HRCI END TERM EXAM
QUESTIONS AND 100% CORRECT
ANSWERS!!
At a root cause analysis session after losing out on a major account, the senior management
zeroed down on poor relationship building and networking skills as the main cause. The
HR director proposed engaging an established vendor to draw up and implement a series
of learning interventions mapped to a sales competency framework. The estimated cost of
developing the framework, conceptualizing training interventions and rolling them out to
the 250 odd sales personnel in the organization would be $300,000. But new assignments
and projects reaped as a result of this intervention was estimated to be to the tune of
$120,000. What will be the ROI on this training investment in the first year?
40% b/c ROI = (Value of benefits received/Operational Cost to produce benefits) * 100
In the performance appraisal, the manager checks one statement that shows what the
employee is most like and another statement which shows what the employee is least
like. This is an example of:
[think forced to choose a "who would you bang" type situation vs. "distributing aong a bell
curve" Forced choice method; of appraisal the appraiser is required to check two from
four/five statements; one that the employee is most like and one that the employee is least like.
Advantage: easy to use. Disadvantage: constructing valid statements could be difficult.
Company A is having a labor-management problem. The union of Company B comes to the
aid of the union of company A, by compelling its management to discontinue any business
activity with company A. So, the union of company B indirectly hinders the business of
Company A. This is an example of:
Secondary boycott is a form of boycott where the union of a given company compels its
management to refrain from doing any business with another company that may be going
through a union problem. Secondary boycott is considered an offence in many countries; in
fact it is banned in the USA by the Taft- Hartley Act, 1947.
,What are differences between Taft Hartley and LaGuardia?
http://www.iww.org/organize/laborlaw/Lynd/Lynd3.shtml
What is an advisory part of HR?
HR managers advise and assist line managers in managing human resources. This involves
gathering facts, identifying problems, suggesting solutions and offering guidance on employee
related matters.
How can adverse impact be determined?
Justification: We need to divide the selection rate for the group with the lowest rate by the
selection rate of the group with the highest rate. In this case, this is 30% / 60% = 50%.
According to the 80% rule, adverse impact exists if the selection rate for a protected group is less
than 80% of the rate for the group with the highest selection rates.
The main intent of the Ellerth and Faragher rulings is that an employer must:
ssume responsibility for the acts of the supervisors; The operative phrase is 'main intent'. Though
all options mentioned are suitable preventive or corrective actions related to workplace
harassment, the main intent of the ruling was to make the organization responsible for the
behavior and actions of the supervisors.
HR Management Functions include:
Planning, organizing, directing, and controlling (debatable, is staffing not here? POSDC)
Which of the following is eligible for a copyright?
Architectural works; Chapter 1, Section 102(a) of the copyright law specifies the
following categories as eligible for copyright:
• literary works
• musical works, including any accompanying words
• dramatic works, including any accompanying music
• Pantomimes (gestures without speech) and choreographic works
• pictorial, graphic, and sculptural works
• motion pictures and other audiovisual works
, • sound recordings
• architectural works
What are not copyright eligible?
Process, Idea, Cocnepts
What are 5 basic characteristics of project management? (STRQR-star Qrs)
The five basic characteristics of project management are scope, time, resource, quality, and risk.
Quantity is not a basic characteristic of project management.
An organization with positive employer-employee relations can become union-free.
This depends largely on effective leadership and maintenance of a friendly
organizational culture.
Such an organization's workplace will have a climate where :
• Employees are always treated fairly
• Employee needs and grievances are understood and addressed promptly
• Communication links between management and employees are always kept open
• Good performance is rewarded periodically
• Management behavior is consistent with stated organizational policies
• Promotions are based on ability and experience
• Training is provided on an ongoing basis to upgrade employee skills
• Programs are organized to provide opportunities for career development
Which of the following can be considered as a fair workplace recommendation
for employers?
Employers can take the following recommended measures to provide a fair workplace and
ensure non discrimination on the basis of sexual orientation:
• Establish non discrimination policies that contain sexual orientation.
• Provide diversity training.
• Take effective actions to prevent harassment of gay and lesbian employees.
• Recognize organizations that represent the interests of gay and lesbian employees.
• Refer to sexual orientation instead of sexual preference.
QUESTIONS AND 100% CORRECT
ANSWERS!!
At a root cause analysis session after losing out on a major account, the senior management
zeroed down on poor relationship building and networking skills as the main cause. The
HR director proposed engaging an established vendor to draw up and implement a series
of learning interventions mapped to a sales competency framework. The estimated cost of
developing the framework, conceptualizing training interventions and rolling them out to
the 250 odd sales personnel in the organization would be $300,000. But new assignments
and projects reaped as a result of this intervention was estimated to be to the tune of
$120,000. What will be the ROI on this training investment in the first year?
40% b/c ROI = (Value of benefits received/Operational Cost to produce benefits) * 100
In the performance appraisal, the manager checks one statement that shows what the
employee is most like and another statement which shows what the employee is least
like. This is an example of:
[think forced to choose a "who would you bang" type situation vs. "distributing aong a bell
curve" Forced choice method; of appraisal the appraiser is required to check two from
four/five statements; one that the employee is most like and one that the employee is least like.
Advantage: easy to use. Disadvantage: constructing valid statements could be difficult.
Company A is having a labor-management problem. The union of Company B comes to the
aid of the union of company A, by compelling its management to discontinue any business
activity with company A. So, the union of company B indirectly hinders the business of
Company A. This is an example of:
Secondary boycott is a form of boycott where the union of a given company compels its
management to refrain from doing any business with another company that may be going
through a union problem. Secondary boycott is considered an offence in many countries; in
fact it is banned in the USA by the Taft- Hartley Act, 1947.
,What are differences between Taft Hartley and LaGuardia?
http://www.iww.org/organize/laborlaw/Lynd/Lynd3.shtml
What is an advisory part of HR?
HR managers advise and assist line managers in managing human resources. This involves
gathering facts, identifying problems, suggesting solutions and offering guidance on employee
related matters.
How can adverse impact be determined?
Justification: We need to divide the selection rate for the group with the lowest rate by the
selection rate of the group with the highest rate. In this case, this is 30% / 60% = 50%.
According to the 80% rule, adverse impact exists if the selection rate for a protected group is less
than 80% of the rate for the group with the highest selection rates.
The main intent of the Ellerth and Faragher rulings is that an employer must:
ssume responsibility for the acts of the supervisors; The operative phrase is 'main intent'. Though
all options mentioned are suitable preventive or corrective actions related to workplace
harassment, the main intent of the ruling was to make the organization responsible for the
behavior and actions of the supervisors.
HR Management Functions include:
Planning, organizing, directing, and controlling (debatable, is staffing not here? POSDC)
Which of the following is eligible for a copyright?
Architectural works; Chapter 1, Section 102(a) of the copyright law specifies the
following categories as eligible for copyright:
• literary works
• musical works, including any accompanying words
• dramatic works, including any accompanying music
• Pantomimes (gestures without speech) and choreographic works
• pictorial, graphic, and sculptural works
• motion pictures and other audiovisual works
, • sound recordings
• architectural works
What are not copyright eligible?
Process, Idea, Cocnepts
What are 5 basic characteristics of project management? (STRQR-star Qrs)
The five basic characteristics of project management are scope, time, resource, quality, and risk.
Quantity is not a basic characteristic of project management.
An organization with positive employer-employee relations can become union-free.
This depends largely on effective leadership and maintenance of a friendly
organizational culture.
Such an organization's workplace will have a climate where :
• Employees are always treated fairly
• Employee needs and grievances are understood and addressed promptly
• Communication links between management and employees are always kept open
• Good performance is rewarded periodically
• Management behavior is consistent with stated organizational policies
• Promotions are based on ability and experience
• Training is provided on an ongoing basis to upgrade employee skills
• Programs are organized to provide opportunities for career development
Which of the following can be considered as a fair workplace recommendation
for employers?
Employers can take the following recommended measures to provide a fair workplace and
ensure non discrimination on the basis of sexual orientation:
• Establish non discrimination policies that contain sexual orientation.
• Provide diversity training.
• Take effective actions to prevent harassment of gay and lesbian employees.
• Recognize organizations that represent the interests of gay and lesbian employees.
• Refer to sexual orientation instead of sexual preference.
