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PHR Exam Questions - Part 13
1. The HR Professional must take measures to ensure that he is involved with all areas of the HR Impact Model. What component of the HR Impact Model serves as the process integrator of all components?
A) Programs and Processes
B) HR Professional
C) Catalyst
D) Consultation
2. Mark is a HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan?
A) Placement Goals
B) Job Group Analysis
C) Compliance Reviews
D) Designation of Responsibility
3. You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?
A) Administrative assistants
B) Sales people
C) Manual workers
D) Managers
4. You are the HR Professional for your organization. You have just hired a new employee for your company. What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States?
A) IRCA-00
B) 1099
C) IRCA-86
D) I-9
5. 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.
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. 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.
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
A) Programs and Processes
B) HR Professional
C) Catalyst
D) Consultation
2. Mark is a HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan?
A) Placement Goals
B) Job Group Analysis
C) Compliance Reviews
D) Designation of Responsibility
3. You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?
A) Administrative assistants
B) Sales people
C) Manual workers
D) Managers
4. You are the HR Professional for your organization. You have just hired a new employee for your company. What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States?
A) IRCA-00
B) 1099
C) IRCA-86
D) I-9
5. 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.
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. 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.
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
1. Right Answer: C
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2. Right Answer: C
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3. Right Answer: C
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4. Right Answer: D
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5. Right Answer: D
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2. Right Answer: C
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3. Right Answer: C
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4. Right Answer: D
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5. Right Answer: D
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