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Quiz Session - Attempts With Random Questions

HRCI PHR Exam Questions

Page 6 of 73

101.

Which of the following best describes the duty of loyalty?

  • The requirement that employees act in the best interest of their employer and not solicit work from their employer for personal gain

  • The requirement that employees act in their own best interest to protect themselves from discriminatory or criminal acts

  • The requirement that the employee is to act with practical care and skill in the course of performing his or her duties

  • The requirement that employees are to act in accordance with their employer's practical and legal policies, procedures, and rules

Correct answer: The requirement that employees act in the best interest of their employer and not solicit work from their employer for personal gain

Three common law doctrines which place responsibilities on employees include:

  • Duty of diligence: The duty of diligence common-law doctrine requires that employees act with "reasonable care and skill" when working on behalf of the employer.
  • Duty of obedience: The duty of obedience common-law doctrine requires that employees comply and act in accordance with their employer's lawful policies, procedures, and rules.
  • Duty of loyalty: The duty of loyalty common-law doctrine requires that employees are to be loyal to their employers by not soliciting business away from the employer or acting on behalf of personal interests.

102.

Which of the following components is not part of an AAP?

  • Staffing quotas

  • Job group analysis

  • Placement goals

  • Action-oriented programs

Correct answer: Staffing quotas

The Office of Federal Contract Compliance Programs (OFCCP) determined that an Affirmative Action Plan (AAP) is to include the following components:

  • An organizational profile
  • Job group analysis
  • Placement of incumbents in job groups
  • Determination of availability
  • Comparison of incumbency to availability
  • Placement goals
  • Designation of the person responsible for implementation within the business
  • Identification of problem areas
  • Action-oriented programs
  • Periodic internal audits

103.

Which of the following are true of visual learners?

Select all that apply. There are 2 correct answers.

  • They prefer handouts

  • They process information by sight

  • They learn through lectures

  • They process information by their sense of touch

Being able to identify learning styles is critical in learning and development. In general, the three types of learning styles include:

  • Auditory learners include learners who are able to learn more effectively by what they hear. This may include verbal discussions, lectures, recordings, etc.
  • Visual learners includes learners who are able to learn more effectively by what they see. This may include pictures, graphs, charts, diagrams, presentations, guides, etc.
  • Tactile/Kinesthetic learners are learners who are able to learn more effectively by doing. This may include interactive presentations, hands on skill development, role playing, etc.

104.

Louise's co-workers recently had the maintenance department come out and close the dampers, preventing airflow into their office. Unfortunately for Louise, this means that the cold air from the air conditioner that should be dispersed to her co-workers is all routed to her office. This is best described as which?

  • An environmental health hazard

  • A physical health hazard

  • Nothing more than an annoyance

  • A hostile work environment

Correct answer: An environmental health hazard

Hazards in the workplace include environmental health hazards, chemical health hazards, and physical health hazards. In this situation, Louise is experiencing an environmental health hazard. Some examples of environmental health hazards include extreme temperatures, stress, gas fumes, viruses, molds, etc.

105.

Certain positions may be exempt from the overtime regulations outlined in the FLSA. What are types of exemptions allowed by the act? 

Select all that apply. There are 3 correct answers.

  • Administrative exemption

  • Highly compensated employee exemption

  • Outside sales exemption

  • Key employee exemption

  • Salary exemption

The Fair Labor Standards Act of 1938 (FLSA) is a federal law that establishes regulations related to compensation and payment to full-time and part-time employees in the private sector and in federal, state, and local governments. The areas regulated include the minimum wage, max hours and overtime, travel time, salary deductions, child labor, and others. 

Some employees may be exempt from the overtime and the minimum wage provisions of the act. Provided the employee meets the salary basis test (payment of at least $684 per week), there are several exemptions based on the duties performed by the employee. The types of exemptions available are listed below:

  • Executive exemption
  • Administrative exemption
  • Professional exemption
  • Highly compensated employee exemption
  • Computer employee exemption
  • Outside sales exemption

106.

Where would the professional in human resources look to find charges filed related to adverse employment actions?

  • Equal Employment Opportunity Commission

  • U.S. Office of Personnel Management

  • Office of Federal Contract Compliance

  • Occupational Safety and Health Administration

Correct answer: Equal Employment Opportunity Commission

The Equal Employment Opportunity Commission (EEOC) is the federal agency that is tasked with enforcing and investigating harassment and discrimination. The EEOC protects applicants, employees, and former employees from discrimination based on protected class which includes race, color, religion, gender, national origin, age, disability, and genetic information. The EEOC compiles a list of all charges that have been filed related to adverse employment actions. This can be used by Human Resources when identifying organizational risk.

The Occupational Safety and Health Administration (OSHA) develops regulations to improve the safety of the American workplace.

The Office of Federal Contract Compliance Programs is part of the Department of Labor and would be contacted to file complaints against federal contractors believed to have violated the Rehabilitation Act.

107.

Employees at a large company are organized by geographic location. There are Boston, Houston, Toronto, and Mexico City teams, and each has departments within it. Which of the following most likely represents the organizational structure that this team uses?

  • Divisional structure

  • Functional structure

  • Hybrid structure

  • Matrix structure

Correct answer: Divisional structure

Divisional structure is when a company has multiple products, brands, or branches of their organization, so roles are organized depending on which division of the company they work with. Companies may also be divided by geographic location in divisional structures.

Functional structure is when employees are organized into departments based on the specific function of their work. A hybrid structure gives organizations the flexibility to create a unique structure and may be a blend of the other structures. Matrix structures integrate both the functional and divisional structure models. For example, an individual contributor may be a packaging line operator in Division A or Division B.

108.

Employer unfair labor practices include which of the following?

Select all that apply. There are 3 correct answers. 

  • Refuse to bargain in good faith

  • Interfere with unionization efforts

  • Discrimination against employees

  • Featherbedding

  • Engaging in prohibited strikes

The National Labor Relations Act defines activities considered to be employer and employee unfair labor practices. Employer unfair labor practices include:

  • Interfere with, restrain, or coerce unionization efforts
  • Dominate or assist a labor organization
  • Discriminate against employees
  • Discriminate against NLRB activity
  • Refuse to bargain in good faith
  • Enter into a hot-cargo agreement

109.

Employee X was exposed to excessive radiation while he was testing a nuclear bomb. Which act will provide Employee X with compensation for this incident?

  • EEOICPA

  • BLBA

  • FECA

  • LHWCA

Correct answer: EEOICPA

The Energy Employees Occupational Illness Compensation Program Act (EEOICPA) was enacted to provide compensation for current or former employees of the Department of Energy (DOE), who were diagnosed with a radiogenic cancer, chronic beryllium disease, beryllium sensitivity, or chronic silicosis, as a result of exposure to radiation, beryllium, or silica while employed at covered facilities.

The Black Lung Benefits Act (BLBA) was enacted to provide monthly payments and medical benefits to coal miners totally disabled from pneumoconiosis (black lung disease) arising from their employment in or around the nation's coal mines.

The Federal Employees Compensation Act (FECA) was enacted to provide federal employees with benefits for injuries obtained while performing their job.

The Longshore and Harbor Workers' Compensation Act (LHWCA) is a federal law that provides for the payment of compensation, medical care, and vocational rehabilitation services to employees disabled from on the job injuries that occur on the navigable waters of the United States, or in adjoining areas customarily used in the loading, unloading, repairing, or building of a vessel.

110.

When developing internal relationships that help Human Resources move toward the goals of the organization, how can Human Resources develop credibility?

  • Providing solutions to organization workforce problems at all levels

  • Developing thorough organizational charts

  • Evaluating culture

  • Developing performance management reports

Correct answer: Providing solutions to organization workforce problems at all levels

Internal relationships help move HR toward accomplishing organizational goals. These relationships are built over time as the HR team establishes credibility through all levels of the organization. The primary way that HR develops this credibility is by providing solutions to organizational workforce problems at all levels. HR roles are constantly changing but HR professionals should be able to perform strategically, administratively, and operationally.

111.

Hackman and Oldham created a job characteristics model of motivation in 1975. Which of the following is not one of the characteristics described in their model?

  • Social interaction

  • Task identity

  • Task significance

  • Skill variety

Correct answer: Social interaction

Social interaction is not a characteristic of Hackman and Oldham's model.

Hackman and Oldham created their model of motivation in 1975, postulating that the three main characteristics of motivating jobs are task identity (understanding of how the work impacts the whole), task significance (feeling the impact that the work has on other people), and skill variety (using different abilities to complete one's work).

112.

Which of the below are considered artifacts?

Select all that apply. There are 3 correct answers.

  • Dress code

  • Office space

  • Organizational vision

  • Employee values

  • Religious beliefs

Culture is a critical piece to creating positive employee relations within organizations. Edgar Schein, an MIT professor, created a model defining culture, which consists of three levels: artifacts, values, and assumed values.

  1. Artifacts: Artifacts refer to the characteristics of the organization which can be easily viewed, heard, and felt by individuals. For example, the dress code of the employees, office furniture, facilities, behavior of the employees, as well as the mission and vision of the organization.
  2. Values: The next level, according to Schein, is the values of the employees. The values of the individuals working in the organization play an important role in creating the organization's culture.
  3. Assumed values: The third level is the assumed values of the employees, which cannot be measured but do make a difference to the culture of the organization. There are certain beliefs and facts which stay hidden but do affect the culture of the organization.

113.

Which of the following allows employees to set aside a fixed amount of pre-tax funds to aid in the coverage of medical expenses that they incur during the calendar year?

  • FSA

  • EAP

  • HPA

  • PTO

Correct answer: FSA

Flexible Spending Accounts, or FSAs, are offered in order to allow employees to set aside funds that are pre-tax and use the funds throughout the plan year for approved medical expenses.

114.

What occurs when an employer forces an employee to resign by fostering a hostile and inhospitable work environment?

  • Constructive discharge

  • Respondent superior

  • Defamation

  • Employment-at-will

Correct answer: Constructive discharge

Constructive discharge occurs when an employer forces an employee to resign by fostering a hostile and inhospitable work environment.

Respondent superior means that an employer can be held responsible for actions of its employees if those actions occur within the scope and course of employees' assigned duties, in the course of their employment. The act need not be negligent or reckless for the employer to be liable.

Defamation is a communication, typically during or following a termination, that damages the employee's reputation with others and prevents them from obtaining employment or other benefits. 

At-will employment is a type of employment in the US where either the employer or the employee may terminate the employment relationship, for any lawful reason or for no reason at all.

115.

Which of the following statements is supported by Dr. Erin Richard's meta-analytic breakdown of job attitudes and interventions to influence attitudes?

  • Implementing interventions to enhance work engagement can lead to improvements in job performance.

  • Job attitudes are primarily influenced by individual characteristics rather than organizational factors.

  • Interventions targeting organizational culture have a minimal impact on job attitudes.

  • There is a strong positive correlation between job satisfaction and stock values.

Correct answer: Implementing interventions to enhance work engagement can lead to improvements in job performance.

Dr. Erin Richard's research cites indications that interventions at an organizational level can influence job attitudes.

The remaining answers were not key revelations by Dr. Erin Richards.

116.

A company wants to be able to track vendor payments, communicate with customers and run reports on employee performance all in the same system. Which of the following technology solutions meets their needs?

  • ERP

  • CRS

  • ATS

  • SAS

Correct answer: ERP

An Enterprise Resource Planning (ERP) system is a technology solution that allows data from all departments to be maintained and reported on in one place. Users can also use the ERP to communicate with customers, vendors and employees.

CRS is a tool used exclusively by the Sales and Marketing functions to market to consumers. ATS is used by the Human Resources Function for tracking applicants. SAS is a specific brand of data analytics software.

117.

Which of the following is an example of risk management trending and forecasting?

  • Unemployment rates by geographic location

  • Number of employees in each position

  • Names of all employees and their locations

  • Hourly wage rates by job

Correct answer: Unemployment rates by geographic location

Examples of risk management trending and forecasting include the following:

  • HR Audits
  • Litigation statistics
  • Unemployment rates by geographic location
  • Safety standards (for example, ergonomics and heat-illness prevention)
  • Updates to labor laws referencing cultural or technological trends

The other three answer options are all examples of the types of information that could be collected as part of the due diligence process.

118.

Which of the following is not a type of patent that is defined in the United States?

  • Culinary patents

  • Design patents

  • Utility patents

  • Plant patents

Correct answer: Culinary patents

A patent allows inventors exclusive rights to the benefits of an invention for a defined period of time. Patent laws in the United States define three types of patents:

  1. Design patent: A design patent is limited to 14 years and protects the design of a functional item - the visual qualities.
  2. Utility patent: A utility patent is limited to 20 years and protects a new or improved product, process, or machine. This is also known as the "patent for invention" as it protects the way an item is used and works.
  3. Plant patent: A plant patent is limited to 20 years and protects people who have created or discovered new and distinct, asexually propagated plants.

119.

Which comparison appraisal method is being used when employees are listed in order from the highest performer to the lowest performer?

  • Ranking method

  • Paired comparison method

  • Forced ranking method

  • Rating scale

Correct answer: Ranking method

Comparison appraisal methods compare the performance of individuals or employees to each other. The most common methods of comparison are ranking, paired comparison, and forced ranking.

  • In the ranking method, scales and checklists are used in an attempted to quantify performance ratings. Employees are then ranked in order from the highest to the lowest performer.
  • In the paired comparison method, all employees within the team are compared to each other.
  • Forced ranking/forced distribution ranks employees based on the bell curve with most being average, with a few outliers of high and low performers.

120.

Employee X has been identified as an employee who is skilled in her current position and will be ready to move up in her company after she receives some additional training. Which of the following is the best category for Employee X?

  • Develop for future promotion

  • Ready for promotion

  • Satisfactory in current position

  • Replace

Correct answer: Develop for future promotion

Employee X is not quite ready for a promotion, but it appears that she will be ready to move up after some additional training since she is skilled in her current position. Her additional training will get her ready for her next step within the company.

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