Question 1

Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. Inher questions, Jane is careful not to ask all of the following questions, except for which one?

Accepted Answer

A)  Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position? 
B)  Where are you from? 
C)  How many children do you have? 
D)  What's your date of birth?

Question 2

Which of the following is a communication that damages an individual's reputation in the community, preventing them from obtaining employment?

Accepted Answer

A)  Gainsharing 
B)  Constructive discharge 
C)  Duty of loyalty 
D)  Defamation

Question 3

Which of the following are narrative methods of appraisal that require managers to describe the employee's performance? Each correct answer represents a complete solution. Choose three.

Accepted Answer

A)  Daily review 
B)  Field review 
C)  Essay review 
D)  Critical incident review

Question 4

As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?

Accepted Answer

A)  OSHA 3165 poster 
B)  OSHA 5613 poster 
C)  OSHA 5131 poster 
D)  OSHA 3615 poster

Question 5

You are the HR Professional for your organization. You're leading a presentation on equal employment opportunity terminology for your staff. Beth, a staff member, wants to know what a charge is -in regard to equal employment opportunity. What is a charge?

Accepted Answer

A)  A charge is the documentation of an alleged unlawful discrimination. 
B)  A charge is an individual that has lodged a formal complaint to an agency that alleges unlawful discrimination. 
C)  A charge is the evidence that unlawful discrimination has occurred. 
D)  A charge is a formal complaint submitted to an agency that alleges unlawful discrimination.

Question 6

HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?

Accepted Answer

A)  When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status. 
B)  When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances. 
C)  When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status 
D)  When an employee treats other employees differently based on their past work efforts.

Question 7

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?

Accepted Answer

A)  Any loss of life or limb resulting from an event in the work environment. 
B)  Any wound or damage to the body resulting from an event in the work environment. 
C)  Any physical damage to one's body resulting from an event in the work environment. 
D)  Any pain, suffering, or damage to a person as a result of working in an employee position.

Question 8

What should be the first step when developing a global HR strategic plan ?

Accepted Answer

A)  Identify HR vision and goals 
B)  Assess HR resources available to implement plan 
C)  Determine how each HR tactical activity aligns with organizational goals 
D)  Identify S.M.A.R.T. HR objectives that align with organizational goals

Question 9

Which of the following are types of training evaluation? Each correct answer represents a complete solution. Choose all that apply.

Accepted Answer

A)  Testing 
B)  Behavior 
C)  Learning 
D)  Reaction 
E)  Results

Question 10

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?

Accepted Answer

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 an effort to create more than one boycott on an organization, on two or more revenue streams. 
C)  It is two or more boycotts by two or more union-backed organizations against one company. 
D)  It is additional boycotts against companies that do business with a company which the union is boycotting.

Question 11

There are seven stages of internal consulting that a HR Professional must be familiar with. Consider this scenario: Mark is a HR Professional for his organization. He is meeting with Tammy and Tammy's supervisor Eric to learn about a conflict between Tammy and Eric. Mark wants to understand both parties before addressing the scenario. Which of the seven stages is Mark, Tammy, and Eric participating in?

Accepted Answer

A)  Developing recommendations 
B)  Implementing 
C)  Exploring the situation 
D)  Gaining agreement to the project plan

Question 12

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?

Accepted Answer

A)  Griggs versus Duke Power, 1971 
B)  Albemarle Paper versus Moody, 1975 
C)  Washington versus Davis, 1976 
D)  McDonnell Douglas Corp. versus Green, 1973

Question 13

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions?

Accepted Answer

A)  Walsh-Healey Public Contracts Act 
B)  Portal-to-Portal Act 
C)  Davis-Bacon Act 
D)  Fair Labor Standards Act

Question 14

Amongst the following stages of the merger & acquisition process, when does HR usually play the largest role?

Accepted Answer

A)  M&A prospects identified 
B)  M&A strategy formulation 
C)  Integrate operations 
D)  Due diligence

Question 15

You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?

Accepted Answer

A)  Financial control 
B)  Locale of work performed 
C)  Behavioral control 
D)  Type of relationship

Question 16

Which of the following describes a framework a framework that links business strategies with day-to-day activities?

Accepted Answer

A)  Organizational Values 
B)  Management by Objective (MVO) 
C)  Strategic Plan 
D)  Balanced Scorecard

Question 17

Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity?

Accepted Answer

A)  Content validity 
B)  Professional validity 
C)  Construct validity 
D)  Predictive validity

Question 18

The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?

Accepted Answer

A)  Perpetuating past unintentional practices 
B)  Perpetuating past discrimination practices 
C)  Succumbing to an adverse impact 
D)  Not finding qualified racially diverse candidates

Question 19

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?

Accepted Answer

A)  It's an agreement that an employer will stop doing business with a non-union business. 
B)  It's a threat that the union will slow down processing orders for non-union shops. 
C)  It's an agreement to rush orders for union-based businesses. 
D)  It forces suppliers to join the union.

Question 20

Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?

Accepted Answer

A)  40 and above 
B)  50 and above 
C)  30 and above 
D)  All people regardless of their age

Exam 2: Professional in Human Resources