PGA Level 3 Human Resources Management & Supervising and Delegating Study Guide 2026–2027 | Complete Exam Prep, Practice Questions & Review

PGA Level 3 Human Resources Management &
Supervising and Delegating Study Guide 2026–2027
| Complete Exam Prep & Practice Questions

1. A facility that establishes a strong employment model early on, visualizes and
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supports a positive culture, and finds employees who can commit to the facility's
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vision, mission, and business objectives is: positioningitselfforlong-termsuccess.
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2. Paying more for employees does not necessarily mean a loss to the facility-
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: True
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3. If union employees operate at the facility,: all HR policies must comply with contract require-
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ments.
4. At most facilities, the head professional is a prime mover in the business planning
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process, helps: set targets for growth and financial performance, and plays a large role in charting the
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facility's future direction.
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5. The business strategy can be strengthened by making sure it is integrated
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with and reflected in: human resources policies so that they too become major tools in furthering strategic goals.
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6. Effectively pursuing and achieving the vision requires that the leadership be m m m m m m m m m m




able to: guide employees towards its realization.
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7. A good leader uses his or her skills and capabilities to guide those whom he or
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she is leading toward: achieving the facility's vision.
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8. Leadership is the skill of working with and through other people to accom-plish: m m m m m m m m m m m m




organizational goals.
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9. Facilities leadership must be able to effectively unite the team around the m m m m m m m m m m m




facility's vision, mission, and values.: True
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10. By setting a good example, good leaders help employees internalize the ideas
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sotheycancarryouttheireverydaytasksinawaythatwill: furtherthefacility's goals.
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11. If a person has to come to work at a specified time, place, on a regular basis, he or
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she is an: employee not an independent contract.
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12. Twoprimarywaysinwhichtopaynon-exemptprofessionalsis: hourlywage,and time
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and a half pay for overtime.
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fluctuating hours and a fixed salary. m m m m m





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, 13. Consolidation Omnibus Reconciliation Act (COBRA): gives workers and their families who m m m m m m m m m m




lose their health benefits the right to choose to continue group benefits provided by their group health plan for limited periods
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of time under certain circumstances.
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14. immigration Reform and Control Act (IRCA): requiresemployerstoattesttoemployees' m m m m m m m m m m m




immigration status, and makes it illegal to knowingly hire or recruit unauthorized immigrants.
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15. Occupational Safety and Health Act (OSHA): helping ensure the health and safety of m m m m m m m m m m m m




employees in the workplace.
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16. Equal Pay Act: Earning must be tied to a seniority system, merit system, quantity or quality of production, or a
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ditterential other than gender.
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17. Fair Labor Standards Act (FLSA): minimum wage, overtime pay, record keeping, and youth
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employment standards.
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18. The facility's staffing requirements are largely determined by the facility's
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mdepartments and business areas, which are in turn determined by the facility m m m m m m m m m m m




mtype.:True m




19. The first step in the hiring process: determining the number or statt one needs to meet facility
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business goals and quality standards.
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20. Before outsourcing any services, the facility must ensure that the vendor
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mcan: truly provide the services and service standards that the facility requires.
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21. Alongside necessary skills, a facility's and m should be m m m m m m




mincorporated into all employment planning, especially job descriptions.: Goals; m m m m m m m m




mcore values. m




22. The head golf professional is viewed as the embodiment of the facility's
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mculture: True m




23. Interviewing will help get a sense of a candidate's: golfindustryexperienceandgeneral m m m m m m m m m m m m m




character.
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24. Orientation and training programs (internal or external) must be in place m m m m m m m m m m




mfor: both new and existing statt.
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25. Job descriptions should be prepared: beforeanyhiringprocessisinitiatedandshouldbeused for job
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postings, and during the interview.
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