HRCI HRCI-PHR Online Practice Questions and Exam Preparation

HRCI HRCI-PHR Online Questions & Answers

• Question 91:

  Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?

  A. FDIC
  B. Department of Labor
  C. IRS
  D. Pension Benefit Guaranty Corporation
  A. FDIC

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  Explanation

  The FDIC is not one of the three agencies that help to enforce the requirements of ERISA. Answer options C, B, and D are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.

• Question 92:

  Your organization has a no-solicitation rule in effect for all employees. How does this rule affect the internal organization of unions?

  A. Unions can only solicit for members with the managements approval, when there's a no- solicitation rule in effect.
  B. Unions cannot solicit for membership when there's a no-solicitation rule in an organization.
  C. Unions can solicit for membership with the permission of more than 30 percent of the organization.
  D. Unions are exempted from no-solicitation rules.
  B. Unions cannot solicit for membership when there's a no-solicitation rule in an organization.

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  Explanation

  When an organization has a no-solicitation rule in effect, unions are prohibited from soliciting for membership. Note that the rule must be 100 percent enforced for all types of soliciting, not just unions. Employees selling cookies or other such

  fund raising activities could also affect the validity of the rule.

  Answer option D is incorrect. Unions are not exempt from the no-solicitation rules. Answer option C is incorrect. This isn't a true statement about the no-solicitation rules. Answer option A is incorrect. A no-solicitation rule must be enforced by

  the management for all types of soliciting, not just for unions or fund raisers.

• Question 93:

  As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What is the ally doctrine?

  A. A union may expand upon its primary picketing activity to include employees who are allies of the primary employer.
  B. Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line.
  C. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.
  D. A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.
  C. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.

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  Explanation

  The ally doctrine states that a union may expand its primary picketing activities to employers who are allies of the primary employer, in an attempt to put more pressure on the primary employer. Answer options D, A, and B are incorrect. These are not valid definitions of the ally doctrine.

• Question 94:

  What term describes a manager who makes himself visible, being present for employees, and getting out of his office to interact with employees?

  A. Open door policy
  B. Progressive discipline
  C. Active management
  D. Management by walking around
  D. Management by walking around

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  Explanation

  Management by walking around describes a manager that doesn't hide in his office and manages by being present among employees.

  Answer option A is incorrect. An open door policy allows employees to approach management with problems, suggestions, or other issues.

  Answer option C is incorrect. Active management just describes a manager that's involved with employee decision and activities.

  Answer option B is incorrect. Progressive discipline is a series of steps of discipline where each step is slightly sterner than the previous.

• Question 95:

  You are leading a brief presentation for your company about the ERISA program your company participates in. What is ERISA used for?

  A. It protects the interests of those who participate in employee benefit plans
  B. It protects the workers of employee compensation plans
  C. It protects private organizations that have profit sharing plans for employee compensation
  D. It allows private organizations to create investments for workers in profit-sharing plans
  A. It protects the interests of those who participate in employee benefit plans

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  Explanation

  ERISA is the Employee Retirement Income Security Act established in 1974. It protects the interests of those who participate in employee benefit plans. The plan established minimum participation and vesting standards for retirement plans. Answer options B, D, and C are incorrect. These are not good definitions of the Employee Retirement Income Security Act.

• Question 96:

  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
  D. Content validity

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  Explanation

  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 97:

  Your organization has 80 full-time employees. Management has recently informed you that they have sold their business and they'll be releasing all employees in the organization. Based on the Worker Adjustment and Retraining Notification Act of 1988, how many days must management give in writing to the employees of this organization before the mass layoff?

  A. 60 days
  B. 120 days
  C. Zero days
  D. 30 days
  C. Zero days

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  Explanation

  The Worker Adjustment and Retraining Notification Act of 1988, applies only to organizations that have 100 or more employees, or a combined total of 4,000 or more hours per week, among full-time and part-time employees. Because this company has only 80 full-time employees, the Worker Adjustment and Retraining Notification Act of 1988 doesn't apply to this organization. When there are 100 or more employees, or a total of 4,000 or more hours per week, employers are required to give in writing 60 days notice of the impending layoff. Answer option D is incorrect. This organization doesn't qualify for the Worker Adjustment and Retraining Notification Act of 1988 because they only have 80 employees, not 100 or more. Answer option A is incorrect. This organization doesn't qualify for the Worker Adjustment and Retraining Notification Act of 1988 because they have only 80 employees, not 100 or more. Answer option B is incorrect. This organization doesn't qualify for the Worker Adjustment and Retraining Notification Act of 1988 because they have only 80 employees, not 100 or more.

• Question 98:

  You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?

  A. Pregnancy related benefits cannot be limited to married employees.
  B. Employers must provide the same level of health benefits for spouses of male employees as they do for spouses of female employees.
  C. If an employer provides any benefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions.
  D. An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.
  D. An employer is allowed to refuse to hire a pregnant woman because of the imminent time frame of the needed leave to deliver and care for the child.

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  Explanation

  An employer cannot refuse to hire a woman based on her pregnancy. Answer options B, A, and C are incorrect. These are true statements and are part of the Pregnancy Discrimination Act.

• Question 99:

  Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orientate to the job market?

  A. Duty of diligence
  B. Exit interview
  C. Utility function
  D. Outplacement
  D. Outplacement

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  Explanation

  Outplacement is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orientate to the job market. Answer option C is incorrect. The utility function is a

  term that describes the exact amount of risk an organization is willing to tolerate.

  Generally, the higher the priority of the thing that the risk is affecting, the lower the risk tolerance. Answer option A is incorrect. The common law term duty of diligence describes an employee's responsibility to act with reasonable care and

  skill for the employer. This is part of the employee- employer payment contract.

  Answer option B is incorrect. An exit interview is conducted by HR department before an employee leaves the company.

• Question 100:

  As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?

  A. An organization can fire employees if they're members of a union.
  B. Union conducts the hiring process for an organization.
  C. Employees are not required to join a union to work.
  D. Employees must join the union in order to work.
  C. Employees are not required to join a union to work.

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  Explanation

  Right-to-work states, as addressed in the Taft-Hartley Act, state that employees aren't required to join a union in order to work. Answer option D is incorrect. This isn't a valid statement as employees aren't required to join a union in order to

  work. Answer option A is incorrect. The Taft-Hartley does allow employers to fire supervisors who are engaged in union activities or do not support the employer's position.

  Answer option B is incorrect. The union does not conduct the hiring process for the organization.