Topic 1, Volume A
As a Senior HR Professional, you should be familiar with the Balanced Scorecard. Which
perspective of the Balanced Scorecard describes the criticality of customer focus and customer
satisfaction?
A.
Learning and growth
B.
Business process
C.
Customer
D.
Financial
Customer
Answer option C is correct.
The customer perspective of the Balanced Score does focus on the criticality of customer
satisfaction.
Answer option A is incorrect. Learning and growth focus on employee training and attitudes
towards the individual and corporate growth.
Answer option B is incorrect. Business process scrutinizes internal key business activities.
Answer option D is incorrect. Financial perspectives focus on the financial performance of the
organization.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR
Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body
of Knowledge.
Chapter: Business Management and Strategy
Objective: HR Metrics: Measuring Results
The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) requires which of the
following?
A.
All contractors must list all job openings with state employment agencies.
B.
All employers must list all job openings with state employment agencies.
C.
State employment agencies must give preference to Vietnam veterans for senior-level
management position referrals.
D.
State employment agencies must give preference to Vietnam veterans for positions lasting 3 days
or longer.
State employment agencies must give preference to Vietnam veterans for positions lasting 3 days
or longer.
Answer option D is correct.
VEVRAA applies to government contractors and requires that all job openings be listed with state
employment agencies except those that will be filled from within, are for senior-level management
positions, or will last less than 3 days. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
Mike is the HR Professional for his organization and he's documenting the relationship of
contractors and employees in the organization. Mike is focusing on the control aspects as
provided by the Internal Revenue Service. What aspect of the contractor control aspect is best
described as how the business pays the worker?
A.
Financial control
B.
Behavioral control
C.
Type of relationship
D.
Contractual relationship
Financial control
Answer option A is correct.
How the organization pays the worker is defined as a financial control for the individual. This
affects the decision and determination that the person may be an employee and not a contractor.
Answer option B is incorrect. Behavioral control defines who does the work, who controls the work,
who directs the work, and how each action is done.
Answer option C is incorrect. The type of relationship should be defined in the written contract,
assuming one exists, between the person and the organization.
Answer option D is incorrect. There is not a control aspect called "contractual relationship" as
provided by the IRS so this choice is not valid.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total
Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
You are an HR Professional for your organization. Your organization employs 120 people in the
United States. You are required to file the EEO-1 report for your organization by what date?
A.
January 1 of each year
B.
September 30 of each year
C.
April 15 of each year
D.
The anniversary date of your organization reaching 100 employees
September 30 of each year
Answer option B is correct.
The EEO-1 Report, known as the Employer Information Report, must be submitted to the
Department of Labor's Office by September 30 of each year for employers with 100 or more
employees.
Answer option A is incorrect. January 1 is not a valid answer.
Answer option C is incorrect. April 15 is the tax filing deadline.
Answer option D is incorrect. All organizations with 100 or more employees must file the EEO-1
report by September 30, not the anniversary date of your organization reaching 100 employees.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four:
Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
Mark is an HR Professional for his organization and he has been given the assignment to create
an Affirmative Action Plan for his company. Mark will also be considered to be designated the
responsibility for this Affirmative Action Plan. What does the designation of responsibility mean?
A.
It means that Mark will be the person that reports on the plan's implementation to management
B.
It means that Mark will be the person responsible for actually implementing the plan
C.
It means that Mark will be the person that reports on the plan's implementation to the Department
of Labor
D.
It means that Mark will be the manager for all Affirmative Action scenarios and issues within his
It means that Mark will be the person responsible for actually implementing the plan
Answer option B is correct.
The person who is designated the responsibility will be the individual responsible for implementing
the plan in the organization.
Answer option A is incorrect. Mark may report on the plan to management, but this isn't the
complete and primary definition of the designation of responsibility.
Answer option C is incorrect. Mark may be the person to report to the Department of Labor about
the plan, but this isn't the complete definition.
Answer option D is incorrect. Mark isn't necessarily the manager of affirmative action scenarios,
but the implementation person for the plan.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four:
Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
What act prohibits discrimination on the basis of physical and mental disabilities?
A.
ADEA of 1967
B.
Rehabilitation Act of 1973
C.
VEVRAA of 1974
D.
IRCA of 1986
Rehabilitation Act of 1973
Answer option B is correct.
The Rehabilitation Act of 1973 prohibits discrimination on the basis of physical and mental
disabilities.
Answer option A is incorrect. The ADEA of 1967 is the Age Discrimination in Employment Act and
addresses discrimination against employees and applicants greater than 40 years of age.
Answer option C is incorrect. VEVRAA is the Vietnam Era Veteran's Readjustment Assistance Act.
Answer option D is incorrect. IRCA is the Immigration Reform and Control Act, which prohibits
discrimination on the basis of national origin and creates penalties for hiring illegal aliens.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four:
Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what
the total damages could be if an organization is found liable by a jury trial. What is the maximum
amount that could be awarded to a victim of discrimination if the organization is found liable?
A.
$50,000
B.
$300,000
C.
$500,000
D.
There is no limited amount as the jury can determine damages
$300,000
Answer option B is correct.
The maximum amount that can be awarded is $300,000. This amount, however, can be lowered
based on the number of people involved in the discrimination lawsuit.
Answer options A, C, and D are incorrect. The maximum amount allowed by the Civil Rights Act of
1991, is $300,000.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four:
Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
As a Senior HR Professional, you must be familiar with certain legal terms, laws, and regulations
that affect how you and others operate in the workplace. One term is protected class. Which of the
following statements best describes a protected class?
A.
A group of people who share a common characteristic and who are protected from discrimination
and harassment on the basis of that shared characteristic.
B.
A group of people who share a common characteristic and who are exempt from discrimination
regulations on the basis of that shared characteristic.
C.
A group of people who do not share a common characteristic and who are not protected from
discrimination and harassment on the basis of that shared characteristic.
D.
A group of people who share a race and who are protected from discrimination and harassment on
the basis of that race.
A group of people who share a common characteristic and who are protected from discrimination
and harassment on the basis of that shared characteristic.
Answer option A is correct.
A protected class is a group of people who share a common characteristic, such as race or sex,
and who are protected from discrimination and harassment on the basis of that shared
characteristic.
Answer option B is incorrect. A protected class is not exempt from discrimination, but protected
from it.
Answer option C is incorrect. This isn't a valid description of a protected class.
Answer option D is incorrect. A protected class can be more than just race, so this statement,
while partially correct, is not the best answer to the question.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
A church has announced a position for a new minister. One of the requirements of the new
minister, however, is that this person be a member of the faith of the church that is hiring. This is
an example of which of the following in regard to Title VII?
A.
Piece-rate system
B.
Violation of the Title VII requirements not to discriminate employment based on religion
C.
Bona fide occupational qualification
D.
Violation of Title VII religious requirements for employment
Bona fide occupational qualification
Answer option C is correct.
This is an example of the bona fide occupational qualification for members of the clergy belonging
to the same faith of the church that is hiring.
Answer option A is incorrect. A piece-rate system describes how employees are paid based on
their production volume.
Answer options B and D are incorrect. This isn't a violation of the Title VII, but a bona fide
occupational qualification.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
What type of analysis in an Affirmative Action Plan would create an organizational chart that
includes information about incumbents' race, gender, and wages?
A.
Job Group Analysis
B.
Availability Analysis
C.
Utilization Analysis
D.
Workforce Analysis
Workforce Analysis
Answer option D is correct.
Workforce analysis, also known as organizational display, is an organizational chart that includes
summary information about incumbents' race, gender, and wages. It is a basic and essential
building block for human resources planning.
Answer option A is incorrect. Job Group Analysis describes the analysis that nonconstruction
contractors complete. The study begins the process of comparing the employer's representation of
women and minorities to the estimated availability of qualified women and minorities available to
be employed.
Answer option B is incorrect. Availability analysis studies the availability of minorities and women
for jobs and helps to establish goals to eliminate underutilization that may be found.
Answer option C is incorrect. Utilization analysis studies the utilization of women and minorities
and creates placement goals to eliminate the underutilization.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
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