JOB TRAINING PRACTICE EXAM
(DUMMIES) EXAM QUESTIONS WITH
CORRECT ANSWERS
Conducting a pre-employment drug screen is most useful to prevent what?
(A) Negligent hiring
(B) Workplace violence
(C) Injuries
(D) All of the above - Answer-D. Many benefits to pre-employment drug screening
include a defense against a negligent hiring claim
(Choice [A]), the prevention of potential violence on
the job (Choice [B]), and workplace injuries (Choice
[C]), making Choice (D) the correct answer.
Why should a private-sector employer hire interns?
(A) It's a great way to get free work done.
(B) It's useful to prequalify potential candidates.
(C) It invests in the communities in which the employer does business.
(D) It's the right thing to do. - Answer-B. Using student interns is an excellent source
of
hiring for companies that allows both the candidate
and the employer to qualify each other for the
position.
Choice (A) could get the employer in trouble if not
properly managed, and both Chioces (C) and (D),
although correct, aren't the focus of student
internships.
Which landmark case found that a seemingly neutral
pre-employment test could result in unlawful discrimination if it has an adverse
impact against a protected class group?
(A) Griggs vs. Duke Power
(B) The UGESPs
(C) McDonnell Douglas vs. Green
(D) Albermarle Paper vs. Moody - Answer-A. The correct answer is (A), which found
that a high
school diploma requirement was excluding African
Americans. (B) requires that all employment tests be
valid predictors of behavior. (C) places the burden on
an employer to show why it failed to hire someone
who was otherwise qualified. In (D), an employee who
had been the subject of unlawful discrimination may
be eligible for back pay.
If an employee is found to be the victim of unlawful discrimination, he or she may be
entitled to back pay under which landmark court decision?
(A) Griggs vs. Duke Power
,(B) The UGESPs
(C) McDonnell Douglas vs. Green
(D) Albemarle Paper vs. Moody - Answer-D. Albemarle Paper vs. Moody found that
an employee
who had been the subject of unlawful discrimination
may be eligible for back pay.
In Choice (A), a high-school diploma requirement
excludes African Americans, making it discriminatory.
Choice (B) requires that all employment tests be valid predictors of behavior. Choice
(C) places the burden
on an employer to show why it failed to hire someone
who was otherwise qualified.
A group composed of members of the same race or the same heritage would be
attributed as being what?
(A) Homogeneous
(B) Heterogeneous
(C) Patriot
(D) Fellows - Answer-A. A homogeneous group, Choice (A), includes people
who share the same background or heritage. Choice
(B) is the opposite. Choice (C) is a devoted citizen, and
Choice (D) is the recognition of academic merit.
An employee refused to go out on a date with her supervisor and was fired by him as
a result. This is known as what type of harassment?
(A) Unlawful
(B) Discriminatory
(C) Quid pro quo
(D) Hostile - Answer-C. Quid pro quo harassment occurs when a supervisor
requires a romantic or sexual behavior in exchange
for something else, such as not being fired.
Choices (A) and (B) aren't the correct terms, although
the harassment certainly may be found to be unlawful
and discriminatory. Choice (D) is another type of
harassment in which an employee's working
conditions are altered due to abuse based on a
protected class characteristic.
Which of the following visas may be extended to religious workers?
(A) R-1
(B) O-1
(C) L-1A
(D) P-1 - Answer-A. An R-1 is a nonimmigrant visa that may be
extended to religious workers to be in the United
States for up to five years. Choice (B) is for workers
with extraordinary abilities, Choice (C) is a visa for
executives, and Choice (D) may be extended to
athletes or entertainers.
A mass layoff of more than 500 employees would
,trigger which of the following acts protecting the affected individuals?
(A) The Consolidated Omnibus Budget Reconciliation
Act
(B) The Health Insurance Portability and
Accountability Act
(C) The Workforce Adjustment and Retraining
Notification Act
(D) All of the above - Answer-D. Separation of employment is a trigger for multiple
worker protection acts, including all listed here, which makes Choice (D) correct.
COBRA, Choice A, allows separated workers to continue to purchase healthcare.
HIPAA, Choice B, allows them to get future coverage despite pre-existing conditions.
WARN, Choice (C), requires notice because the layoff affects more than 99 workers.
Which of the following has had the most growth in online media recruiting?
(A) Video branding
(B) Mobile apps
(C) Employee testimonials
(D) Personal networks - Answer-B. The explosion of mobile job apps within the last
testing window makes Choice (B) the correct answer.
Also increasing, but at a slower pace, are the use of
videos for the employer brand, Choice (A), and
employee testimonials, Choice (C) (similar to a
product or service review). Choice (D) has been growing at a more steady pace
since its birth several
years ago.
Which of the following most accurately describes at-
will employment?
(A) The employer may terminate an employee at any
time, for any reason.
(B) The employee may quit without giving notice.
(C) The employee serves at the will of the employer.
(D) Both the employer and the employee can separate
at any time without cause. - Answer-D. At-will employment is a common law doctrine
that
allows either party to employment to separate at any
time and for any reason, making Choice (D) the best
answer.
Conducting employee exit interviews by a third party is most useful for which of the
following?
(A) Controlling the high emotions associated with separations
(B) Obtaining honest feedback
(C) Protecting the employer from a wrongful termination claim
(D) Utilizing external resources to keep HR focused on
operations - Answer-B. Using a third party to conduct the exit interview
allows the exiting employee to provide more honest,
meaningful feedback as to why he or she is leaving.
It may not have an impact on how an employee feels
about the separation (Choice [A]), and it won't protect
, an employer from a charge of wrongful termination
(Choice [C]). Choice (D) may be necessary for the busy HR professional, but it's not
the best answer.
The Age Discrimination in Employment Act protects
individuals over the age of what?
(A) 40
(B) 50
(C) 63
(D) All of the above - Answer-D. The Age Discrimination in Employment Act applies
to all individuals older than the age of 40.
Which of the following activities are often outsourced to an external agency?
(A) Payroll
(B) Hiring
(C) COBRA administration
(D) All of the above - Answer-D. Outsourcing is a very useful way to accomplish
many of the functions of HR in the absence of a robust
HR department. Activities include processing payroll
(Choice [A]), hiring (Choice [B]), and complying with
COBRA (Choice [C]).
Consistent branding and the use of videos are combined for successful what?
(A) Social media recruiting
(B) Employee retention
(C) Job satisfaction
(D) Communicating benefits - Answer-A. Successful social media use in recruiting
has a
consistent message communicated via the brand, and
videos are one way to do that. The employer brand
isn't used for retention (Choice [B]) or satisfaction
efforts (Choice [C]), nor does it help communicate the
benefits (Choice [D]).
Which of the following is an alternative staffing method?
(A) Direct hires
(B) Online recruiting
(C) Job sharing
(D) Temporary workers - Answer-C. Job sharing highlights an alternative to
traditional
staffing sources, such as direct hires (Choice [A]) and
temporary workers (Choice [D]) and the use of the
internet to find talent (Choice [B]).
How are ideas shared in a Socratic seminar?
(A) Through adherence to an agenda
(B) By the use of questions and answers
(C) Through classroom lecture
(D) As a fishbowl - Answer-B. In a Socratic seminar, conclusions are drawn and
ideas shared through questions and answers, so
(DUMMIES) EXAM QUESTIONS WITH
CORRECT ANSWERS
Conducting a pre-employment drug screen is most useful to prevent what?
(A) Negligent hiring
(B) Workplace violence
(C) Injuries
(D) All of the above - Answer-D. Many benefits to pre-employment drug screening
include a defense against a negligent hiring claim
(Choice [A]), the prevention of potential violence on
the job (Choice [B]), and workplace injuries (Choice
[C]), making Choice (D) the correct answer.
Why should a private-sector employer hire interns?
(A) It's a great way to get free work done.
(B) It's useful to prequalify potential candidates.
(C) It invests in the communities in which the employer does business.
(D) It's the right thing to do. - Answer-B. Using student interns is an excellent source
of
hiring for companies that allows both the candidate
and the employer to qualify each other for the
position.
Choice (A) could get the employer in trouble if not
properly managed, and both Chioces (C) and (D),
although correct, aren't the focus of student
internships.
Which landmark case found that a seemingly neutral
pre-employment test could result in unlawful discrimination if it has an adverse
impact against a protected class group?
(A) Griggs vs. Duke Power
(B) The UGESPs
(C) McDonnell Douglas vs. Green
(D) Albermarle Paper vs. Moody - Answer-A. The correct answer is (A), which found
that a high
school diploma requirement was excluding African
Americans. (B) requires that all employment tests be
valid predictors of behavior. (C) places the burden on
an employer to show why it failed to hire someone
who was otherwise qualified. In (D), an employee who
had been the subject of unlawful discrimination may
be eligible for back pay.
If an employee is found to be the victim of unlawful discrimination, he or she may be
entitled to back pay under which landmark court decision?
(A) Griggs vs. Duke Power
,(B) The UGESPs
(C) McDonnell Douglas vs. Green
(D) Albemarle Paper vs. Moody - Answer-D. Albemarle Paper vs. Moody found that
an employee
who had been the subject of unlawful discrimination
may be eligible for back pay.
In Choice (A), a high-school diploma requirement
excludes African Americans, making it discriminatory.
Choice (B) requires that all employment tests be valid predictors of behavior. Choice
(C) places the burden
on an employer to show why it failed to hire someone
who was otherwise qualified.
A group composed of members of the same race or the same heritage would be
attributed as being what?
(A) Homogeneous
(B) Heterogeneous
(C) Patriot
(D) Fellows - Answer-A. A homogeneous group, Choice (A), includes people
who share the same background or heritage. Choice
(B) is the opposite. Choice (C) is a devoted citizen, and
Choice (D) is the recognition of academic merit.
An employee refused to go out on a date with her supervisor and was fired by him as
a result. This is known as what type of harassment?
(A) Unlawful
(B) Discriminatory
(C) Quid pro quo
(D) Hostile - Answer-C. Quid pro quo harassment occurs when a supervisor
requires a romantic or sexual behavior in exchange
for something else, such as not being fired.
Choices (A) and (B) aren't the correct terms, although
the harassment certainly may be found to be unlawful
and discriminatory. Choice (D) is another type of
harassment in which an employee's working
conditions are altered due to abuse based on a
protected class characteristic.
Which of the following visas may be extended to religious workers?
(A) R-1
(B) O-1
(C) L-1A
(D) P-1 - Answer-A. An R-1 is a nonimmigrant visa that may be
extended to religious workers to be in the United
States for up to five years. Choice (B) is for workers
with extraordinary abilities, Choice (C) is a visa for
executives, and Choice (D) may be extended to
athletes or entertainers.
A mass layoff of more than 500 employees would
,trigger which of the following acts protecting the affected individuals?
(A) The Consolidated Omnibus Budget Reconciliation
Act
(B) The Health Insurance Portability and
Accountability Act
(C) The Workforce Adjustment and Retraining
Notification Act
(D) All of the above - Answer-D. Separation of employment is a trigger for multiple
worker protection acts, including all listed here, which makes Choice (D) correct.
COBRA, Choice A, allows separated workers to continue to purchase healthcare.
HIPAA, Choice B, allows them to get future coverage despite pre-existing conditions.
WARN, Choice (C), requires notice because the layoff affects more than 99 workers.
Which of the following has had the most growth in online media recruiting?
(A) Video branding
(B) Mobile apps
(C) Employee testimonials
(D) Personal networks - Answer-B. The explosion of mobile job apps within the last
testing window makes Choice (B) the correct answer.
Also increasing, but at a slower pace, are the use of
videos for the employer brand, Choice (A), and
employee testimonials, Choice (C) (similar to a
product or service review). Choice (D) has been growing at a more steady pace
since its birth several
years ago.
Which of the following most accurately describes at-
will employment?
(A) The employer may terminate an employee at any
time, for any reason.
(B) The employee may quit without giving notice.
(C) The employee serves at the will of the employer.
(D) Both the employer and the employee can separate
at any time without cause. - Answer-D. At-will employment is a common law doctrine
that
allows either party to employment to separate at any
time and for any reason, making Choice (D) the best
answer.
Conducting employee exit interviews by a third party is most useful for which of the
following?
(A) Controlling the high emotions associated with separations
(B) Obtaining honest feedback
(C) Protecting the employer from a wrongful termination claim
(D) Utilizing external resources to keep HR focused on
operations - Answer-B. Using a third party to conduct the exit interview
allows the exiting employee to provide more honest,
meaningful feedback as to why he or she is leaving.
It may not have an impact on how an employee feels
about the separation (Choice [A]), and it won't protect
, an employer from a charge of wrongful termination
(Choice [C]). Choice (D) may be necessary for the busy HR professional, but it's not
the best answer.
The Age Discrimination in Employment Act protects
individuals over the age of what?
(A) 40
(B) 50
(C) 63
(D) All of the above - Answer-D. The Age Discrimination in Employment Act applies
to all individuals older than the age of 40.
Which of the following activities are often outsourced to an external agency?
(A) Payroll
(B) Hiring
(C) COBRA administration
(D) All of the above - Answer-D. Outsourcing is a very useful way to accomplish
many of the functions of HR in the absence of a robust
HR department. Activities include processing payroll
(Choice [A]), hiring (Choice [B]), and complying with
COBRA (Choice [C]).
Consistent branding and the use of videos are combined for successful what?
(A) Social media recruiting
(B) Employee retention
(C) Job satisfaction
(D) Communicating benefits - Answer-A. Successful social media use in recruiting
has a
consistent message communicated via the brand, and
videos are one way to do that. The employer brand
isn't used for retention (Choice [B]) or satisfaction
efforts (Choice [C]), nor does it help communicate the
benefits (Choice [D]).
Which of the following is an alternative staffing method?
(A) Direct hires
(B) Online recruiting
(C) Job sharing
(D) Temporary workers - Answer-C. Job sharing highlights an alternative to
traditional
staffing sources, such as direct hires (Choice [A]) and
temporary workers (Choice [D]) and the use of the
internet to find talent (Choice [B]).
How are ideas shared in a Socratic seminar?
(A) Through adherence to an agenda
(B) By the use of questions and answers
(C) Through classroom lecture
(D) As a fishbowl - Answer-B. In a Socratic seminar, conclusions are drawn and
ideas shared through questions and answers, so
