_
PHR Sample Test with correct
answers
_______ can ultimately lead to a situation in which a person who was not originally slated for job elimination, in fact, loses his or her job. - CORRECT ANSWER-Bumping
rights-->
Bumping rights can ultimately lead to a situation in which a person who was not originally slated for job elimination, in fact, loses his or her job. While related to seni ority,
they are not necessarily synonymous with seniority.
A candidate refuses to complete the job history section on an employment application and instead puts the words "see resume" in each of the boxes. Which of the
following initial responses would be most appropriate? - CORRECT ANSWER-Tell the candidate that you noticed that he or she wrote "see resume" in the boxes for the
job history portion of the employment application, and ask him or her to help you understand the reasons for doing so
-->This is the best initial option. Based on the answer you receive, you can decide what to say or do next. The candidate's res ponse can also potentially provide you with
valuable job-related information about him or her. Keep in mind that consistent and best practices would require the candidate to complete all sections of the employment
application before moving forward in the interviewing process.
A colleague of yours from another department asks you to join him for lunch. You walk to a restaurant that's close to work an d sit in a private booth. As soon as you place
your orders, he says to you, "I trust your judgment and need your opinion on something."
What should you say? - CORRECT ANSWER-a)"I need to jump in and stop you here."-->
While this might sound harsh, it's important to be clear about what we can and cannot hold in confidence—whenever possible, before an employee shares information
with you that is sensitive or that you might not be able to maintain in confidence.
1)"OK, but please understand that this conversation has got to be off the record."
There is no "off the record" for HR professionals. An HR professional is always an HR professional.
2)"That's why I'm here...it's part of my job. I'm listening."-->
It's important to be clear about what we can and cannot hold in confidence—whenever possible, before an employee shares information with you that is sensitive or that
you might not be able to maintain in confidence. This statement encourages the employee to share information that we might be obligated —legally, professionally,
ethically, or all three—to reveal.
3)OK, but we're talking as friends now, not as employees."-->
An HR professional is always an HR professional. We cannot shed that title—ever.
A concurrent resolution - CORRECT ANSWER-A)Addresses a concern that pertains either to the Senate or the House of Representatives
A concurrent resolution addresses a concern that pertains to the Senate or the House of Representatives.
1)A joint resolution is passed by the Senate as well as the House of Representatives.
A long-term employee applies for, and is granted, a promotion to a role that is completely different from the one she has been performing well for decades. This employee
does not perform well in her new role. Despite efforts to train the employee, she has not brought her performance up to minim um performance standards. The employee
is not interested in returning to her prior position. What should the HR manager do next? - CORRECT ANSWER-Coach the employee's manager around the progressive
disciplinary process-->
In an effort to empower the employee to bring her performance up to stated expectations, it is important to coach the employee's manager around the progressive
disciplinary process.
1)Speak with the employee to ensure she understands the severity of the situation-->
It would be inappropriate for the HR professional to speak directly with the employee at this point in the process.
A manager wants to put an employee on final written warning for violating a policy. In an effort to ensure that there is just cause for this action, which of the following
questions would be least relevant? - CORRECT ANSWER-Is the employee a member of one or more protected classes?-->
Assessments of just cause should not be driven by membership in one or more protected classes.
1) Has the policy been applied consistently?
2)What consequences have other employees who violated this policy experienced?
3)Is the policy, itself, reasonable?
After a layoff occurs, which of the following approaches would be most appropriate for the HR professional to embrace: - CORRECT ANSWER-Communicate to those
employees who remain that your door is open, and that you are available to direct them to available resources should they have any questions-->
HR professionals should serve as a resource to employees who remain... or direct them to other, more appropriate resources (s uch as an EAP, if appropriate and
relevant).
All of the following are purposes of health and safety committees except: - CORRECT ANSWER-A)
1)Ensuring that managers and employees recognize that they are primarily responsible for preventing workplace accidents -->
, Ensuring that managers and employees recognize that they are primarily responsible for preventing workplace accidents can be one purpose of health and safety
committees.
2)Providing a forum for discussing health- and safety-related issues
3)Building and maintaining interest in health and safety issues-->
Building and maintaining interest in health and safety issues can be one purpose of health and safety committees.
All of the following can increase the risk of workplace violence except: - CORRECT ANSWER-A)Working with individuals who have emotional or mental impairments-->
OSHA cites no research that indicates that working with individuals who have emotional or mental impairments may increase the risk of violence for some workers at
certain worksites.
1)Working alone-->
According to OSHA, research indicates that working alone is a factor that may increase the risk of violence for some workers at certain worksites.
2)Working in a role that requires exchanging cash with the public
All of the following constitute reasons to consider employee referral programs - CORRECT ANSWER-1. Candidates who are referred by current employees are more
likely to have a better sense of the organizational culture
2.Candidates who are referred by current employees are more likely to have a lower cost-per-hire than candidates who are sourced externally
3. Candidates who are referred by current employees are more likely to have realistic expectations about the organization
All of the following statements about management forecasting are accurate except: - CORRECT ANSWER-A)It can serve as a reliable standalone technique if
management is highly experienced-- Management predictions should ideally be coupled with other, more structured mathematical and nonmathematical approaches.
<TRUE>
1)It can yield information that is not always accurate:
Information derived from this somewhat unstructured approach may not always be accurate.
2)It represents a relatively unstructured approach:
Management forecasting is a relatively unstructured approach.
3)It leverages and draws upon the institutional knowledge of savvy managers
Savvy managers—especially those who couple their awareness of the organization with knowledge of the industry and of the economy in general —can provide HR with a
wealth of information.
An "acid test" refers to: - CORRECT ANSWER-A calculation that measures an organization's ability to cover liabilities - An "acid test" is a mathematical calculation/metric
that divides current liabilities into the sum of the following: cash, accounts receivable, and short-term investments. This calculation is intended to measure an
organization's ability to cover liabilities without selling off inventory or liquidating other long-term investments.
An employee makes an inappropriate comment to a male colleague that references sexual assault against women. The employee's manager advised her direct report
that the comment was inappropriate, and the employee responded by saying, "Hey, I heard this same phrase on the news. Are you saying that now I can't even repeat
things that I hear on the news? Besides, I was only kidding."
What should you do? - CORRECT ANSWER-Coach the manager around helping the employee understand the impact of her words, as well as the consequences of
continuing to use them-->
Employees do not always understand the full impact of their words. Coach for understanding of this. If this cannot be attained, progressive discipline might become
necessary and appropriate, and the employee needs to understand the consequences of continuing to make the same choice.
An employee who has been with your employer for two years announces that she is pregnant. Both she and her husband work at your facility, which employs 55 people.
As the HR professional, which of the following represents your best course of action? - CORRECT ANSW ER-a)Congratulate the employee and her husband on the
pregnancy-->
Congratulate the employee and her husband, and allow them the space and freedom to make their own decisions about their unborn child.
1)Immediately transfer the employee to another position with equal pay, in which she is not exposed to teratogens
The landmark Supreme Court ruling was Automobile Workers v. Johnson Controls (1990). The Act states that women cannot be disc riminated against:
"Because of or on the basis of pregnancy, childbirth, or related medical conditions; and women affected by pregnancy, childbirth, or related medical conditions shall be
treated the same for all employment-related purposes."
As such, transferring this employee to another position, even with equal pay, so she is not exposed to teratogens could be considered discriminatory.
2)Advise the employee of the dangers of teratogens on an unborn fetus-->
In the Johnson case, Supreme Court Associate Justice Byron White wrote in his opinion that "decisions about the welfare of the next generation must be left to the
parents who conceive, bear, support, and raise them, rather than to the employers who hire those parents." As such, advising the pregnant employee of the dangers of
teratogens would be inappropriate. In addition, any and all dangers should also have been documented on the MSDS (Material Data Safety Sheet) forms.
An employer can avoid liability for harassment by a supervisor when: - CORRECT ANSWER-
An employer might choose to settle a charge of discrimination filed with the EEOC for any of the following reasons - CORRECT ANSWER-1. To avoid providing requested
information to the EEOC
2. To minimize financial outlays involved in responding to a charge of discrimination
3.To prevent negative public relations or the public humiliation of high-profile individuals
Except)To deflect attention from the organization's performance against placement goals -->
The EEOC (or state or local FEPAs) investigate charges of discrimination. The OFCCP, as part of the DOL, is responsi ble for ensuring compliance with EO 11246. As
such, the two factors are not necessarily related, and this would not usually serve as a compelling reason to settle a charge of discrimination filed with the EEOC.
An instructor directs training participants not to take notes during the training program so that the participants can focus all of their attention on absorbing and retaining the
content. The instructor promises to provide detailed handouts at the end of the session.
This instructor: - CORRECT ANSWER-Is acting on the assumption that all participants are auditory learners
This instructor is probably assuming that all participants are auditory learners.
Choose the answer that best completes the following phrase:
Feedback—especially when it is constructive—should be provided... - CORRECT ANSWER-a)As soon as possible-->
Feedback—especially constructive feedback—should be provided as soon as possible.
1)During the next regularly scheduled performance appraisal meeting-->
Feedback should be given on a regular, ongoing basis. The performance appraisal meeting should be a recap that contains no new information or surprises.
2)Immediately-->
Feedback should not always be provided immediately. For example, constructive feedback should not be provided within ea rshot of other employees or customers.
3)By providing comparisons to the performance of other employees-->
Feedback should pertain to each employee's performance without drawing comparisons to the performance of other employees.
Choose the phrase that best completes the following statement:
ERISA's overall purpose... - CORRECT ANSWER-a)Is to protect the interests of those who participate—and the beneficiaries of those who participate—in employee
benefit plans-->
The overall purpose of the Employee Retirement Income Security Act (ERISA) is to protect the interests of those who participate—and the beneficiaries of those who
participate—in employee benefit plans.
Choose the phrase that best completes the following statement:
Medicare Part A... - CORRECT ANSWER-a)Is available to those who would be entitled to receive Social Security benefits based on a divorced spouse's work record -->
Medicare Part A is available to those who would be entitled to receive Social Security benefits based on a spouse's (or divorced spouse's) work record.
1)Is only available to individuals aged 65 or older who have elected to receive Social Security-->
Medicare Part A is available to those who have elected not to receive Social Security retirement benefits but who have worked long enough to do so.
2)Is available to anyone who is considered to have a disability (as defined by the ADA)-->
The criteria used to define a disability under Medicare Part A are not necessarily the same as the criteria used to define a disability under the Americans with Disabilities
Act.
Choose the phrase that best completes the following statement:
Unemployment insurance... - CORRECT ANSWER-A)Is funded by employer contributions
Unemployment insurance is funded by employer taxes (except in three states, where employees contribute as well).
1)Is eligible to employees who have lost their jobs for any reason, other than gross negligence-->
PHR Sample Test with correct
answers
_______ can ultimately lead to a situation in which a person who was not originally slated for job elimination, in fact, loses his or her job. - CORRECT ANSWER-Bumping
rights-->
Bumping rights can ultimately lead to a situation in which a person who was not originally slated for job elimination, in fact, loses his or her job. While related to seni ority,
they are not necessarily synonymous with seniority.
A candidate refuses to complete the job history section on an employment application and instead puts the words "see resume" in each of the boxes. Which of the
following initial responses would be most appropriate? - CORRECT ANSWER-Tell the candidate that you noticed that he or she wrote "see resume" in the boxes for the
job history portion of the employment application, and ask him or her to help you understand the reasons for doing so
-->This is the best initial option. Based on the answer you receive, you can decide what to say or do next. The candidate's res ponse can also potentially provide you with
valuable job-related information about him or her. Keep in mind that consistent and best practices would require the candidate to complete all sections of the employment
application before moving forward in the interviewing process.
A colleague of yours from another department asks you to join him for lunch. You walk to a restaurant that's close to work an d sit in a private booth. As soon as you place
your orders, he says to you, "I trust your judgment and need your opinion on something."
What should you say? - CORRECT ANSWER-a)"I need to jump in and stop you here."-->
While this might sound harsh, it's important to be clear about what we can and cannot hold in confidence—whenever possible, before an employee shares information
with you that is sensitive or that you might not be able to maintain in confidence.
1)"OK, but please understand that this conversation has got to be off the record."
There is no "off the record" for HR professionals. An HR professional is always an HR professional.
2)"That's why I'm here...it's part of my job. I'm listening."-->
It's important to be clear about what we can and cannot hold in confidence—whenever possible, before an employee shares information with you that is sensitive or that
you might not be able to maintain in confidence. This statement encourages the employee to share information that we might be obligated —legally, professionally,
ethically, or all three—to reveal.
3)OK, but we're talking as friends now, not as employees."-->
An HR professional is always an HR professional. We cannot shed that title—ever.
A concurrent resolution - CORRECT ANSWER-A)Addresses a concern that pertains either to the Senate or the House of Representatives
A concurrent resolution addresses a concern that pertains to the Senate or the House of Representatives.
1)A joint resolution is passed by the Senate as well as the House of Representatives.
A long-term employee applies for, and is granted, a promotion to a role that is completely different from the one she has been performing well for decades. This employee
does not perform well in her new role. Despite efforts to train the employee, she has not brought her performance up to minim um performance standards. The employee
is not interested in returning to her prior position. What should the HR manager do next? - CORRECT ANSWER-Coach the employee's manager around the progressive
disciplinary process-->
In an effort to empower the employee to bring her performance up to stated expectations, it is important to coach the employee's manager around the progressive
disciplinary process.
1)Speak with the employee to ensure she understands the severity of the situation-->
It would be inappropriate for the HR professional to speak directly with the employee at this point in the process.
A manager wants to put an employee on final written warning for violating a policy. In an effort to ensure that there is just cause for this action, which of the following
questions would be least relevant? - CORRECT ANSWER-Is the employee a member of one or more protected classes?-->
Assessments of just cause should not be driven by membership in one or more protected classes.
1) Has the policy been applied consistently?
2)What consequences have other employees who violated this policy experienced?
3)Is the policy, itself, reasonable?
After a layoff occurs, which of the following approaches would be most appropriate for the HR professional to embrace: - CORRECT ANSWER-Communicate to those
employees who remain that your door is open, and that you are available to direct them to available resources should they have any questions-->
HR professionals should serve as a resource to employees who remain... or direct them to other, more appropriate resources (s uch as an EAP, if appropriate and
relevant).
All of the following are purposes of health and safety committees except: - CORRECT ANSWER-A)
1)Ensuring that managers and employees recognize that they are primarily responsible for preventing workplace accidents -->
, Ensuring that managers and employees recognize that they are primarily responsible for preventing workplace accidents can be one purpose of health and safety
committees.
2)Providing a forum for discussing health- and safety-related issues
3)Building and maintaining interest in health and safety issues-->
Building and maintaining interest in health and safety issues can be one purpose of health and safety committees.
All of the following can increase the risk of workplace violence except: - CORRECT ANSWER-A)Working with individuals who have emotional or mental impairments-->
OSHA cites no research that indicates that working with individuals who have emotional or mental impairments may increase the risk of violence for some workers at
certain worksites.
1)Working alone-->
According to OSHA, research indicates that working alone is a factor that may increase the risk of violence for some workers at certain worksites.
2)Working in a role that requires exchanging cash with the public
All of the following constitute reasons to consider employee referral programs - CORRECT ANSWER-1. Candidates who are referred by current employees are more
likely to have a better sense of the organizational culture
2.Candidates who are referred by current employees are more likely to have a lower cost-per-hire than candidates who are sourced externally
3. Candidates who are referred by current employees are more likely to have realistic expectations about the organization
All of the following statements about management forecasting are accurate except: - CORRECT ANSWER-A)It can serve as a reliable standalone technique if
management is highly experienced-- Management predictions should ideally be coupled with other, more structured mathematical and nonmathematical approaches.
<TRUE>
1)It can yield information that is not always accurate:
Information derived from this somewhat unstructured approach may not always be accurate.
2)It represents a relatively unstructured approach:
Management forecasting is a relatively unstructured approach.
3)It leverages and draws upon the institutional knowledge of savvy managers
Savvy managers—especially those who couple their awareness of the organization with knowledge of the industry and of the economy in general —can provide HR with a
wealth of information.
An "acid test" refers to: - CORRECT ANSWER-A calculation that measures an organization's ability to cover liabilities - An "acid test" is a mathematical calculation/metric
that divides current liabilities into the sum of the following: cash, accounts receivable, and short-term investments. This calculation is intended to measure an
organization's ability to cover liabilities without selling off inventory or liquidating other long-term investments.
An employee makes an inappropriate comment to a male colleague that references sexual assault against women. The employee's manager advised her direct report
that the comment was inappropriate, and the employee responded by saying, "Hey, I heard this same phrase on the news. Are you saying that now I can't even repeat
things that I hear on the news? Besides, I was only kidding."
What should you do? - CORRECT ANSWER-Coach the manager around helping the employee understand the impact of her words, as well as the consequences of
continuing to use them-->
Employees do not always understand the full impact of their words. Coach for understanding of this. If this cannot be attained, progressive discipline might become
necessary and appropriate, and the employee needs to understand the consequences of continuing to make the same choice.
An employee who has been with your employer for two years announces that she is pregnant. Both she and her husband work at your facility, which employs 55 people.
As the HR professional, which of the following represents your best course of action? - CORRECT ANSW ER-a)Congratulate the employee and her husband on the
pregnancy-->
Congratulate the employee and her husband, and allow them the space and freedom to make their own decisions about their unborn child.
1)Immediately transfer the employee to another position with equal pay, in which she is not exposed to teratogens
The landmark Supreme Court ruling was Automobile Workers v. Johnson Controls (1990). The Act states that women cannot be disc riminated against:
"Because of or on the basis of pregnancy, childbirth, or related medical conditions; and women affected by pregnancy, childbirth, or related medical conditions shall be
treated the same for all employment-related purposes."
As such, transferring this employee to another position, even with equal pay, so she is not exposed to teratogens could be considered discriminatory.
2)Advise the employee of the dangers of teratogens on an unborn fetus-->
In the Johnson case, Supreme Court Associate Justice Byron White wrote in his opinion that "decisions about the welfare of the next generation must be left to the
parents who conceive, bear, support, and raise them, rather than to the employers who hire those parents." As such, advising the pregnant employee of the dangers of
teratogens would be inappropriate. In addition, any and all dangers should also have been documented on the MSDS (Material Data Safety Sheet) forms.
An employer can avoid liability for harassment by a supervisor when: - CORRECT ANSWER-
An employer might choose to settle a charge of discrimination filed with the EEOC for any of the following reasons - CORRECT ANSWER-1. To avoid providing requested
information to the EEOC
2. To minimize financial outlays involved in responding to a charge of discrimination
3.To prevent negative public relations or the public humiliation of high-profile individuals
Except)To deflect attention from the organization's performance against placement goals -->
The EEOC (or state or local FEPAs) investigate charges of discrimination. The OFCCP, as part of the DOL, is responsi ble for ensuring compliance with EO 11246. As
such, the two factors are not necessarily related, and this would not usually serve as a compelling reason to settle a charge of discrimination filed with the EEOC.
An instructor directs training participants not to take notes during the training program so that the participants can focus all of their attention on absorbing and retaining the
content. The instructor promises to provide detailed handouts at the end of the session.
This instructor: - CORRECT ANSWER-Is acting on the assumption that all participants are auditory learners
This instructor is probably assuming that all participants are auditory learners.
Choose the answer that best completes the following phrase:
Feedback—especially when it is constructive—should be provided... - CORRECT ANSWER-a)As soon as possible-->
Feedback—especially constructive feedback—should be provided as soon as possible.
1)During the next regularly scheduled performance appraisal meeting-->
Feedback should be given on a regular, ongoing basis. The performance appraisal meeting should be a recap that contains no new information or surprises.
2)Immediately-->
Feedback should not always be provided immediately. For example, constructive feedback should not be provided within ea rshot of other employees or customers.
3)By providing comparisons to the performance of other employees-->
Feedback should pertain to each employee's performance without drawing comparisons to the performance of other employees.
Choose the phrase that best completes the following statement:
ERISA's overall purpose... - CORRECT ANSWER-a)Is to protect the interests of those who participate—and the beneficiaries of those who participate—in employee
benefit plans-->
The overall purpose of the Employee Retirement Income Security Act (ERISA) is to protect the interests of those who participate—and the beneficiaries of those who
participate—in employee benefit plans.
Choose the phrase that best completes the following statement:
Medicare Part A... - CORRECT ANSWER-a)Is available to those who would be entitled to receive Social Security benefits based on a divorced spouse's work record -->
Medicare Part A is available to those who would be entitled to receive Social Security benefits based on a spouse's (or divorced spouse's) work record.
1)Is only available to individuals aged 65 or older who have elected to receive Social Security-->
Medicare Part A is available to those who have elected not to receive Social Security retirement benefits but who have worked long enough to do so.
2)Is available to anyone who is considered to have a disability (as defined by the ADA)-->
The criteria used to define a disability under Medicare Part A are not necessarily the same as the criteria used to define a disability under the Americans with Disabilities
Act.
Choose the phrase that best completes the following statement:
Unemployment insurance... - CORRECT ANSWER-A)Is funded by employer contributions
Unemployment insurance is funded by employer taxes (except in three states, where employees contribute as well).
1)Is eligible to employees who have lost their jobs for any reason, other than gross negligence-->
