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[CPLP] Human Resources Certification Exam Questions  - Part 145

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 145

Questions 1. Advice or information from one person to another about how useful or successful an event, process, or action is. In coaching and all td activities learners receive feedback regarding their progress, which helps with learning retention and behavior change.A) Cultural Adaptation ModelB) Mergers and Acquisition ManagementC) Directive LeadershipD) Feedback2. A strong wish for something ; in td refers to the inability for training to improve employees' performance if they are not motivated (desire) to imp rove performance.A) OutlierB) DesireC) RegulatorsD) Resource Analysis3. A way observations tend to pile up around a particular value rather than be spread evenly across a range of values.A) Continuous VariableB) Process ControlsC) Normal DistributionD) Split-Half Reliability4. Type of communication systhesis model that attempts to resolve two or more theses positions.A) Qualitative DataB) ArgumentationC) Organizational CultureD) Project Scope5. Forces that prevent an organizational change.A) International Society for Performance Improvement's (ISPl's) HPT ModelB) Tuckman Group Development ModelC) Restraining ForcesD) Supportive Leadership Right Answer and Explanation: 1. Right Answer: DExplanation: You can write comment2. Right Answer: BExplanation: You can write comment3. Right Answer: CExplanation: You can write comment4. Right Answer: BExplanation: You can write comment5. Right Answer: CExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

APHR Certification Exam Questions 2023 - Part 2

Created by - Jenny Clarke

APHR Certification Exam Questions 2023 - Part 2

Questions 1. beliefs that influence the employee-employer relationship (an unwritten agreement of the mutual beliefs, perceptions, and informal obligations between an employer and an employee, which influence how the interact)A) sarbanes-oxley actB) human capital strategyC) sourcingD) psychological conflict2. the abilities needed to do well in a specific jobA) competenciesB) shared servicesC) span of controlD) corporate citizenship3. software that allows people and machines to share informationA) outsourcingB) joint ventureC) cascading goalsD) user interface4. a technique used to compare the current state with the future desired state (compare their actual performance with their potential performance)A) PEST analysisB) balanced scorecardC) gap analysisD) delphi technique5. partnership between two or more organizationsA) user interfaceB) trend analysisC) allianceD) joint venture Right Answer and Explanation: 1. Right Answer: DExplanation: 2. Right Answer: AExplanation: 3. Right Answer: DExplanation: 4. Right Answer: CExplanation: 5. Right Answer: DExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 6

Created by - Jenny Clarke

SPHR Questions - Part 6

Questions 1. If a dress-code policy prohibits the use of ethnic clothing, but an employee requests an accommodation based on their religious preference, how should the employer respond?A) Modify the dress code unless doing so would create an undue hardship.B) Refuse the accommodation based on business necessity.C) Allow the employee to dress in ethnic clothing with sufficient advance notice.D) Only allow the clothing on casual dress days, when other employees are also allowed to dress outside of policy guidelines.2. Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?A) Pilot groupB) Focus groupC) WorkshopD) Brainstorming session3. What is the difference between organizational culture and organizational climate?A) There is no difference; the terms may be used interchangeably.B) Organizational culture discusses the learning of the organization. Organizational climate discusses how well the learning happens.C) Organizational culture defines the values of the company. Organizational climate defines the implementation of the values.D) Organization climate is the sense of hostility. Organization culture is the sense of hospitality.4. All of the following reasons for termination of an employee are examples of wrongful termination except for which one?A) Violation of company policyB) Being a member of a protected classC) WhistleblowerD) Filing a worker's compensation claim5. Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?A) It means that Hans cannot work for competitors without the written permission of the employer.B) It means that Herb's firm can research Hans to determine if he's had any lawsuits.C) It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.D) It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit. Right Answer and Explanation: 1. Right Answer: AExplanation: Answer option A is correct.A dress-code policy is generally an accepted employer practice, provided it applies to all employees or employees in certain job categories. There are exceptions, however, based on ethnicity or religious practices. As with any other accommodation, an employer should actively seek a solution that does not result in undue hardship. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Employee Relations2. Right Answer: BExplanation: Answer option B is correct.A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than members of the management.What are focus groups?Focus groups are directed conversations for gathering ideas, opinions about a product, service, problem, or opportunity.Answer option A is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups ,often, are the control groups to determine how the software, training, or implementation will go in the rest of the organization.Answer option C is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective. Workshops aren't usually led by a neutral moderator like in a focus group.Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for softwares, products, services, or other solutions.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations3. Right Answer: CExplanation: Answer option C is correct.Organizational climate and culture are related. Climate is how people feel about the organization; culture is why they feel that way about the organization.Answer option A is incorrect. Culture and climate is more than just the organization's attitude to learning.Answer option B is incorrect. This choice is close, but climate and culture are from people's perspectives and interpretations, not the organization.Answer option D is incorrect. This isn't a valid choice as culture and climate are more than hostility and hospitality.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations4. Right Answer: AExplanation: Answer option A is correct.If an employee violates a company policy then there is justification for terminating an employee.Answer option B is incorrect. A person cannot be fired for being a member of a protected class.Answer option C is incorrect. A person that reports unlawful or unsafe conditions is considered to be a whistleblower - and cannot be fired for doing so.Answer option D is incorrect. Filing a worker's compensation claim is not a valid reason for terminating an employee.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations5. Right Answer: DExplanation: Answer option D is correct.Mandatory arbitration helps the organization avoid lawsuits, should any arise, between the employee and the employer, by agreeing up-front to settle potential disagreements through an arbitrator versus a lawsuit.Answer option A is incorrect. This answer describes a non-compete agreement.Answer option B is incorrect. This isn't a valid answer for the mandatory arbitration agreement.Answer option C is incorrect. Hans doesn't need to file legal complaints with his employer under this agreement. The agreement means that Hans and the employer will settle the problem without a lawsuit.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

[CPLP] Human Resources Certification Exam Questions  - Part 146

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 146

Questions 1. Step 9 of Gagne's nine events of instruction.A) Enhance retention and transferB) Personality Inventory InstrumentC) Provide learning guidanceD) Predictive Validity2. The multiple dependent variables in a study with multiple independent variables.A) ConditionB) VarianceC) CovariatesD) Regulators3. A number or variable used for labeling or to classify a system, as in digits in a telephone number or numbers on a football player's jersey.A) VarianceB) Hard DataC) Nominal DataD) Standard Deviation4. Part of Piaget's constructivism theory to describe how a learner must reshape or change what they already know (more substantia l change than assimilation).A) Cumulative FrequencyB) Opportunity-CenteredC) Workflow AnalysisD) Accommodation5. Measure's a program's economic contribution according to how effective the program was in identifying and modifying behavior.A) Task AnalysisB) Impact AnalysisC) Content ValidityD) Utility Analysis Right Answer and Explanation: 1. Right Answer: AExplanation: You can write comment2. Right Answer: CExplanation: You can write comment3. Right Answer: CExplanation: You can write comment4. Right Answer: DExplanation: You can write comment5. Right Answer: DExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

APHR Certification Exam Questions 2023 - Part 3

Created by - Jenny Clarke

APHR Certification Exam Questions 2023 - Part 3

Questions 1. a private computer network with limited accessA) placementB) joint ventureC) change agentD) intranet2. process of defining the organization's future directionA) ownership interestB) cascading goalsC) shared servicesD) strategic planning3. elimination or reduction of jobs because of downsizing or outsourcingA) competenciesB) offshoringC) redundanciesD) cost sharing4. business arrangement with financial investors (an agreement for a person or an organization to own part of a company by providing start-up funds to the new business)A) career managementB) global organizationC) equity partnershipD) product structure5. a business that is ready to operate ( a business that includes everything needed to start operating in a certain location)A) economic valuationB) delphi techniqueC) low-context cultureD) turnkey operation Right Answer and Explanation: 1. Right Answer: DExplanation: 2. Right Answer: DExplanation: 3. Right Answer: CExplanation: 4. Right Answer: CExplanation: 5. Right Answer: DExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 7

Created by - Jenny Clarke

SPHR Questions - Part 7

Questions 1. Your organization likes to use mediation rather than lawsuits to find amicable resolutions to issues and disputes. When mediation is required, there are several steps to the process. What step of the mediation process identifies alternative solutions to the problem?A) OptionsB) Fact-findingC) NegotiatingD) Structure2. 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 Clayton ActB) The Railway Labor ActC) The National Industrial Recovery ActD) The National Labor Relations Act3. A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?A) It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.B) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract although there is already an approved contract in place.C) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.D) It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.4. Which of the following HR strategies would be most useful in dealing with a workforce that lacks accountability?A) Identify training needs through an assessment.B) Conduct a skills assessment to determine performance deficiencies.C) Begin to gather employee feedback through surveys and exit interviews.D) Follow the progressive disciplinary process.5. An organization has over 5,000 employees and a union has been trying to persuade the employees to join their union. Before the employees can vote in a union election, what percentage of the employee population must sign an authorization card for the union?A) Ten percentB) Thirty percentC) Fifty percentD) Eighty percent Right Answer and Explanation: 1. Right Answer: AExplanation: Answer option A is correct.There are six stages of mediation: structure, introductions, fact-finding, options, negotiating, and writing the agreement. The options stage identifies all possible alternative solutions to the problem.Answer option B is incorrect. Fact-finding allows both sides to present their case and for the mediator to identify the facts.Answer option C is incorrect. Negotiating helps the parties come to an agreement based on the identified options.Answer option D is incorrect. Structure describes how and when the mediation process will occur.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Dispute Resolution2. Right Answer: AExplanation: Answer option A is correct.The Clayton Act clarified language in The Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from The Sherman Antitrust Act.Answer option B is incorrect. The Railway Labor Act applied onto, to interstate railroads, and required workers to keep the trains moving.Answer option C is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.Answer option D is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choosing.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations3. Right Answer: AExplanation: Answer option A is correct.A jurisdictional strike is an effort by the union to get the employer to assign specific work to the union rather than to other unions or even non-union workers.Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike.Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike.Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer requests all work, not just particular work.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Labor Relations4. Right Answer: CExplanation: Answer option C is correct.Employee-engagement activities center around the function of gathering meaningful feedback. Surveys, interviews, and focus groups are just some of the examples of formal feedback systems that can be used to improve organizational outcomes. From this feedback, solutions such as training (A) and targeted performance improvement plans (B, D) can be assessed. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Union Organization5. Right Answer: BExplanation: Answer option B is correct.The minimum amount of employees that must sign an authorization card is 30 percent before a union election may be held among the employees.Answer option A is incorrect. Ten percent is too low for an election to be considered.Answer option C is incorrect. While 30 percent is the minimum amount, most unions prefer fifty percent of the employee population to sign the authorization cards.Answer option D is incorrect. Eighty percent is not a valid number for the minimum amount of voters.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

[CPLP] Human Resources Certification Exam Questions  - Part 147

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 147

Questions 1. Identifies all duties and job responsibilities and the respective tasks done on a daily, weekly, monthly, or yearly basis that make up a single job function or role.A) Job AnalysisB) PERT ChartC) Likert ScaleD) Random Selection2. A technique that helps identify all the likely causes of a problem and uses the fishbone or Ishikawa diagram.A) Alternative ResponseB) Evaluative FeedbackC) Countermeasure MatrixD) Cause-and-Effect Analysis3. Allow evaluators to surmise deductions about data from a sample to a larger population.A) Inferential StatisticsB) Outsourcing TrainingC) Correlation AnalysisD) Information Architecture4. The use of chance in the process of assigning participants to different groups or treatments in a study ensuring that every participant has the same assignment opportunity.A) Random SamplingB) Random AssignmentC) Project ScopeD) Root Cause Analysis5. The process of identifying and clarifying primary organizational goals, targets, or needs. Usually follows three phases: entry, in which the client engages a practitioner; data collection, where the practitioner gathers information; and commitment, where the practitioner seeks clarification and agreement.A) Business AnalysisB) Knowledge MappingC) Instructional Systems Design (ISO)D) Counseling Right Answer and Explanation: 1. Right Answer: AExplanation: You can write comment2. Right Answer: DExplanation: You can write comment3. Right Answer: AExplanation: You can write comment4. Right Answer: BExplanation: You can write comment5. Right Answer: AExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

APHR Certification Exam Questions 2023 - Part 4

Created by - Jenny Clarke

APHR Certification Exam Questions 2023 - Part 4

Questions 1. a new business venture (a company or business that recently began operating and is an early phase of development)A) overheadB) stakeholderC) start-upD) mobility2. person committed to human resources in an organizationA) redundanciesB) dedicated hrC) competenciesD) virtual team3. group of people performing similar tasks (a department in which people have similar specialties or skills --the accounting department or IT department in an organization)A) mission statementB) SMART goal settingC) functional hrD) functional area4. process of attracting, screening, and hiring qualifies people for a jobA) investmentB) redeploymentC) recruitmentD) compliance5. business strategy to centralize administrative functionsA) user interfaceB) franchisingC) shared servicesD) quantification Right Answer and Explanation: 1. Right Answer: CExplanation: 2. Right Answer: BExplanation: 3. Right Answer: DExplanation: 4. Right Answer: CExplanation: 5. Right Answer: CExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 8

Created by - Jenny Clarke

SPHR Questions - Part 8

Questions 1. Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?A) It forces suppliers to join the union.B) It's a threat that the union will slow down processing orders for non-union shops.C) It's an agreement that an employer will stop doing business with a non-union business.D) It's an agreement to rush orders for union-based businesses.2. Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?A) DecisionsB) Interest arbitrationC) Ad hoc arbitrationD) Permanent arbitration3. Which of the following union security clauses requires that all employees join the union within a grace period specified by the contract?A) Agency shop clauseB) Maintenance of membership clauseC) Union shop clauseD) Closed shop clause4. Which of the following occurs when employees stop working and stay in the building?A) StrikeB) LockoutC) Wildcat strikeD) Sit-down strike5. Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered inHR for organizational growth?A) Risk is an uncertain event or condition that can have a positive or negative effect on the goals of an organization.B) Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.C) Risk is a negative event that an organization must consider when adding new employees to grow a company.D) Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events. Right Answer and Explanation: 1. Right Answer: CExplanation: Answer option C is correct.A hot cargo agreement is an agreement an employer makes to stop doing business with other, usually non-union based businesses.Answer options A, B, and D are incorrect. These are'nt valid definitions of a hot cargo agreement.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization2. Right Answer: BExplanation: Answer option B is correct.When there is arbitration between management and the union regarding contract language, it is commonly referred to as interest arbitration.Answer option A is incorrect. Decisions describe the resolution of grievances based on the interpretation of the contract.Answer option C is incorrect. Ad hoc arbitration isn't technically a term associated with contract language. Ad hoc arbitrators, however, is. Ad hoc arbitrators describe the ability of either management or union to be forced to use an arbitrator which they're not happy with.Answer option D is incorrect. Permanent arbitration isn't technically a term associated with contract language. Permanent arbitrators, however, are. Permanent arbitrators describer an arbitrator that stays with the party (management or union) for the duration of the contract.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization3. Right Answer: CExplanation: Answer option C is correct.The union shop clause requires that all employees join the union within a grace period specified by the contract.Answer option A is incorrect. The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.Answer option B is incorrect. The maintenance of membership clause allows employees to choose whether to join the union, but once they join, they must remain members until the expiration of the contract.Answer option D is incorrect. The closed shop clause requires that all new hires be members of the union before they are hired.Chapter: Employee and Labor RelationsObjective: Union Organization4. Right Answer: DExplanation: Answer option D is correct.A sit-down strike occurs when employees stop working and stay in the building. This is considered as an unlawful strike.Answer option A is incorrect. A strike occurs when the union decides to stop working.Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option C is incorrect. A wildcat strike occurs in violation of a contract clause prohibiting strikes during the term of the contract.Chapter: Employee and Labor RelationsObjective: Union Organization5. Right Answer: DExplanation: Answer option D is correct.Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business, new employees can bring risk to the organization's operations, goals, and endeavors.Answer option A is incorrect. This is a correct definition of risk, but it does not address the human resource-related risk events.Answer option B is incorrect. Risk can be positive or negative, not just adverse.Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Identification .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

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HR all events, conferences in 2023
HR all events, conferences in 2023
2023 SWPP Annual Conference ↗ Location: Omni Nashville Hotel, Nashville, TN, USAStart Date: May 15, 2023Category: HR 41st ANNUAL Payroll Conference ↗ Location:  Denver, CO, USAStart Date: May 16, 2023Category: Payroll Association for Talent Development (ATD) 2023 International Conference & Exposition ↗ Location:  San Diego Convention Center, CA, USAStart Date: May 21, 2023Category: Talent Development Connect Human Resources Summit ↗ Location: Twickenham Stadium, London, EnglandStart Date: May 22, 2023Category: HR HRCoreNordic ↗ Location: Copenhagen Marriott Hotel, Copenhagen, DenmarkStart Date: May 24, 2023Category: HR‍ Nordic People Analytics Summit 2023 ↗ Location: Birger Jarl Hotel, Stockholm, SwedenStart Date: May 17, 2023Category: People Analytics‍2023 VIRTUAL Conference: HR Technology, Data, and the Employee Experience ↗ Location: VirtualStart Date: May 18, 2023Category: HR, Employee Experience‍HR Core Nordic ↗ Location: VirtualStart Date: May 18, 2023Category: HR Tech ‍‍Future of Work USA ↗ Location: Chicago, IL, USAStart Date: June 6, 2023Category: HR, Future of WorkCIPD Festival of Work ↗ Location: Olympia London, London, UKStart Date: June 7, 2023Category: HR‍ HR Innovation & Tech Fest ↗ Location: Cordis, Auckland, New ZealandStart Date: June 7, 2023Category: HR, HR Tech UFHRD Conference 2023 ↗ Location: National College of Ireland, Dublin, IrelandStart Date: June 7, 2021Category: HR 27TH ANNUAL Diversity, Equity And Inclusion Conference ↗ Location: Brooklyn, NY, USAStart Date: June 8, 2023Category: HR, DEI SHRM Annual Conference & Expo 2023 ↗ Location: Las Vegas Convention Center, Las Vegas, NV, USAStart Date: June 11, 2023Category: HR TOTAL REWARDS ‘23 ↗ Location: San Diego, CA, USAStart Date: June 12, 2023Category: HR, Talent Management HRcoreREWARD ↗ Location: Hotel Porta Fira, Barcelona, SpainStart Date: June 14, 2023Category: HR‍Training & Development Summit ↗ Location: Radisson Hotel & Conference Centre, London, UKStart Date: June 19, 2023Category: HR‍4th Annual People Analytics & HR Data Conference ↗ Location: Eora, Sydney, AustraliaStart Date: June 21, 2023Category: People Analytics THE RICHMOND HUMAN RESOURCES FORUM ↗ Location: The Grove, Hertfordshire, UKStart Date: June 27, 2023Category: HR ‍Talent Management Reloaded Europe ↗ Location: Maritim Proarte, Berlin, GermanyStart Date: July 2, 2023Category: Talent Management‍‍2023 HR Florida Conference & Expo ↗ Location: Rosen Shingle Creek, Orlando, FL, USAStart Date: August 27, 2023Category: HR‍‍International Conference on Talent Acquisition and People Analytics ↗ Location: Prague, Czech RepublicStart Date: September 6, 2023Category: HR InspireHR 2023 ↗ Location:  Music City Center, Nashville, TN, USAStart Date: Fall 2023Category: HR HR Evolve ↗ Location:  Crown Conference Centre, Melbourne, AustraliaStart Date: September 7, 2023Category: HR‍HR Analytics Summit  ↗ Location:  The Barbican Centre, London, UKStart Date: September 8, 2023Category: HR TalentNEXT ↗ Location:  Hyatt Regency Savannah, Savannah, GA, USAStart Date: September 10, 2023Category: Talent Management Gartner ReimagineHR Conference - London, UK ↗ Location:  InterContinental London-The O2, London, UKStart Date: September 11, 2023Category: HR, Future of Work‍HRO Today Inclusion Summit ↗ Location:  Washington DC, USAStart Date: September 13, 2023Category: HR Inclusion The Future of Work Conference ↗ Location:  RDS Arena, Dublin, Ireland Start Date: September 14, 2023Category: HR, Workplace‍International Conference on Human Resources, Management, Strategies and Development ↗ Location: Zurich, SwitzerlandStart Date: September 16, 2023Category: HR ICHR 2023: 17. International Conference on Human Resources ↗‍Location:  Paris, FranceStart Date: September 20, 2023Category: HR‍Ohio SHRM 2023 HR Conference ↗‍Location:  Kalahari Resort & Virtual Kalahari Resorts & Conventions, Sandusky, OH, USAStart Date: September 20, 2023Category: HR‍HRtechX London 2023 ↗‍Location:  Copenhagen, DenmarkStart Date: September 25, 2023Category: HR Tech‍HR Summit London ↗‍Location:  Hilton London Canary Wharf, London, UKStart Date: September 28, 2023Category: HR‍ Maryland SHRM State Conference ↗‍Location:  Hyatt Regency Chesapeake Bay Golf Resort, Spa And Marina, Cambridge, MD, USAStart Date: October 1, 2023Category: HR CUPA HR 2023 ANNUAL CONFERENCE & EXPO ↗ Location:  Hyatt Regency New Orleans, New Orleans, LA, USAStart Date: October 1, 2023Category: HR Employee Benefits Live 2023 ↗ Location:  ExCeL London, UKStart Date: October 3, 2023Category: HR, Employee Engagement Western Cities Conference ↗ Location:  Fantasyland Hotel, Edmonton, CanadaStart Date: October 4, 2023Category: HR WI State SHRM Conference ↗ Location:  Kalahari Resort & Conference Center, Baraboo, WI, USAStart Date: October 10, 2023Category: HR HR Technology Conference & Expo ↗ Location: Mandalay Bay, Las Vegas, NV, USAStart Date: October 10, 2023Category: HR, HR Tech 30th Human Resource Summit ↗ Location:  Dolce CampoReal, Lisbon, PortugalStart Date: October 11, 2023Category: HR The HRSouthwest Conference ↗ Location:  Fort Worth Convention Center, Fort Worth, TX, USAStart Date: October 15, 2023Category: HR‍ Future of Work APAC ↗ Location:  Amora Hotel Jamison, Sydney, AustraliaStart Date: October 17, 2023Category: HR, Future of Work‍UNLEASH WORLD 2023 ↗ Location: Paris Expo Porte de Versailles, FranceStart Date: October 17, 2023Category: HR ICHRM 2023: 17. International Conference on Economics and Human Resource Management ↗ Location:  Rome, ItalyStart Date: October 18, 2023Category: HR HR2023 Arkansas SHRM ↗ Location:  Ft. Smith, AK, USAStart Date: October 18, 2023Category: HR 2023 MISHRM CONFERENCE & EXHIBITION ↗ Location:  Devos Place, Grand Rapids, MI, USAStart Date: October 18, 2023Category: HR SHRM INCLUSION 2023 ↗ Location: Savannah Convention Center, Savannah, GA, USAStart Date: October 30, 2023Category: HR Inclusion‍  Gartner ReimagineHR Conference - Sydney, Australia ↗ Location:  Hilton Sydney, AustraliaStart Date: December 4, 2023Category: HR, Future of Work

Sat, 13 May 2023

What to Expect from HR Certification Exam: Tips and Strategies
What to Expect from HR Certification Exam: Tips and Strategies
Understand the Exam FormatCreate a Study PlanUse Multiple ResourcesPractice, Practice, PracticeUnderstand Key ConceptsUse Memory TechniquesManage Your Time During the ExamStay Calm and FocusedIn conclusion, passing an HR certification exam requires preparation, focus, and determination. Understand the exam format, create a study plan, use multiple resources, practice, understand key concepts, use memory techniques, manage your time during the exam, and stay calm and focused. By following these tips and strategies, you'll be well on your way to passing your HR certification exam and advancing your career in HR. .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:'Poppins';letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP - 18 PRACTICE EXAMS 1000+ QUESTIONS SHRM BUNDLE SHRM-CP - 18 Practice Exams 1000+ Questions with detailed explanation - SHRM-SCP - 12 Practice Exams 800+ Questions - Added Questions Monthly - Updated -Access HR Library - 100+ HR books - Other useful resources - Only 9$ /monthly

Sat, 08 Apr 2023

The Cost of HR Certification: Is it Worth the Investment?
The Cost of HR Certification: Is it Worth the Investment?
Despite the cost, obtaining an HR certification can be a worthwhile investment for HR professionals. Here are some reasons why:However, it's essential to keep in mind that obtaining an HR certification does not guarantee career success. Certification is just one part of a successful HR career. HR professionals must also gain practical experience, develop critical thinking skills, and stay up-to-date with the latest trends and developments in their field.

Sat, 08 Apr 2023

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