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| Section | Objectives |
|---|---|
| Talent Planning and Acquisition | |
| Employee Relations and Engagement | |
| Risk Management | |
| Learning and Development | |
| Leadership and Strategy | |
| Total Rewards |
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NEW QUESTION # 163
Which of the following is a form of simulation training?
Answer: A
Explanation:
Section: Volume F
Explanation/Reference:
Answer option C is correct.
Chapter: Human Resource Development
Objective: Talent Management
NEW QUESTION # 164
Which one of the following statements is true of a hostile work environment?
Answer: A
Explanation:
Answer option D is correct.A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation
NEW QUESTION # 165
When an employer is charged with a discrimination complaint the EEOC can do one of four actions against the employer. Which one of the following is not one of the four EEOC actions?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
The four actions the EEOC may do in regard to the alleged discrimination are to investigate it, settle it, mediate it, or dismiss it.
Answer option C is incorrect. The EEOC may elect to investigate a charge of alleged discrimination.
Answer option D is incorrect. The EEOC may elect to settle a charge of alleged discrimination.
Answer option B is incorrect. The EEOC may elect to dismiss a charge of alleged discrimination.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 166
Which of the following methods of quantitative analysis would be most effective for an organization with data that is out of date?
Answer: B
Explanation:
Section: Volume E
Explanation/Reference:
Answer option B is correct.
Measures of central tendency such as mean average, moving average, and weighted average are useful when an organization must include outdated information in its analysis. Typically, more weight is assigned to the more current data; or, as new data is added, older criteria are dropped. This allows for a more accurate reflection of the current condition. A trend analysis (A) compares the movement of a single variable over time, for example, the hiring rate from a single recruiting source. Simple linear regression (C) measures the relationship between two variables, such as how many units employees can produce. All techniques can be used for planning and forecasting purposes.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 167
Your organization has employed a temporary worker for a position in your company. During employment the individual has been called to military duty. Under the Uniformed Services Employment and Reemployment Rights Act of 1994 are you obligated to reinstate the individual upon his return from duty?
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
Temporary employees do not have reinstatement rights under the Uniformed Services Employment and Reemployment Rights Act of 1994.
Answer option B is incorrect. Temporary employees do not have reinstatement rights, but non-temporary employees do have reinstatement rights.
Answer option C is incorrect. The 90-day notice is not a valid measurement for reinstatement of temporary personnel.
Answer option D is incorrect. This isn't a valid statement as the act doesn't require an employer to reinstate temporary workers.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 168
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