HRCI HRCI Certifications PHR Questions & Answers

• Question 151:

  You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?

  A. Construct-related validity

  B. Predictive validity

  C. Criterion-related validity

  D. Content validity

  Correct Answer: D

  The selection criterion for the graphic designer to use the software program and create a brochure is indicative of the type of work the graphic designer should be able to do in the job. This is an example of content validity for the applicant.

  Answer option C is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because

  they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.

  Answer option A is incorrect. Construct-related validity measures certain psychological tests to determine whether the applicant possesses the desired characteristics to operate successfully in the position.

  Answer option B is incorrect. Predictive-validity is a confirmation of characteristics the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired.

• Question 152:

  The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?

  A. Perpetuating past unintentional practices

  B. Perpetuating past discrimination practices

  C. Succumbing to an adverse impact

  D. Not finding qualified racially diverse candidates

  Correct Answer: B

  This is an example of how past discriminatory practices can perpetuate themselves in the organization, by using the current pool of employees to bring new applicants. Past discriminatory practices that created the current pool of employees

  can cause the current pool to refer similar candidates to the company.

  Answer option D is incorrect. While this choice is tempting the question doesn't reveal what the discriminatory practices were in the past. The discriminatory practices could have been race, sex, religion, or a host of other discrimination.

  Answer option A is incorrect. The question doesn't reveal if the past practices were intentional or not, and the current situation could and could not be unintentional. The best answer, however, is that this scenario perpetuates past

  discrimination practices. Answer option C is incorrect. An adverse impact is the overall effect of a disparate action. While this answer is tempting, it's not the best choice for the question.

• Question 153:

  You are an HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which EEO Report is a survey, collected every other year on even calendar years?

  A. EEO-4 Report

  B. EEO-5 Report

  C. EEO-3 Report

  D. EEO-1 Report

  Correct Answer: C

  The EEO-3 Report, formally known as the Local Union Report, is collected on even years. Answer option D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, and gender and

  job distribution of the organization. Answer option A is incorrect. The EEO-4 Report, formally known as the state and local government report, is collected on odd years.

  Answer option B is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of

  Education. It is collected in even numbers for school districts with 100 or more employees.

• Question 154:

  Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?

  A. This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964

  B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964

  C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964

  D. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

  Correct Answer: A

  This is an example of a bona fide occupational qualification for the position because of the nature of the job and type of employee, female, that is needed in this instance. Answer option C is incorrect. The sex of applicants is not excluded from

  the Title VII of the Civil Rights Act of 1964.

  Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964 because some jobs may have an unintended discriminatory basis. Answer option D is incorrect. The existence of a similar job for men or women

  does not automatically create exclusion to the Title VII of the Civil Rights Act of 1964.

• Question 155:

  Your manager has approached you regarding her desire to outsource certain functions to an external firm. She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to the vendors in this instance?

  A. Request for Proposal

  B. Request for Quote

  C. Invitation for Bid

  D. Request for Information

  Correct Answer: A

  A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions, ideas, and detailed information about the outsourced function. The vendor will provide a proposal in response to the RFP. An RFP is often

  sent with a statement of work that details the outsourcing need that the vendor is to provide a solution and a price.

  Answer option B is incorrect. A Request for Quote (RFQ) is a procurement document that asks the vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed from the vendor. RFQ are often used with

  materials, such as cost per metric ton or cost per unit. Answer option C is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a procurement document asking the vendor for a fixed price for a specific thing to be

  purchased. Answer option D is incorrect. A request for information (RFI) asks the vendor for more information about their solution, services, or company.

  An RFI could ask for samples, references of work, white papers, and more information.

• Question 156:

  What is the FairPay amount that defines, what a person makes, to be considered highly compensated?

  A. $110,000 or more

  B. $150,000 or more

  C. $100,000 or more

  D. $125,000 or more

  Correct Answer: C

  FairPay determines that a person earning $100,000 or more is considered to be highly compensated. Answer options A, D, and B are incorrect. The amount is $100,000 or more, not specifically $110,000, $125,000, or $150,000.

• Question 157:

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

  A. Specific compensable factors are identified and then performance levels within the factors are documented.

  B. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.

  C. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.

  D. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

  Correct Answer: D

  The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee. Answer options C, A, and B are incorrect. These are not valid definitions of the point factor technique.

• Question 158:

  As a Senior HR Professional, you should be familiar with non-monetary rewards that your company provides for its employees. Which of the following is an example of non-monetary reward?

  A. Satisfaction from challenging and exciting assignments

  B. Esteem from working with other talented people

  C. Cash compensation

  D. On-site cafeteria

  Correct Answer: D

  An on-site cafeteria is an example of a non-monetary reward. Answer option B is incorrect. Esteem from working with other talented people is an extrinsic reward. Answer option A is incorrect. An intrinsic reward is an outcome that gives

  satisfaction to an individual from challenging and exciting assignments. An intrinsic reward encourages employee's self esteem.

  Answer option C is incorrect. Cash compensation is a monetary reward for employment.

• Question 159:

  Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position. One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what?

  A. Disparate treatment

  B. Disparate impact

  C. Accommodation

  D. Perpetuating past discrimination

  Correct Answer: A

  Technically this is an example of disparate treatment. Fran has treated this applicant differently than the other applicants because the person says he speaks Spanish. Answer option D is incorrect. There is no evidence of past discrimination

  in this example to make this choice correct.

  Answer option B is incorrect. The disparate impact happens when a seemingly neutral policy has a disproportionately negative effect on the protected class. Answer option C is incorrect. Accommodation is not a valid term for this scenario.

• Question 160:

  As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?

  A. Washington versus Davis, 1976

  B. Griggs versus Duke Power, 1971

  C. McDonnell Douglas Corp. versus Green, 1973

  D. Albemarle Paper versus Moody, 1975

  Correct Answer: A

  Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause. Answer option B is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race. Answer option C is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964. Answer option D is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.