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SPHR Questions - Part 17
1. As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which of the following bargaining types is considered to be the most combative?
A) Good faith bargaining
B) Interest-based bargaining
C) Distributive bargaining
D) Integrative bargaining
2. The FLSA requires employers to pay nonexempt employees for time spent where?
A) Commuting to work
B) At home while waiting to be called to work
C) At work reading a book while waiting for an assignment
D) Attending a voluntary training program
3. 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) Criterion-related validity
C) Content validity
D) Predictive validity
4. Which of the following types of learners can retain information in a better way when they are able to have a hands-on experience during training?
A) Data learners
B) Auditory learners
C) Visual learners
D) Kinesthetic learners
5. Which of the following requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks?
A) Employee Retirement Income Security Act (ERISA)
B) Federal Insurance Contributions Act (FICA)
C) Fair Labor Standards Act (FLSA)
D) Occupational Safety and Health Administration (OSHA)
A) Good faith bargaining
B) Interest-based bargaining
C) Distributive bargaining
D) Integrative bargaining
2. The FLSA requires employers to pay nonexempt employees for time spent where?
A) Commuting to work
B) At home while waiting to be called to work
C) At work reading a book while waiting for an assignment
D) Attending a voluntary training program
3. 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) Criterion-related validity
C) Content validity
D) Predictive validity
4. Which of the following types of learners can retain information in a better way when they are able to have a hands-on experience during training?
A) Data learners
B) Auditory learners
C) Visual learners
D) Kinesthetic learners
5. Which of the following requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks?
A) Employee Retirement Income Security Act (ERISA)
B) Federal Insurance Contributions Act (FICA)
C) Fair Labor Standards Act (FLSA)
D) Occupational Safety and Health Administration (OSHA)
1. Right Answer: C
Explanation: Answer option C is correct.Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode the management-labor relationships.Answer option B is incorrect. Interest-based bargaining focuses on interests rather than positions and it separates people from the problem. This type of bargaining is done in cooperation between the two parties.Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization
2. Right Answer: C
Explanation: Answer option C is correct.A nonexempt employee who is waiting for an assignment while at work must be paid for the time spent waiting. See Chapter 6 for more information.Chapter: Compensation and BenefitsObjective: Compensation
3. Right Answer: C
Explanation: Answer option C is correct.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 B 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 D 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.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
4. Right Answer: D
Explanation: Answer option D is correct.Kinesthetic learners can retain information in a better way when they are able to have a hands-on experience during training.Kinesthetic learning is a learning style in which learning takes place by the student actually carrying out a physical activity, rather than listening to a lecture or merely watching a demonstration. It is also referred to as tactile learning.Answer option B is incorrect. Auditory learners can retain information more easily when they hear it.Answer option C is incorrect. Visual learners can retain information better when they can see or read it.Answer option A is incorrect. There is no such type of learner as data learner.Reference: 'http://en.wikipedia.org/wiki/Kinesthetic_learning'Chapter: Human Resource DevelopmentObjective: Talent Management
5. Right Answer: B
Explanation: Answer option B is correct.Federal Insurance Contributions Act (FICA) requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks.Answer option D is incorrect. OSHA stands for Occupational Safety and Health Administration. OSHA is an agency of the United States Department of Labor. It was created by Congress of the United States under the Occupational Safety and Health Act, signed by President Richard M. Nixon, on December 29, 1970. Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health. The agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues guidelines and regulations for the safe use of a computer.Answer option C is incorrect. The Fair Labor Standards Act (FLSA) of 1938 established the minimum wage requirement, laws for protecting American children against labor exploitation, and Criteria for exempt and nonexempt employees.Answer option A is incorrect. Employee Retirement Income Security Act (ERISA) is an American federal statute that establishes minimum standards for pension plans in private industry and provides for extensive rules on the federal income tax effects of transactions associated with employee benefit plans.Reference: 'http://en.wikipedia.org/wiki/Federal_Insurance_Contributions_Act_tax'Chapter: Compensation and BenefitsObjective: Benefits
Explanation: Answer option C is correct.Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode the management-labor relationships.Answer option B is incorrect. Interest-based bargaining focuses on interests rather than positions and it separates people from the problem. This type of bargaining is done in cooperation between the two parties.Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization
2. Right Answer: C
Explanation: Answer option C is correct.A nonexempt employee who is waiting for an assignment while at work must be paid for the time spent waiting. See Chapter 6 for more information.Chapter: Compensation and BenefitsObjective: Compensation
3. Right Answer: C
Explanation: Answer option C is correct.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 B 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 D 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.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
4. Right Answer: D
Explanation: Answer option D is correct.Kinesthetic learners can retain information in a better way when they are able to have a hands-on experience during training.Kinesthetic learning is a learning style in which learning takes place by the student actually carrying out a physical activity, rather than listening to a lecture or merely watching a demonstration. It is also referred to as tactile learning.Answer option B is incorrect. Auditory learners can retain information more easily when they hear it.Answer option C is incorrect. Visual learners can retain information better when they can see or read it.Answer option A is incorrect. There is no such type of learner as data learner.Reference: 'http://en.wikipedia.org/wiki/Kinesthetic_learning'Chapter: Human Resource DevelopmentObjective: Talent Management
5. Right Answer: B
Explanation: Answer option B is correct.Federal Insurance Contributions Act (FICA) requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks.Answer option D is incorrect. OSHA stands for Occupational Safety and Health Administration. OSHA is an agency of the United States Department of Labor. It was created by Congress of the United States under the Occupational Safety and Health Act, signed by President Richard M. Nixon, on December 29, 1970. Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health. The agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues guidelines and regulations for the safe use of a computer.Answer option C is incorrect. The Fair Labor Standards Act (FLSA) of 1938 established the minimum wage requirement, laws for protecting American children against labor exploitation, and Criteria for exempt and nonexempt employees.Answer option A is incorrect. Employee Retirement Income Security Act (ERISA) is an American federal statute that establishes minimum standards for pension plans in private industry and provides for extensive rules on the federal income tax effects of transactions associated with employee benefit plans.Reference: 'http://en.wikipedia.org/wiki/Federal_Insurance_Contributions_Act_tax'Chapter: Compensation and BenefitsObjective: Benefits
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shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
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