Topic 1, Volume A
As a Senior HR Professional for your organization, you're coaching one of your employees on civil
rights and employment. What does Title VII of the Civil Rights Act of 1964 accomplish?
A.
Prohibits discrimination of management by race, color, religion, sex, or national origin
B.
Prohibits employment discrimination on the basis of race
C.
Prohibits employment discrimination on the basis of race, color, religion, sex, or national origin
D.
Prohibits educational discrimination on the basis of national origin
Prohibits employment discrimination on the basis of race, color, religion, sex, or national origin
Answer option C is correct.
Title VII is a landmark law that prohibits employment discrimination on the basis of race, color,
religion, sex, or national origin.
Answer option A is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of
1964.
Answer option B is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of
1964.
Answer option D is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of
1964.
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: Human Resource Development
Part of organizational development is a commitment to quality. One of the quality pioneers you
should be familiar with is Philip B. Crosby. Which one of Crosby's absolutes of quality
management is revealed below?
A.
Quality is planned into a project, not inspected in.
B.
Quality must be defined before it can be achieved.
C.
Quality is achieved by prevention, not appraisal.
D.
Quality costs less than rework.
Quality is achieved by prevention, not appraisal.
Answer option C is correct.
The only absolute of quality management displayed is that quality is achieved by prevention, not
appraisal. The other comments may stem from Crosby followers, but this is the only absolute
mentioned.
Answer option A is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Answer option B is incorrect. This is a true statement, but it is not one of Crosby's absolutes.
Answer option D is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development
A corporate manager regularly participates in discussion boards with a group of peers and oneon-
one emails with a development specialist. He is mostlikely engaged in which of the following
development activities?
A.
Mentoring
B.
Peer-to-peer coaching
C.
Leadership coaching
D.
Virtual coaching
Virtual coaching
Answer option D is correct.
Virtual coaching is one method of leadership development. Used as part of overall coaching
activities, it employs multiple sources of electronic media to reinforce management development.
See Chapter 5 for more information. Mentoring (A), Peer to peer (B) and Leadership coaching (C)
all primarily take place in a face-to-face setting.
Chapter: Human Resource Development
Objective: Talent Management
Which of the following types of training evolution measures whether the training had a positive
impact on the bottom line?
A.
Reaction
B.
Learning
C.
Behavior
D.
Result
Result
Answer option D is correct.
The result measures whether the training had a positive impact on the bottom line.
Answer option A is incorrect. Reaction measures immediate feedback of the training.
Answer option B is incorrect. Learning measures what was learned through testing.
Answer option C is incorrect. Behavior measures job performance of six months or more after
training.
Chapter: Human Resource Development
Objective: Talent Management
Your organization uses ADDIE for developing new seminars and training. During the design of the
course, you need to follow four distinct steps to create a good training design. Which of the
following is NOT one of the four steps of design?
A.
Identify the outcome objectives.
B.
Identify the distribution methods.
C.
Identify learning methodologies.
D.
Gain agreement and sign-off.
Identify the distribution methods.
Answer option B is correct.
A good training design includes four steps: Identify the outcome objectives, Identify learning
methodologies, Establish a time frame, and Gain agreement and sign-off. Identifying the
distribution methods is not part of the process.
Answer option A is incorrect. You do need to identify the outcome objectives.
Answer option C is incorrect. You do need to identify the learning methodologies.
Answer option D is incorrect. You do need to gain agreement and sign-off.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management
Rex is the Senior HR Professional for his organization and he's working with Jan, an HR
Professional, in an exercise for a project team. The exercise gives the project team members
assignments to do collectively and individually to construct a game. What type of organizational
development activity is this?
A.
Team building
B.
Total Quality Management
C.
Implementation theory
D.
Human process intervention
Team building
This is simply a team building exercise to facilitate team building, trust, cohesion among the team,
and for the team to work together.
Answer option B is incorrect. Total Quality Management is a management-program that aims to
meet and exceed customer expectations in quality deliverables.
Answer option C is incorrect. Implementation theory describes the processes used to bring about
change in an organization.
Answer option D is incorrect. Human process intervention describes a portion of the
implementation theory to seek change impact relationships among relationship.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management
Which performance appraisal approach starts by identifying the most critical responsibilities and
correlates it to a particular type of behavior - where each identified responsibility and behavior are
assessed for performance?
A.
BARS
B.
Results-based
C.
Comparative method
D.
Narrative method
BARS
Answer option A is correct.
This is simply a team building exercise to facilitate team building, trust, cohesion among the team,
and for the team to work together.
Answer option B is incorrect. Total Quality Management is a management-program that aims to
meet and exceed customer expectations in quality deliverables.
Answer option C is incorrect. Implementation theory describes the processes used to bring about
change in an organization.
Answer option D is incorrect. Human process intervention describes a portion of the
implementation theory to seek change impact relationships among relationship.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR
Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management
A manager always requires a female member of the project team to take the meeting minutes.
This is an example of what type of discrimination?
A.
Disparate impact
B.
Disparate treatment
C.
Sexual harassment
D.
Adverse impact
Disparate treatment
Answer option B is correct.
This is an example of disparate treatment, as the manager always asks a female member of the
project team to take the meeting minutes. The manager should rotate the assignment among men
and women rather than consistently asking females to record the meeting minutes.
Answer option A is incorrect. This isn't an example of disparate impact, as there's no evident of a
neutral policy that females must keep the meeting minutes.
Answer option C is incorrect. This isn't sexual harassment, as the manager is not making sexual
advances in the scenario.
Answer option D is incorrect. Adverse impact is synonymous with disparate treatment.
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: Human Resource Development
Objective: Unique Employee Needs
Which of the following is the process of systematically determining a relative internal value of a job
in an organization?
A.
Recruitment
B.
Ranking method
C.
Job evaluation
D.
Salary range
Job evaluation
Answer option C is correct.
Job evaluation is the process of systematically determining a relative internal value of a job in an
organization. In all cases, the idea is to evaluate the job, not the person doing it. Job evaluation is
the process of determining the worth of one job in relation to that of the other jobs in a company so
that a fair and equitable wage and salary system can be established.
Answer option A is incorrect. Recruitment refers to the process of attracting, screening, and
selecting qualified people for a job at an organization or firm.
Answer option B is incorrect. The ranking method requires evaluators to compare the value of jobs
to one another.
Answer option D is incorrect. A salary range is the spread between the minimum and maximum
pay for the job grade.
Reference: "http://en.wikipedia.org/wiki/Job_evaluation"
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
As a Senior HR Professional, you should be familiar with intrinsic rewards and extrinsic rewards
that your company provides for its employees. Which of the following is an example of an extrinsic
reward?
A.
Satisfaction from challenging and exciting assignments
B.
Cash compensation
C.
Esteem from working with other talented people
D.
On-site cafeteria
Esteem from working with other talented people
Answer option C is correct.
Esteem from working with other talented people is an extrinsic reward.
Answer option A is incorrect. Satisfaction from challenging and exciting assignments is an
example of an intrinsic reward.
Answer option B is incorrect. Cash compensation is a monetary reward for employment.
Answer option D is incorrect. An on-site cafeteria is an example of a non-monetary reward.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-
43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification
Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
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