FREE PDF ACCURATE PHR - PROFESSIONAL IN HUMAN RESOURCES STANDARD ANSWERS

Free PDF Accurate PHR - Professional in Human Resources Standard Answers

Free PDF Accurate PHR - Professional in Human Resources Standard Answers

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Tags: PHR Standard Answers, New PHR Test Objectives, Reliable PHR Test Experience, PHR Learning Engine, Latest PHR Examprep

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HRCI Professional in Human Resources Sample Questions (Q68-Q73):

NEW QUESTION # 68
John's organization has collected several applications for an employment position within his organization.
The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?

  • A. 0
  • B. 1
  • C. 2
  • D. 3

Answer: D


NEW QUESTION # 69
As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional.Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act?

  • A. The Railway Labor Act
  • B. The Clayton Act
  • C. The National Labor Relations Act
  • D. The National Industrial Recovery Act

Answer: B


NEW QUESTION # 70
Your organization will be using the factor comparison technique in their evaluations of job performance.
You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?

  • A. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.
  • B. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.
  • C. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.
  • D. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.

Answer: A


NEW QUESTION # 71
As an HR Professional you must address risk in the work place. There are two general categories of risk: pure risk and business risk. Which one of the following is an example of pure risk?

  • A. Safety training for workers in construction
  • B. Loss of life or limb
  • C. Fines and penalties for breaking regulations
  • D. Loss of investment

Answer: B


NEW QUESTION # 72
Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role?

  • A. She'll only be involved in the organization's strategic planning efforts.
  • B. Her organizational impact will be limited to promoting employee performance.
  • C. Her organizational impact will be limited to identifying problems, creating policy initiatives,and launching HR programs.
  • D. She won't be involved in the organization's strategic planning or change efforts.

Answer: D


NEW QUESTION # 73
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