human Resources certification is recognized by employers and peers alike, and it is often a requirement for those seeking employment in the field of human resources.
NEW QUESTION # 39
The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?
- A. It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
- B. It is additional boycotts against companies that do business with a company which the union is boycotting.
- C. It is two or more boycotts by two or more union-backed organizations against one company.
- D. It is an effort to create more than one boycott on an organization, on two or more revenue streams.
Answer: A
NEW QUESTION # 40
Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?
- A. IRS
- B. FDIC
- C. Department of Labor
- D. Pension Benefit Guaranty Corporation
Answer: B
NEW QUESTION # 41
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?
- A. Edgard Schein
- B. Frederick Herzberg
- C. Allen A. Kennedy
- D. W. Edwards Deming
Answer: A
NEW QUESTION # 42
Martha is the HR Professional for her organization and she's working with her team to complete non- quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
- A. Factor comparison
- B. Job classification
- C. Whole job ranking
- D. Job slotting
Answer: A
NEW QUESTION # 43
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
- A. Albemarle Paper versus Moody, 1975
- B. Griggs versus Duke Power, 1971
- C. McDonnell Douglas Corp. versus Green, 1973
- D. Washington versus Davis, 1976
Answer: B
Explanation:
Explanation/Reference:
NEW QUESTION # 44
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?
- A. Edgard Schein
- B. Frederick Herzberg
- C. Allen A. Kennedy
- D. Edwards Deming
Answer: A
NEW QUESTION # 45
Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?
- A. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.
- B. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to theemployee.
- C. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
- D. Specific compensable factors are identified and then performance levels within the factors are documented.
Answer: A
NEW QUESTION # 46
The HR Professional must take measures to ensure that he is involved with all areas of the HR Impact Model. What component of the HR Impact Model serves as the process integrator of all components?
- A. Consultation
- B. Catalyst
- C. Programs and Processes
- D. HR Professional
Answer: B
NEW QUESTION # 47
Which of the following is the process of systematically determining a relative internal value of a job in an organization?
- A. Gainsharing
- B. SWOT Analysis
- C. Job evaluation
- D. Broadbanding
Answer: C
NEW QUESTION # 48
What nonmathematical forecasting technique uses rounds of anonymous surveys among participants to determine consensus on the direction of employment trends, candidate selection, or other forecasting topics?
- A. Qualitative forecast
- B. Delphi Technique
- C. Management forecast
- D. Trend analysis
Answer: B
NEW QUESTION # 49
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the Regents of the University of California versus Bakke lawsuit primarily accomplish?
- A. Universities could not use race as the reason to exclude an applicant to a college admissions program, but the university could use race as one of the reasons to include a person as an applicant to a college admissions program.
- B. Universities could not use race as a reason to not hirea person, but could use race as a reason to hire a person.
- C. Universities could not use race as a reason to include or to exclude a person from a college admissions program.
- D. Universities could not hire a person based solely on their race.
Answer: A
NEW QUESTION # 50
What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year?
- A. 88 percent
- B. 113 percent
- C. $10,000 difference
- D. 1:88
Answer: A
NEW QUESTION # 51
Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of market trends, practices in HR, employee attitudes, and your business needs. What component of the HR Impact Model is addressed in this situation?
- A. Policies and procedures
- B. Programs and processes
- C. Consultation
- D. Catalyst
Answer: D
NEW QUESTION # 52
If a union wants to organize, it typically moves through five steps to the organizing process. Which step of union organization would require the union to collect at least 30 percent of signed authorization cards from employees?
- A. Make a connection
- B. Obtain recognition
- C. The campaign
- D. Confirm interest
Answer: D
NEW QUESTION # 53
As an HR Professional, you must be familiar with the collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. Consider an arbitration process between the management and the union. What term is assigned to the resolution of the disagreement, by an arbitrator's interpretation of the language of the contract?
- A. Interpretation
- B. Resolution
- C. Outcome
- D. Decision
Answer: D
NEW QUESTION # 54
Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law?
- A. ADEA of 1967
- B. ADA and Rehabilitation Act of 2008
- C. Fair Labor Standards Act of 1958
- D. Title VII of the Civil Rights Act of 1964
Answer: D
NEW QUESTION # 55
Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?
- A. Any wound or damage to the body resulting from anevent in the work environment.
- B. Any loss of life or limb resulting from an event in the work environment.
- C. Any pain, suffering, or damage to a person as a result of working in an employee position.
- D. Any physical damage to one's body resulting from an event in the work environment.
Answer: A
NEW QUESTION # 56
The GHF Corporation is looking to hire four software developers. The average pay for software developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering $80,000 for the starting salary they'll attract better performers than their competitors. What is this scenario an example of?
- A. Beating the market
- B. Leading the market
- C. Lagging the market
- D. Matching the market
Answer: B
NEW QUESTION # 57
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