WGU C239 ACTUAL EXAM OBJECTIVE ASSESSMENT
PA STUDY GUIDE WITH COMPLETE CERTIFIED
QUESTIONS AND 100% CORRECT DETAILED
ANSWERS WITH RATIONALES TO SCORE 97% AND
ABOVE ALREADY A+ GRADED JUST RELEASED!!!
1. The primary purpose of a job analysis is to
a) Determine employee salaries
b) Identify the duties, tasks, and requirements
of a job
c) Recruit external candidates
d) Conduct performance appraisals
Explanation: Job analysis systematically gathers
information about work activities and worker
attributes.
2. Which of the following is an example of a BFOQ
(Bona Fide Occupational Qualification)?
a) Hiring only men for a retail sales position
b) Hiring a female attendant for a women’s
locker room
c) Requiring a university degree for a janitor
d) Excluding all disabled applicants
, Explanation: BFOQ permits discrimination only
when essential to normal operations (e.g.,
privacy rights).
3. Under the Fair Labor Standards Act (FLSA),
which employees are exempt from overtime
pay?
a) Hourly production workers
b) Executive, administrative, and professional
employees
c) Part-time retail staff
d) Seasonal agricultural workers
Explanation: FLSA exemptions apply to bona
fide executives, administrators, professionals,
and outside sales.
4. The fourth step in the employment selection
process is typically:
a) Initial screening
b) Selection interview
c) Background check
d) Job offer
, Explanation: After testing and reference checks,
the selection interview is a core step.
5. Which law requires employers to provide up to
12 weeks of unpaid leave for family and medical
reasons?
a) Civil Rights Act of 1964
b) Family and Medical Leave Act (FMLA)
c) Americans with Disabilities Act (ADA)
d) Age Discrimination in Employment Act
(ADEA)
Explanation: FMLA applies to employers with
50+ employees within 75 miles.
6. The Uniform Guidelines on Employee Selection
Procedures require that employment tests be:
a) Easy to administer
b) Valid and reliable
c) Short in duration
d) Subjective
Explanation: Uniform Guidelines mandate that
tests must be job-related and consistent.
, 7. Disparate impact refers to:
a) Intentional discrimination
b) A neutral practice that disproportionately
excludes a protected group
c) Fair treatment of all applicants
d) Affirmative action plans
Explanation: Disparate impact is proven through
statistical evidence (e.g., 4/5ths rule).
8. Which of the following is a type of validity
evidence?
a) Face validity
b) Content validity
c) Criterion-related validity
d) All of the above
Explanation: Validity includes content, criterion
(predictive/concurrent), and construct.
9. An organization’s “affirmative action plan”
typically includes:
a) Quotas for every job
b) Analysis of underutilization and goals for
hiring
PA STUDY GUIDE WITH COMPLETE CERTIFIED
QUESTIONS AND 100% CORRECT DETAILED
ANSWERS WITH RATIONALES TO SCORE 97% AND
ABOVE ALREADY A+ GRADED JUST RELEASED!!!
1. The primary purpose of a job analysis is to
a) Determine employee salaries
b) Identify the duties, tasks, and requirements
of a job
c) Recruit external candidates
d) Conduct performance appraisals
Explanation: Job analysis systematically gathers
information about work activities and worker
attributes.
2. Which of the following is an example of a BFOQ
(Bona Fide Occupational Qualification)?
a) Hiring only men for a retail sales position
b) Hiring a female attendant for a women’s
locker room
c) Requiring a university degree for a janitor
d) Excluding all disabled applicants
, Explanation: BFOQ permits discrimination only
when essential to normal operations (e.g.,
privacy rights).
3. Under the Fair Labor Standards Act (FLSA),
which employees are exempt from overtime
pay?
a) Hourly production workers
b) Executive, administrative, and professional
employees
c) Part-time retail staff
d) Seasonal agricultural workers
Explanation: FLSA exemptions apply to bona
fide executives, administrators, professionals,
and outside sales.
4. The fourth step in the employment selection
process is typically:
a) Initial screening
b) Selection interview
c) Background check
d) Job offer
, Explanation: After testing and reference checks,
the selection interview is a core step.
5. Which law requires employers to provide up to
12 weeks of unpaid leave for family and medical
reasons?
a) Civil Rights Act of 1964
b) Family and Medical Leave Act (FMLA)
c) Americans with Disabilities Act (ADA)
d) Age Discrimination in Employment Act
(ADEA)
Explanation: FMLA applies to employers with
50+ employees within 75 miles.
6. The Uniform Guidelines on Employee Selection
Procedures require that employment tests be:
a) Easy to administer
b) Valid and reliable
c) Short in duration
d) Subjective
Explanation: Uniform Guidelines mandate that
tests must be job-related and consistent.
, 7. Disparate impact refers to:
a) Intentional discrimination
b) A neutral practice that disproportionately
excludes a protected group
c) Fair treatment of all applicants
d) Affirmative action plans
Explanation: Disparate impact is proven through
statistical evidence (e.g., 4/5ths rule).
8. Which of the following is a type of validity
evidence?
a) Face validity
b) Content validity
c) Criterion-related validity
d) All of the above
Explanation: Validity includes content, criterion
(predictive/concurrent), and construct.
9. An organization’s “affirmative action plan”
typically includes:
a) Quotas for every job
b) Analysis of underutilization and goals for
hiring
