aPHR Certification Study Guides with
Complete Solutions
Activities Protected By the NLRA - ANSWER-Under the National Labor Relations Act,
most private sector employees have the right to:
Organize a union to negotiate with employers concerning wages, hours, and other
terms and conditions of employment.
-Form, join or assist a union.
- Bargain collectively through representatives of employees' own choosing for a
contract setting wages, benefits, hours, and other working conditions.
- Discuss terms and conditions of employment or union organizing with co-workers or a
union.
-Engage in protected concerted activities with one or more co-workers to improve
wages, benefits and other working conditions.
-Choose not to do any of these activities, including joining or remaining a member of a
union.
Administrative role of HRM - ANSWER-Handling administrative tasks ( hiring
employees, answering questions about benefits) efficiently and with a commitment to
quality. This requires expertise in the particular task
Advertising in Newspapers and Magazines - ANSWER-When the goal is to find people
w know the local community, advertising in the local newspaper can reach that
audience.
Similarly, when the goal is to find people in a specialized field, advertising in a trade p,
professional, or industry publication can reach the right pool of job candidates.
Affirmative Action - ANSWER-An organization's active effort to find opportunities to hire
or promote people in a particular group
Affirmative Action and Reverse Discrimination - ANSWER-When organizations engaged
in affirmative action allegedly discriminate white or male candidates by increasing the
proportions of minorities or female candidates hired or promoted
Age Discrimination in Employment Act of 1967 ( ADEA) - ANSWER-Prohibits
discrimination in employment against individuals 40 years of age and older.
Covers employers with 15 or more employees working 20 or more weeks per year;
labor unions; employment agencies; federal government
EEOC enforced
Alternative work arrangements - ANSWER-Methods of staffing other than the traditional
hiring of full-time employees. The following methods are the most common:
- Independent contractors, self employed individuals with multiple clients
- On-call workers, persons who work for an organization only when they are needed
,- Temporary workers, are employed by a temporary agency; client organization's pay
the agency for the services of these workers
- Contract company workers, employed directly by a company for a specific time
specified in a written contract
Americans with Disabilities Act of 1990 (ADA) - ANSWER-Prohibits discrimination
against individuals with disabilities in all employments practices, such as job application
procedures, hiring, firing, promotions, compensation, and training. Other employment
activities covered by the ADA are employment advertising, recruitment, tenure, layoff,
leave, and fringe benefits
The ADA require that employers take steps to accommodate individuals covered under
the act
Covers employers with more than 15 employees
EEOC
Behavior of the Recruiter - ANSWER-Recruiters affect results not only by providing
plenty of information, but by providing the right kind of information.
In reality, for affecting whether people choose to take a jo, but even more so, whether
they stick with a job, the recruiter seems less important than an organization's personnel
policies that directly affects the job's features ( pay, security, advancement
opportunities,and so on )!
Benchmarks - ANSWER-A measurement tool that gathers ratings of manager's use of
skills associated with success in managing
Best sources of new hires - ANSWER-Referrals and Direct applicants
Lower cost than formal recruiting efforts, "self-selection" process direct applicants are to
some extent already sold on the org, when current employees ( who are familiar with
the vacancy and the person they are referring) refer friends or relatives
Bona Fide Occupational Qualification BFOQ - ANSWER-A necessary ( not merely
preferred) qualification for performing a job
Business goals impacted directly by Metrics - ANSWER-- Increase a manager's bonus
- Increase the share price
- increase profit
- increase revenue
- Increase product innovation
- Increase brand value
- increase market share
- Decrease time to market
- Have a high ROI ( Return on Investment )
Business intelligence - ANSWER-Provides insight into business trends and patterns and
helps businesses improve decisions ( managers use the system to analyze costs and
productivity among different employee groups)
, Business Partner role of HRM - ANSWER-Developing effective HR systems that help
the org meet its goals attracting, keeping, and developing people with the skill it needs.
For the systems to be effective, HR people must understand the business so it can
understand what the business needs
Business strategy: issues affecting HRM - ANSWER-Total Quality Management
Mergers and Acquisitions
Reengineering
International Expansion
Downsizing
Outsourcing
Business' Role in providing for EEO - ANSWER-Most companies recognize the
importance of complying with anti-discrimination laws. Expert HR professionals can help
in identifying how to comply and take steps to avoid discrimination and provide
reasonable accommodation
Calculating benchmark employee cost - ANSWER-(Departing employee annual base
salary + calculated annual benefits costs) divided by 12 months= calculated monthly
salary +!benefits
Or divided by working days = calculated daily salary + benefits
Characteristics of the Recruiter - ANSWER-Most organization's must choose whether
their recruiters are specialists in HR or at particular jobs.
According to some studies, applicants perceive HR specialist as less credible and are
less attracted to jobs when recruiters are HR specialists.
This indicated that HR specialists need to take extra steps to ensure
That applicants perceive them as knowledgeable and credible.
In general, applicants respond positively to recruiters who are warm ( meaning that the
recruiter seems to care about the applicant and to be enthusiastic about the applicants
potential to contribute to the org) and informative ( meaning the recruiter provides the
kind of information the applicant is seeking.
The evidence of impact of other characteristics such as their age, race, and sex is
complex and inconsistent
Civil Rights Act of 1991(CRA 1991) - ANSWER-Same as Title VII, prohibits
discrimination with the addition of compensatory and punitive damages to employment
discrimination cases
EEOC
Civil Rights Acts ( CRAs) of 1866 and 1871 (as amended) - ANSWER-Grant all citizens
the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms
and conditions of the contractual relationship. Covers all individuals. Enforced by the
court system
Complete Solutions
Activities Protected By the NLRA - ANSWER-Under the National Labor Relations Act,
most private sector employees have the right to:
Organize a union to negotiate with employers concerning wages, hours, and other
terms and conditions of employment.
-Form, join or assist a union.
- Bargain collectively through representatives of employees' own choosing for a
contract setting wages, benefits, hours, and other working conditions.
- Discuss terms and conditions of employment or union organizing with co-workers or a
union.
-Engage in protected concerted activities with one or more co-workers to improve
wages, benefits and other working conditions.
-Choose not to do any of these activities, including joining or remaining a member of a
union.
Administrative role of HRM - ANSWER-Handling administrative tasks ( hiring
employees, answering questions about benefits) efficiently and with a commitment to
quality. This requires expertise in the particular task
Advertising in Newspapers and Magazines - ANSWER-When the goal is to find people
w know the local community, advertising in the local newspaper can reach that
audience.
Similarly, when the goal is to find people in a specialized field, advertising in a trade p,
professional, or industry publication can reach the right pool of job candidates.
Affirmative Action - ANSWER-An organization's active effort to find opportunities to hire
or promote people in a particular group
Affirmative Action and Reverse Discrimination - ANSWER-When organizations engaged
in affirmative action allegedly discriminate white or male candidates by increasing the
proportions of minorities or female candidates hired or promoted
Age Discrimination in Employment Act of 1967 ( ADEA) - ANSWER-Prohibits
discrimination in employment against individuals 40 years of age and older.
Covers employers with 15 or more employees working 20 or more weeks per year;
labor unions; employment agencies; federal government
EEOC enforced
Alternative work arrangements - ANSWER-Methods of staffing other than the traditional
hiring of full-time employees. The following methods are the most common:
- Independent contractors, self employed individuals with multiple clients
- On-call workers, persons who work for an organization only when they are needed
,- Temporary workers, are employed by a temporary agency; client organization's pay
the agency for the services of these workers
- Contract company workers, employed directly by a company for a specific time
specified in a written contract
Americans with Disabilities Act of 1990 (ADA) - ANSWER-Prohibits discrimination
against individuals with disabilities in all employments practices, such as job application
procedures, hiring, firing, promotions, compensation, and training. Other employment
activities covered by the ADA are employment advertising, recruitment, tenure, layoff,
leave, and fringe benefits
The ADA require that employers take steps to accommodate individuals covered under
the act
Covers employers with more than 15 employees
EEOC
Behavior of the Recruiter - ANSWER-Recruiters affect results not only by providing
plenty of information, but by providing the right kind of information.
In reality, for affecting whether people choose to take a jo, but even more so, whether
they stick with a job, the recruiter seems less important than an organization's personnel
policies that directly affects the job's features ( pay, security, advancement
opportunities,and so on )!
Benchmarks - ANSWER-A measurement tool that gathers ratings of manager's use of
skills associated with success in managing
Best sources of new hires - ANSWER-Referrals and Direct applicants
Lower cost than formal recruiting efforts, "self-selection" process direct applicants are to
some extent already sold on the org, when current employees ( who are familiar with
the vacancy and the person they are referring) refer friends or relatives
Bona Fide Occupational Qualification BFOQ - ANSWER-A necessary ( not merely
preferred) qualification for performing a job
Business goals impacted directly by Metrics - ANSWER-- Increase a manager's bonus
- Increase the share price
- increase profit
- increase revenue
- Increase product innovation
- Increase brand value
- increase market share
- Decrease time to market
- Have a high ROI ( Return on Investment )
Business intelligence - ANSWER-Provides insight into business trends and patterns and
helps businesses improve decisions ( managers use the system to analyze costs and
productivity among different employee groups)
, Business Partner role of HRM - ANSWER-Developing effective HR systems that help
the org meet its goals attracting, keeping, and developing people with the skill it needs.
For the systems to be effective, HR people must understand the business so it can
understand what the business needs
Business strategy: issues affecting HRM - ANSWER-Total Quality Management
Mergers and Acquisitions
Reengineering
International Expansion
Downsizing
Outsourcing
Business' Role in providing for EEO - ANSWER-Most companies recognize the
importance of complying with anti-discrimination laws. Expert HR professionals can help
in identifying how to comply and take steps to avoid discrimination and provide
reasonable accommodation
Calculating benchmark employee cost - ANSWER-(Departing employee annual base
salary + calculated annual benefits costs) divided by 12 months= calculated monthly
salary +!benefits
Or divided by working days = calculated daily salary + benefits
Characteristics of the Recruiter - ANSWER-Most organization's must choose whether
their recruiters are specialists in HR or at particular jobs.
According to some studies, applicants perceive HR specialist as less credible and are
less attracted to jobs when recruiters are HR specialists.
This indicated that HR specialists need to take extra steps to ensure
That applicants perceive them as knowledgeable and credible.
In general, applicants respond positively to recruiters who are warm ( meaning that the
recruiter seems to care about the applicant and to be enthusiastic about the applicants
potential to contribute to the org) and informative ( meaning the recruiter provides the
kind of information the applicant is seeking.
The evidence of impact of other characteristics such as their age, race, and sex is
complex and inconsistent
Civil Rights Act of 1991(CRA 1991) - ANSWER-Same as Title VII, prohibits
discrimination with the addition of compensatory and punitive damages to employment
discrimination cases
EEOC
Civil Rights Acts ( CRAs) of 1866 and 1871 (as amended) - ANSWER-Grant all citizens
the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms
and conditions of the contractual relationship. Covers all individuals. Enforced by the
court system
