APHR PRACTICE TEST EXAM 2023- 2024 QUESTIONS AND CORRECT ANSWERS RATED A+

APHR PRACTICE TEST EXAM 2023-
2024 QUESTIONS AND CORRECT
ANSWERS RATED A+
The process by which the key stakeholders of an organization envision its future and
develop a mission, objectives, and procedures to achieve that future is called:
A) Goal Planning
B) Future Planning
C) Succession Planning
D) Strategic Planning
B) Strategic Planning
Organizational culture reflects a shared understanding among all who work within the
company. What are the common components of organizational culture?
A) Vision, mission, and values
B) Structure, system, and people
C) Values, beliefs, and norms
D) Finance, marketing, and operations
C) Values, beliefs, and norms
Computer software that stimulates a worksheet used to tabulate data and create graphs
based on data is known as what tool?
A) Presentation
B) Application
C) Spreadsheet
D) Balance Sheet
C) Spreadsheet
The Employee Retirement Income Security Act (ERISA) requires employers to file these
annual reports on employee benefits offered:
A) OSHA 300 log
B) Form 5500
C) EEO-1 form
D) LM-1 report
B) Form 5500
Which choice represents an advantage of a "best-of-breed" HRIS solution?
A) Quicker implementation because of a simpler system
B) Careful management of vendor relationships
C) Ease of data integration
D) Least expensive
A) Quicker implementation because of a simpler system
Each essential job function in a job description should consider?
A) Pay level associated with it
B) Level of complexity and frequency
C) Education needed to complete the job function
D) Work experience of past incumbents in the job
B) Level of complexity and frequency
An HR business process outcome (BPO) is an arrangement:
A) Where payroll and benefit administration are entirely outsourced
B) Where employees are leased to an outsourcing company
C) Where employees are staffed by external recruitment agencies
D) Where benefits are outsourced only to an external provider
A) Where payroll and benefit administration are entirely outsourced
Which of the following statements best describes the Older Worker Benefit Protection
Act (OWBPA)?
A) It is applicable only to public employees
B) Older workers can waive ADEA rights if they are given at least 10 business days to
consider their options
C) It prevents hiring discrimination on the basis of age
D) It is unlawful to target older workers during a reduction in force (RIF)
E) It is unlawful to target older workers during a reduction in force
Which of the following is an example of hiring discrimination?
A) The applicant tracking system asks a person to disclose his or her race, sex, color,
religion, national origin or age.
B) The ATS fails to collect genetic and medical history information from individuals
C) The ATS fails to process applications for those who have self-disclosed their
disability
D) The ATS requires individuals to take a test related to the position they are interested
in
C) The ATS fails to process applications for those who have self-disclosed their
disability status
ATS can miss out on a large talent pool today if they lack what functionality?
A) Quality of hire tracking
B) Ad placement tracking
C) Cost per hire tracking
D) Mobile Access
D) Mobile Access
An internal recruitment method employed by organizations to identify potential
candidates from their existing employees is known as:
A) Independent contractors
B) Temp Agencies
C) Job Posting
D) Employee referral
D) Employee referral
Which type of interview uses past performance as a predictor of future behavior?
A) Structured
B) Competency based
C) Behavioral
D) Stress
Pre-offer drug testing could violate which act?
A) Family Medical Leave Act
B) Americans with Disabilities Act
C) Age Discrimination in Employment Act
D) Title VII of the Civil Rights Act
C) Behavioral
00:0201:35
B) Americans with Disabilities Act
Which of the following laws states that the statute of limitations on pay discrimination
lawsuits resets as each alleged discriminatory paycheck is issued?
A) Lily Ledbetter Fair Pay Act
B) Equal Pay Act
C) Davis-Bacon Act
D) Copeland "Anti-Kickback" Act
A) Lily Ledbetter Fair Pay Act
Which of the following identifies a pay adjustment that is given to all employees
regardless of employee performance or the organizations financial health?
A) Differential pay
B) Market-based increase
C) Cost of living adjustment
D) Lump sum increase
C) Cost of living adjustment
A bank of hours in which the employer provides time that employees use for sick,
vacation, and holidays is known as:
A) Vacation time off
B) Personal time off
C) Sick time off
D) Paid time off
D) Paid time off
If an organization chooses to focus on the 75th percentile of the market, what type of
pay philosophy has it adopted?
A) Market leader
B) Lag-leader
C) Matching market
D) Market lag
A) Market leader
Which of the following is an example of a compressed work week?
A) Working from home
B) Sharing job responsibilities with another colleague
C) Working four 10-hour days
D) Working 20 hours a week
C) Working four 10-hour days
Which of the following data gathering methods would help the HR manager determine
whether employee behavior has changed after training?
A) Checklist
B) 360-degree feedback
C) Post-measure test
D) ROI analysis
B) 360-degree feedback
A company reaches an agreement with a labor union that states only union members
will be employed with the company. Which of the following laws makes it illegal to
establish a closed shop except in the construction industry?
A) National Labor Relations Act
B) Wagner Act
C) Taft-Hartley Act
D) Labor-Management Reporting and Disclosure Act
C) Taft-Hartley Act
Which of the following describes an employment-at-will exception?
A) Employee terminated after filing a workers' compensation claim
B) A candidate discusses salary range, job title and level with HR
C) An employee on long-term disability leave is terminated from employment
D) An employee is fired for no stated reason
A) Employee terminated after filing a workers compensation claim
What is the main advantage to an organization using the alternative dispute resolution
process?
A) Decreases HR/management time spent on disputes
B) Decreases costs related to conducting investigations
C) Decreases conflict within the organization
D) Decreases the number of disputes that might end up in court
D) Decreases the number of disputes that might end up in court
A procedure that provides clear guidance for supervisors and employees to
systematically and fairly resolve complaints is known as which of the following?
A) An open door policy
B) An HR resolution policy
C) A grievance process
D) A team-building process
C) A grievance process
Drake the lead groundskeeper, is off the company's premises, cleaning the back access
road leading to the company's building. Drake slips, falls, and injures his back. Per the
Occupational Safety and Health Act (OSHA), this situation requires:
A) All employees to be trained on safety protocols
B) Recording on the OSHA 300 log
C) The employee to seek medical attention
D) The employee to be sent home
B) Recording on the OSHA 300 log
Which of the following requires that a publicly traded company's employment offers
consistently meet internal approval requirements, that they are consistent with
established salary ranges, and that salary increases are documented and approved in
accordance with internal policies?
A) OSHA
B) EEOC
C) Sarbanes-Oxley Act
D) Fair Labor Standards Act
C) Sarbanes-Oxley Act
What answers the following questions?
-What do we do now?
-Why are we doing it?
-What makes us different from other companies?
Mission Statement
States WHY the organization exists
Mission Statement
The guides values, standards, and other organizing principles.
Mission Statement
What answers the following questions?
-What do we want to accomplish?
-Where do we aim to be in the future?
Vision Statement
The guides the steps the organization will take to achieve
future goals.
Vision Statement
What factors does HR need to consider during the planning stage of project
management?
-timeline development
-estimate mini goals/deliverables
-resources needed and their associated costs
-risks
-ROI
Refers to an organizations sense of responsibility for its impact on the environment.
Corporate Social Responsibility (CSR)
How is CSR evaluated?
By the 3 P's:
-People
-Planet
-Profit
Which HR process does CSR directly impact?
Recruiting
What does "People" refer to in the 3 P's?
fair employment practices and impact on members of the community
What does "Profit" refer to in the 3 P's?
Overall contribution to economic growth
What does "Planet" refer to in the 3 P's?
Environmental impact
How can an organization boost their social capital?
By engaging in the Community Partnerships
What can demonstrate a commitment from an organization to the community?
Community Partnership
What is the communities relationship with, and attitude toward an organization?
Social Capital
Examples of involvement strategies?
-Employee survey
-Suggestion program
-Committees
Agency of the Federal Government, created by the Civil Rights Act of 1974.
Equal Employment Opportunity Commission (EEOC)
What is the purpose of the EEOC?
To interpret and enforce the federal laws prohibiting discrimination.
Prohibits discrimination based on race, religion, sex, or national origin.
Title VII of the Civil Rights Acts of 1974
Which employers does Title VII apply to?
Any employer with 15 or more employees
Prohibits discrimination against anyone 40+ years old in terms of hiring, promotion,
wages, termination, or denial of benefits.
Age Discrimination in Employment Act (ADEA)
Prohibits mandatory retirement.
Age Discrimination in Employment Act (ADEA)
Prohibits wage discrimination based on sex for people in the same organization
performing the same or similar job under similar circumstances.
Equal Pay Act (EPA)
Prohibits employer discrimination against those with disabilities.
Americans with Disabilities Act (ADA)
Establishes minimum wage, overtime pay, standards for child labor and defining
nonexempt and exempt employees.
Fair Labor Standard Act (FLSA)
Outlines standards for when employees are permitted to take unpaid, job-protected
family and medical leave.
The Family and Medical Leave Act (FMLA)
US labor law governing the federal law of occupational health and safety in the private
sector and federal government.
Occupational Safety and Health Act of 1970
An agency of the United States Department of Labor. Congress established this agency
under the Occupational Safety and Health Act of 1970.
Occupational Safety and Health Administration (OSHA)
Agency that ensures that employers provide a safe and healthy work environment.
Occupational Safety and Health Administration (OSHA)
What are some OSHA requirements for a safe and healthy work environment?
-eliminating and reducing hazards
-providing free safety equipment
-informing employees of chemical hazards
-provide safety training
-recording work related injuries
-displaying OSHA poster
HR policies, programs, and practices must align with what?
Laws and regulations at local, state, federal, and international levels.
Why must an organization analyze internal business information?
-Understand performance
-Evaluate strategies
-Identify areas for improvement
Data is analyzed using what?
Metrics
Method of measuring a set of data.
Metrics
Known as Key Performance Indicators (KPIs).
Metrics
Concerned with analyzing money coming in and out.
Cash flow metrics
A measure of the difference between incoming and outgoing cash over a fixed period of
time.
Net cash flow
Compares the initial investment to the outcome of the investment to determine the gains
or loses.
Return on Investment (ROI)
Profit vs. Cost
Return on Investment (ROI)%
Found by dividing a company's fiscal year net income by the total shareholder equity.
Return on Equity (ROE) %
What tells us the efficiency of a company's investments?
Return on Equity (ROE) %
Any person or group who interacts with the organization and might become a customer
or client.
Lead (Marketing/Sales Metric)
Total number of leads
Lead Volume(Marketing/Sales Metric)
Total number of leads in a fixed period of time
Lead Gain (Marketing/Sales Metric)
This metric shows whether or not the company is investing its resources into profitable
work.
Number of Activities (Operations/Business Development)
This metric shows how many opportunities are closed by sales.
Opportunity Success Rate (Operations/Business Development)
The halfway point between a lead and a customer
Opportunity
Revenue generated by new products and services
=?
Total revenue from all products and services
Innovation Rate (Operations and Business Development)
Metric that shows the impact of innovation within an organization.
Innovation Rate (Operations and Business Development)
Important IT metrics
-Number of bugs/IT issues
-Number of views per page
-Costs
This law requires employers to provide reasonable accommodations to employee who
have a disability.
ADA
Law that requires employers to make all public spaces accessible to persons with
disabilties.
ADA
Which three laws require equal access to career development and training?
-ADA
-Age Discrimination Employment Act (ADEA)
-Uniformed Services Employment and Reemployment Rights Act (USERRA)
Who requires Equal Opportunity Employment Reporting?
Equal Employment Opportunity Commission (EEOC)
Who is required to report to the EEOC?
-Employers with 100+ employees
-Federal contractors with 50+ employees and contracts of $50,000
Data that helps ensure no discrimination is occurring by determining the composition of
the workforce.
EEO Reporting
EEO Job Reporting Categories
-Officials/Managers
-Professionals
-Technicians
-Sales
-Office/Clerical
-Craft Workers (skilled)
-Operatives (semi-skilled)
-Laborers (unskilled)
-Service Workers
A system that does not use a "one size fits all" approach. Instead it attempts to address
each incident as a unique infraction and then develops consequences accordingly.
Progressive Discipline
Five Stages of Progressive Discipline
1) Coaching
2) Counseling
3) Formal Warning
4) Termination Review
5) Termination
What happens during the Coaching step of Progressive Discipline?
Manager verbally discusses the issue with the employee
What happens during the Counseling step of Progressive Discipline?
First formal warning and it is normally verbal
What happens during the Formal Warning step of Progressive Discipline?
Second formal warning is normally written and paired with disciplinary action.
Internal and external recruiting costs
=?
Total number of new hires
Cost per Hire
Examples of external recruiting costs
-Ads
-Outsourcing
-Recruiting Technology
Examples of internal recruiting costs
-in house recruiting
-recruiting staff
-referral rewards
Selection ratios
-% of qualified candidates
-% of minority applicants
-% of offers accepted
Occurs when employer treats a protected class differently than other employees.
Disparate treatment
What is required for an employee to have a case against an employer regarding
disparate treatment?
-belongs to a protected class
-applied for the job when employer sought applicants
-was qualified and rejected
-was rejected and the employer kept looking
Number of separations from the company
=?
Total number of people employed
Turnover Rate %
Refers to monitoring step-by-step all HR processes from start to finish to ensure that
consistent and desire outputs occur everytime.
Validation
HR programs, practices, and policies should be regularly audited for?
-Strict operating parameters
-Controlled processes
-Clearly defined outcomes
Ensures that HR programs, practices, and policies deliver results in a consistent
predicable manner.
Validation
What happens when validation is compromised?
Increased risk of product or service quality
Process of establishing a relevant unbiased system of data collection
Quality Assurance
A means of gathering data by utilizing the services of a skilled facilitator who solicits
feedback and opinions about a specific topic.
Focus group
What is the risks associated with a focus group?
Risk of low engagement and facilitator bias
Method for gathering data where there is one data collector that observes a specific
context and takes notes.
Observational data collection
What is observational data collection at risk for?
High risk for bias
Relevant data in external sources
-Reputable news source
-Highly regarded publications
-PESTLE chart
-SWOT analysis
Refers to events that could produce a negative impact on the organizations ability to
recruit, retain, reward and manage.
HR-related threats and liabilities
Creates and enforces safety standards in the work place
OSHA
Who must observe the OSHA regulations?
Employers in commerce and have one or more employees.
What is a critical provision of OSHA?
To protect employees seeking a case to be opened against their employer from
employer retaliation.
Establishes the minimum standards for benefit plans of private, for-profit employers.
Employee Retirement Income Security Act (ERISA)
States that in order to receive tax advantages, the plans must conform to the Internal
Revenues Cods requirements.
Employee Retirement Income Security Act (ERISA)
What federal agency was established by ERISA?
Pension Benefit Guaranty Corporation (PBGC)
In return for the plans or their sponsors paying premiums to PBGC, it guarantees
payment of vested benefits up to a max limit to employees covered by pension plans.
Pension Benefit Guaranty Corporation (PBGC)
Benefits from a retirement account or from a pension plan belonging to an employee
that they get to keep regardless if they stay with the company.
Vested Benefits
What are the minimum requirements established by ERISA?
-21 years old
-At least one year with the company
What two vesting schedules were established by ERISA?
-Graded Vesting
-Cliff Vesting
Set schedule where employees are vested at a % amount less than 100 each year until
they are vested 100%.
Graded vesting
Employees becoming 100% vested after a certain number of years.
Cliff vesting
ERISA Reporting Standards
-Requires plan sponsors to prepare and distribute Summary Plan Descriptions (SPDs)
at least once every 5 years
-Participants should also receive a Summary Annual Report (SAR)
The process of analyzing and identifying the need and availability of labor resources so
that the organization can meet its objectives is called:
A) Human resources planning
B) Recruitment requisition
C) Objective planning
D) Training needs assessment
A) Human resource planning
A statement that communicates the organizations top priorities and core beliefs to
customers and employees is called:
A) Code of conduct
B) Employee handbook
C) Purpose statement
D) Values statement
D) Values statement
The statement "We aspire to be the best widget maker in America" is an example of a:
A) Vision statement
B) Financial Statement
C) Mission statement
D) Values Statement
A) Vision Statement
In Michael Porter's Five Forces Analysis, five forces shape the competitive landscape
for any industry. What are they?
-Political/legal
-Economic
-Social
-Technology
-Competition
What are the common components of organizational culture?
-Values
-Beliefs
-Norms
In XYZ organization the leadership team thinks that the expression of humor in the
workplace will improve productivity. This is an example of what kind of element?
A) Norms
B) Beliefs
C) Directives
D) Values
B) Beliefs
What statement can be used to guide an organization's decisions and provides a
purpose for employees?
A) Values statement
B) Financial statement
C) Goal statement
D) Norms statement
A) Values statement
Organizational culture can manifest itself in a physical form that often serves as a
reminder of something important or a trigger for a special meaning. This element of
culture is called:
A) Rituals
B) Artifacts
C) Legends
D) Beliefs
B) Artifacts
A person from inside or outside an organization who assists an organization to
transform itself is known as what?
Change agent
What establishes overtime and minimum wage requirements?
Fair Labor Standards Act (FLSA) of 1938
What protects employees from the unfair practices of unions?
Taft-Hartley Act
A construction worker union refuses to do business with any company that buys
supplies from a particular concrete company. This decision was made to support the
workers at the concrete company who have reported multiple violations of the Fair
Labor Standards Act (FLSA with regard to overtime pay. As the HR director at Next
Generation HomeBuilders, what advice would you provide to senior management?
A) This hot-cargo contract clause is an unfair labor practice as defined by the National
Labor Relations Act (NLRA)
B) This featherbedding contract clause is an unfair labor practice as defined by the
Labor Management Relations Act (LMRA)
C) This yellow-dog contract clause is an unfair labor practice as defined by the Norris-
LaGuardia Act
D) This iron-clad contract clause is an unfair labor practice as defined by the LMRA
A) This hot-cargo contract clause is an unfair labor practice as defined by the National
Labor Relations Act (NLRA)
Which of the following established that employers can be held vicariously liable for the
actions of their employees in sexual harassment cases?
A) Burlington Industries v. Ellerth
B) Meritor Savings Bank v. Vinson
C) Harris v. Forklift Systems
D) Oncale v. Sundowner Offshore Services, Inc.
A) Burlington Industries v. Ellerth
Jasmine, an African American woman, resigns her position as account manager citing
that she was harassed by the team leader who supervises her on a daily basis. The
team leader has no authority to take tangible employment actions in regard to Jasmine.
The sales director claims no knowledge of the events leading up to Jasmine's
resignation. As the HR director, how would you advise senior management regarding
the company's liability in this case?
A) There is no liability because Jasmine did not report the incidents that led up to her
decision to resign
B) The company is vicariously liable because the team leader meets the definition of a
supervisor as established by the Ellerth and Faragher cases on sexual harassment.
C) The company is not liable for the team leaders actions because the Supreme Court
in Vance V. Ball State University narrowly defined supervisor as the person who may
take tangible employment actions such as demotion or termination of employment
D) The company is liable because the team leader meets the definition of supervisor
ass established by the EEOC
C) The company is not liable for the team leaders actions because the Supreme Court
in Vance V. Ball State University narrowly defined supervisor as the person who may
take tangible employment actions such as demotion or termination of employment
A reservist was called to active duty for five years. Upon return to the United States
mainland, he was informed that the position he left had been upgraded and fulfilled by a
permanent employee. Does the employer have responsibilities to the reservist related to
reinstatement of employment?
The reservist has 90 days following the completion of service to apply to the employer
for reinstatement
Scott, a 57-year-old white male, is interviewing for Director of Urban Affairs at the
National Association for the Advancement of Colored People (NAACP). If Scott is not
selected for the position, which of the following laws may be applicable?
A) Norris-LaGuardia Act
B) Title VII
C) Landrum Griffith Act
D) ADEA
D) ADEA
An employee of a doctor's office often takes a work laptop home. Information about
patients is stored on the laptop for the employee's easy reference. While the employee
is in a local grocery store, someone breaks into his car and steals the laptop. Which
federal law should the employer be concerned about?
A) Federal Data Protection Act
B) Sarbanes-Oxley Act of 2002
C) Health Insurance Portability and Accountability Act
D) Title 21 Code of Federal Regulations (21 CFR Part 11)
C) Health Insurance Portability and Accountability Act
The Consolidated Omnibus Budget Reconciliation Act (COBRA), which provides the
continuation of health coverage for a limited time after the loss of a job, is an
amendment to which Act?
Employment Retirement Income Security Act (ERISA)
A financial services firm hires a trader who spent the last four years in state prison for
committing a battery against a co-worker. The financial services firm is in Wyoming, but
the trader did his jail time in state prison in Arizona. In an effort to reduce costs, HR did
a background check, but it was only for the state of Wyoming. How would you
safeguard the company from any legal exposure regarding this situation?
The company should adopt a policy of conducting complete background and reference
checks, including state and FBI records, going forward
Establishes that an employer can monitor employee electronic communications if the
employer can show legitimate business purpose.
Electronic Communications and Privacy Act of 1986
The CEO wants to install a surveillance system. As the HR manager, what should you
be most concerned with when advising the CEO on the new system implementation?
Is the monitoring policy narrowly tailored?
Establishes than an employer can't intentionally access an employee's e-mails unless
they are sent through the employer's server.
The Stored Communications Act (SCA)
Latoya resigned from her position as vice president of marketing at Kwesi Engineering.
She failed to delete her personal e-mail account from the company iPad prior to
returning it on her last day. For the next six months, Latoya's personal e-mail was
accessible on the company phone and was read by her former manager. By reading the
e-mails, did the manager violate any laws?
Yes, under the provisions of the Stored Communications Act (SCA), Latoya's
negligence does not constitute authorization.
Difference between confidentiality and privacy
Confidentiality is how information is treated. Privacy is an employee's right to freedom
from intrusion.
Reason to disclose medical information that was obtained through pre-employment drug
testing to a third party
For a disability claim
Which performance measures includes metrics in the areas of financial performance,
customer satisfaction, efficiency of internal business processes, and company learning
and growth.
Balanced Scorecard
Difference between a financial role and a accounting role within an organization.
Accounting captures day-to-day transactions of the business. Finance provides financial
modeling and investment advice to the organization.
What is HR's primary strategic value to the organization?
Intimate knowledge of all core functional business areas
HR's primary contribution to an organization's strategic plan.
HR serves the needs of the entire organization as subject-matter experts (SMEs)
The executive board of a test preparation company considers franchising. What would
be the best organizational structure?
Decentralized
Why should HR be involved in the strategy formulation, development, implementation,
and evaluation of a business?
A) Staffing projections significantly contribute to a company's strategic direction.
B) Ensure that HR has a "seat at the table" so the voice of the people can be heard.
C) Depending on the strategic orientation of the company, HR's role may differ.
D) Ensure the strategy is compliant with federal, state, and local regulations.
B) Ensure that HR has a "seat at the table" so the voice of the people can be heard.
How many employees does a company need to have in order to comply with the
Americans with Disabilities Act (ADA)?
15 employees
Deemed a moral and social obligation to amend historical wrongs and eliminate the
present effects of past discrimination is known as what?
Affirmative Action Plan
Federal Contractors above a dollar limit of are required to
institute affirmative action plans
$50,000
A progressive discipline process generally starts with what?
Verbal Warning
A series of increasingly severe penalties for repeated offenses is called what?
Progressive Discipline
A call center depends on the level of sales completed per phone call for its success. An
employee's ability to establish credibility and achieve customer satisfaction is critical for
optimal performance. The company wants to establish a development program for those
who may not be performing to expectations. What metric would you use to measure
workforce effectiveness under these circumstances?
Customer per employee
A public-sector agency is struggling to meet fiscal responsibilities. The concern is that
public retirement funds are outpacing revenues being generated. You are being asked
to analyze and present your findings to the leadership team. Which metric would be one
of the best to measure?
Retiree benefit cost as a percentage of expense
Computer software that stimulates a worksheet used to tabulate data and create graphs
based on data is known as what tool?
Spreadsheet
A tool that holds an extensive amount of information such as employee contact
information, wages, and benefits is called what?
Database
Software that allows an organization to use a collection of integrated applications to
manage business processes and automate many tactical functions is known as what?
Enterprise resource planning (ERP)
A request for information from a database table or a combination of tables is called
what?
Query
Which application would you use to see a non-relational view of data that will be used
for frequent calculations and statistical comparisons?
Spreadsheet
Using a spreadsheet you need to combine two lists, one with employee hire dates and
the other with department heads and bonus results. What is the name of the function
that combines two lists into a single list?
Vlookup
A tool found in spreadsheets that can automatically sort, count, total, or average data
and display it in a table is called what?
Pivot Table
A visual display of HR metrics at a high level is called what?
Dashboard
A type of interview that depends on job analysis to identify critical job requirements,
such as competencies for each position, by focusing on what the person has done in
previous situations is called what?
Targeted selection interview
A short document, or section of a document, that provides a brief overview of a longer
report, proposal, or business plan is known as what?
Executive summary
A type of chart used to visualize the trend of something over time is called what?
Line graph
A performance metric used in strategic management to identify, report, and improve
various internal functions of a business and resulting external results is called what?
Balanced scorecard
What provides insight into business trends and patterns and helps improve decisions?
Business Intelligence
How can a company minimize any negative impact to data integrity?
A policy that prohibits sharing passwords and the utilization of monitoring software that
tracks and blocks the attempted download of phishing programs or malware
Software that is managed remotely where the organization is charged only for the
number of users and the bandwidth they use
SaaS
Which collaborative software platforms provides users with a near in-person integrated
experience?
Teleprescence
Which records should the hiring manager have access to?
A) Drug Tests
B) Applications
C) Background Checks
D) I-9 forms
B) Applications
How long should an organization keep an I-9 form for a terminated employee?
Three years from the date of hire or one year following termination of employment,
whichever is later.
If an employer is a federal contractor of more than 150 employees and greater than
$150,000 in federal contracts, how long should pre-employment documents such as
resumes, applications, interview notes, and other related hiring materials be kept for
applicants not hired?
2 years
How long does the EEOC regulations require employers to retain records for an
employee who has been involuntarily terminated?
One year from the date of termination
The Federal Labor Standards Act requires employers to retain payroll records for how
long?
Three years
The Occupational Safety and Health Administration (OSHA) requires the OSHA 300 log
to be retained by the employer for how long?
Five years following the end of the calendar year in which the records occur
Under Title VII, the form that employers must file indicating the number of employees by
specific covered protected categories is called what?
EEO-1 form
Which regulation requires employers with a self-insured health plan to complete and file
Forms 1095-B and 1094-B with the IRS, as well as provide employees with a copy of
form 1095-B?
Patient Protection and Affordable Health Care Act (PPACA)
The Patient Protection and Affordable Care Act (PPACA) reporting requirements apply
to what type of organizations?
Those that employ 50 or more full-time employees on average
What type of organization must submit an EEO-1 report?
Employers with 100+ employees and federal contractors with 50+ employees
Employers must file copies of employees' W-2s with which agency by the end of
February every year?
Social Security Administration (SSA)
When is it best for HR to collaborate with other departments to build an HRIS in-house?
A) A robust customized solution is needed.
B) There are off-the shelf systems that could meet the need
C) The organization has unique business needs and the functional and technical skills
in house
D) The organization has standard business needs
C) The organization has unique business needs and the functional and technical skills
in house
In terms of HR technology delivery, which of the following describes a hosted
approach?
A) Purchased software
B) Managed from the vendor's site
C) Subscription service
D) Supported by company's IT department
B) Managed from the vendor's site
Which of the following factors are not generally considered when determining whether a
worker is an employee as opposed to an independent contractor?
A) Reasonableness of the work accommodations
B) The permanency of the worker's relationship with the employer
C) The extent to which the work performed is an integral part of the employer's business
D) The relative investments in facilities and equipment by the worker and employer
A) Reasonableness of the work accommodations
Employers must pay one-and-a-half times their regular
rate of pay when they work more than 40 hours in a a week.
Nonexempt Employees
Which of the following is an FLSA exemption from overtime requirements?
A) Outside exemptions
B) Supply-chain exemption
C) White-collar exemption
D) Mandatory exemption
C) White-collar exemption
FLSA's current salary threshold for exemption from overtime pay is what?
$23,660 per year
A qualification of the executive exemption under the FLSA would be:
A) The primary duty consists of performing office or nonmanual work directly related to
the management or general business operations of the employer or the employer's
customers
B) The primary duty consists of managing the enterprise or a customarily recognized
department or subdivision of the enterprise
C) The primary duty consists of the performance of work requiring invention,
imagination, originality, or talent in a recognized field of artistic or creative endeavor as
opposed to routine mental, manual, mechanical, or physical work
D)The primary duty consists of the application of system-analyst techniques and
procedures, including consulting with users to determine hardware, software, or
systems functional specifications
B) The primary duty consists of managing the enterprise or a customarily recognized
department or subdivision of the enterprise
To qualify for the learned professional exemption under FLSA, one must do what?
Have advanced knowledge in a field of science or learning
Employer must pay a predetermined amount of payment on
a regularly set schedule
Salaried exempt employees
Nonexempt employees are not required to be paid when attending training programs if
what?
If attendance is voluntary
A job description should include the following information about a job except:
A) Physical requirements
B) Employees disability status
C) Mental requirements
D) Approvals from management
B) Employees disability status
What is the main reason it may be difficult to conduct a job analysis when the only
employee who is at the company is a long-term employee?
A) It can get difficult to separate what the employee brings to the job from the job's main
purpose
B) The employee may have a bad attitude toward the position
C) The employee may misrepresent information about the job based on what he or she
thinks is best
D) Its difficult to separate what the manager does versus what the employees
A) It can get difficult to separate what the employee brings to the job from the job's main
purpose
Job descriptions are used for?
Benefit packages an employee receives
Which of the following job competencies does someone in a managers role need to
possess?
A) Developing subordinates
B) Team work
C) Communication
D) Customer focus
A) Developing subordinates
Functional structure is represented by the traditional:
A) Matrix-shaped organizational type
B) Product-based organizational type
C) Pyramid-shape organizational type
D) Seamless design organizational type
C) Pyramid-shape organizational type
The most formal and rigid of all the organization structures is what?
Functional structure
When employees report to 2 managers, one for the product line and one for the
functional line, it's an example of which type of structure?
Matrix Structure
Which of the following is a horizontal organization connected by networks?
A) Divisional organization
B) Geographic organization
C) Matrix organization
D) Seamless organization
D) Seamless organization
What is the main purpose of a seamless organization?
To enhance communication and creativity
In a structure, executives of regional areas are
responsible for their business functions.
Geographic
What is the disadvantage of a functional organizational structure?
People are in specialized "silos" and often fail to coordinate or communicate with other
departments
What is the main advantage of a matrix organizational structure?
It creates a functional and divisional partnership and focuses on the work more than on
the people
What is the disadvantage of a matrix organizational structure?
The dual chain of command requires cooperation between two direct supervisors to
determine an employee's work priorities, work assignments, and performance standards
An HR business process outcome (BPO) is an arrangement:
Where payroll and benefit administration are entirely outsourced
In a professional employer organization (PEO) relationship, the PEO becomes the:
Employer of record
In human resources outsourcers (HROs), all the following functions are outsourced,
except:
A) Payroll
B) Benefits
C) Human resources
D) Temp workers
D) Temp workers
Typically, a headhunter is used to help find .
Upper management
What is the main benefit to using a benefit broker?
They sell for multiple companies and typically can provide more options
The following are all disadvantages of using a professional employer organization
(PEO) except which one?
A) Loss of control of essential processes and people
B) An outside company's influence on your culture
C) Your diminished value as an internal HR professional
D) Higher benefit costs
D) Higher benefit costs
All of the following are disadvantages of using a third-party recruiter except which one?
A) Higher costs
B) Lack of control
C) Indirect candidate access
D) Longer time to fill position
D) Longer time to fill position
All of the following are examples of the advantages of using a benefit broker except
which one?
A) Potential tax breaks
B) In-person assistance
C) Saves time on buying plans
D) Cheaper healthcare
D) Cheaper healthcare
Which of the following is an advantage of using a staffing organization?
A) The employers shares liability of employees with staffing agency
B) Lower cost per employee
C) Lower costs on benefits
D) The employer shares the cost of the employee
A) The employers shares liability of employees with staffing agency
Prior to contacting a temporary employee agency, HR should determine all of the
following except:
A) The typical length of time you need a temporary worker
B) The hours needed to work
C) The skills usually needed
D) Health insurance needed
D) Health insurance needed
Which of the following is the discovery and communication of meaningful patterns in
data?
A) Androgyny
B) Analytics
C) Aging
D) ADDIE
B) Analytics
The FLSA requires employers to classify all employees into what two categories?
Exempt and Non-exempt
Employees that earn less than $23,600 per year and $455 per week.
Non-exempt
What type of employees position does not involve supervision of others or the use of
independent judgement.
Non-exempt
Employees positions that fall directly under FLSA regulations
Non-exempt
Employees positions that do not fall under the FLSA regulations
Exempt
These employees are paid on a salary basis and spend more than 50% of their work
time performing exempt duties.
Exempt
Three main categories of exempt level duties.
-Executive
-Professional
-Administrative
Employees that are responsible for directing the work of two or more full time
employees.
Executive employees
Management is the key focus of their role, and they have direct input into the job status
of other employees, such as hiring and firing.
Executive employees
Employees whose position requires knowledge in a specific field of science or learning
(i.e. doctor, lawyer)
Professional employees
Employees that also fall under the category of creative professionals, meaning their
positions involve the invention, imagination, originality, or talent in a recognized field of
arts
Professional employees
Employees that are responsible for exercising discretion and judgment with respect to
matters of significance, which can be directly related to management of the general
business or in dealings with the customers of the business
Administrative employees
The process used to determine the requirements and importance of duties for a
particular job
Job analysis
A list of general duties and responsibilities for a particular job
Job descriptions
A statement of the essential parts of a particular class of jobs. This includes a summary
of the duties to be performed, and responsibilities and qualifications necessary to do the
job.
Job specifications
The ways to determine the value or worth of a job in relation to other jobs
Job evaluation
Two main job evaluation methods
Quantitative and Non-quantitative
Also known as whole-job methods
Non-quantitative job evaluation
Three examples of non-quantitative job evaluation methods
-Job ranking
-Paired comparison
-Job classification
Involves a job-to-job comparison by developing a hierarchy of jobs from the lowest to
the highest, based on each job's overall importance to the organization.
Job ranking
This is a quick, inexpensive way for a small organization to compare one job to another
Job ranking
The process of comparing each job to every other job for the purpose of ranking all jobs
on a scale from high to low. This is also a low-cost evaluation method for small
companies.
Paired comparison
Involves grouping jobs into a predetermined number of grades, each of which has a
class description to use for job comparisons. Benchmark jobs that fall into each class
can be defined as reference points.
Job classification
Methods that use a scaling system and provide a score that indicates how valuable one
job is when compared to another job.
Quantitative job evaluation methods
Two examples of quantitative job evaluation methods
-Point factor method
-Factor comparison method
This method uses specific, compensable factors, such as skill, responsibility, effort,
working conditions, and the supervision of others, in order to evaluate the relative worth
of each job. Each job receives a total point value, and then, the relative worth of all jobs
within an organization can be compared.
Point-factor method
This method involves ranking each job by each selected compensable factor and then
identifies dollar values for each level of each factor to develop a pay rate for an
evaluated job
Factor comparison method
This method is best used when wages are not frequently changing and the organization
uses a flat rate of pay for each job.
Factor comparison method
Type of reporting structure in which positions are grouped according to similar job roles
(defined by skills, expertise, or resources) in a hierarchical chain.
Functional structure
This type of structure separates distinct job tasks and creates a clear line of job
advancement.
Functional Structure
This reporting structure often applies to larger companies, and uses a department-
based organizational style, where employees who work on similar projects are grouped
together.
Divisional Structure
Reporting structure that combines elements of both functional and divisional structures.
Matrix structure
Reporting structure that seeks to eliminate much of the hierarchy and bureaucracy that
exists in traditional companies.
Flat structure
Reporting structure that outsources many key tasks to outside organizations
Network structure
Formal gatherings for the entire company that are commonly referred to as "all-hands
meetings" tend to focus on sharing information "from the top down" concerning the
overall organization.
Town hall meetings
Policy used to establish a relationship where employees feel comfortable speaking
directly with management about problems and suggestions.
Open-door policy
Managers and supervisors physically get out of their office and interact with employees
in person.
Management by Walking Around (MBWA)
Objective empirical study of the precise effects of a specific policy or plan.
Cost-benefit analysis
This indicates if a policy or plan will save or squander resources.
Cost-benefit analysis
Refers to the policies and institutional code that a firm established in order to fulfill its
role as a for-profit entity and an integral stakeholder for the community.
Corporate governance
A change in operations, legal code, or ownership inside a firm
Corporate restructiring
Comprehensive policies and procedures that dictate how an organization handle risk
and loss. The purpose is to coordinate and create harmony of responses to problems
facing an organization.
Enterprise Risk Management (ERM)
Each fiscal quarter within a fiscal year is an example of what?
Milestone
A mandate from OSHA that requires employers to inform employees when they are
working with hazardous materials and and the nature of each material and is legally
binding
Hazard communication program
Enforces and oversees laws against workplace discrimination
Equal Employment Opportunity Commission (EEOC)
Provides standards on what constitutes discriminatory hiring practices.
Uniform Guidelines on Employee Selection Procedures (UGESP)
What rule was created by the Uniform Guidelines Employee Selection Procedures
(UGESP)?
four-fifths rule
Rule that states that if the selection rate for any race, sex, or ethnic group is less than
four-fifths of the selection rate of the group with the highest selection rate, the hiring
practice is generally considered discriminatory.
four-fifths rule
What generally covers employers with at least $500,000 of business a year.
Fair Labor Standard Act (FLSA)
Establishes fair labor rights for US government contracts that exceed $10,000 for
goods.
Walsh-Healy Public Contracts Act of 1936
Prohibits employment discrimination based on physical or mental disabilities
Rehabilitation Act
Information collected on the gender and race of all applicants who apply for open
positions within the organization.
Applicant flow data
Seeks individuals from outside the organization for employment and usually
emphasizes the advantages of employment with the organization, advertising benefits
such as pay, insurance, leave, or employee discounts.
External recruiting
Encourages individuals from within the organization to seeks transfers or promotions to
fill vacant positions.
Internal recruiting
Seeks candidates from internships or temps to perform specific tasks for a limited
period of time.
Alternative recrutiing
Practice of delegating work responsibilities in a business to a separate third-part
individual or organization not associated with the company
Outsourcing
Three types of outsourcing
-Onshore
-Nearshore
-Offshore
The vendor is located within the same country as the business
Onshore outsourcing
The vendor is in a country adjacent to the business
Nearshore outsourcing
The vendor is in a country far from the business
Offshore outsourcing
Involves two or more employees performing the tasks of a role normally performed by
one person
Job sharing
For older employees involves both the cutting back of working hours and the phasing in
of retirement benefits.
Phased retirement
Technique that involves interviewers asking candidates to use specific examples to
describe how they have handled a problem or preformed a task in a past work situation.
Behavioral interview
What is the STAR method
-Situation/Task (describe it)
-Actions (explain the ones taken)
-Results of the actions taken
Interviewers asking hypothetical questions regarding events that could take place in the
future.
Situational interview
Interviews conducted by a group of individuals from the organization that may consist of
managers, HR< and other future team members
Panel interviews
Always presumed when a written employment agreement does not exisit
Employment-at-will
Common-law doctrine that states employers have the right to hire, promote, terminate,
or demote whomever they choose, provided there is not a law or contract in place. This
doctrine also allows employees to leave employers whenever they choose.
Employment-at-will
Two types of employment contracts
-Implied
-Express
Employment contracts that are inferred from an employer's conduct or actions.
Implied contract
Employment contract based on an employers' written or oral words and is a formal
agreement that outlines the details of the employment arrangement
Express contract
By what time does the I-9 process need to be completed for new hires?
Within the first 3 days of employemnt
What is the government program called that assists with the I-9 process?
E-Verify
Who is E-Verify mandatory for?
Government contractors and subcontractors
The process by which new hires obtain the knowledge, skills, and behaviors they need
in order to become valued, productive contributors to the company.
On-boarding/Organizational socialization
A detailed description of specific qualifications, experience, or education that is needed
to perform tasks.
Job specification
A detailed breakdown of specific tasks, skills, and knowledge required to know a
position.
Job description
A detailed list of broad skills or traits needed for a position.
Job competency
A way of gathering and analyzing information systemically about the context, content,
and human resource requirements of jobs within an organization
Job analysis
What type of interviews utilizes questions that are developed from an applicant's
answers to previous questions.
Non-directive interview
Under federal guidelines, an employer is required to keep records associated with
employment benefits for how many years?
Six years
Under federal guidelines, an employer is required to keep records associated with
family medical leave for how many years?
Three years
COBRA (Consolidated Omnibus Budget Reconciliation Act)
Law passed by the US Congress that mandates an insurance program which gives
some employees the ability to continue health insurance coverage after leaving
employment.
The length of time an employee is eligible for insurance coverage is determined by
what?
Qualifying event
How long do employees and their families have to elect COBRA coverage from the time
of their qualifying event?
60 days
Pay program that is used to reward employees for performing work that is viewed as
less than desirable.
Differential Pay Program
Type of differential pay that is allotted to employees based on when they work.
Time-based differential pay
Paid to employees as a higher rate of overtime pay for working holidays or vacation
days.
Premium Pay
Pay for employees who work in a hazardous environment is called what?
Hazard Pay
Type of pay for employee who arrive at their place of employment and find that there is
no available work for them to perform.
Reporting Pay
Type of pay plan used to motivate employees to perform their work at a higher level.
Performance-based pay plans
Examples of Individual performance-based pay plans
-Piece Rates
-Commissions
-Cash bonuses