Free HRCI PHR - Professional in Human Resources Exam Questions

The Regents of the University of California versus Bakke lawsuit, barred race as the sole criteria for excluding an applicant from consideration to an admissions program, but did allow race to be one of the factors for admission to the program.

Answer options B, C, and D are incorrect. These are not valid definitions of University of California versus Bakke lawsuit.

The Railway Labor Act was a critical win for the management, in that it helped keep trains, and later airlines, from striking - to disrupt travel of citizens. The act was created to keep the trains moving - with a few exceptions, such as safety.

Answer option A is incorrect. 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 D is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.

Answer option B 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 choice.

This is an example of how past discriminatory practices can perpetuate themselves in the organization, by using the current pool of employees to bring new applicants. Past discriminatory practices that created the current pool of employees can cause the current pool to refer similar candidates to the company.

Answer option D is incorrect. While this choice is tempting the question doesn't reveal what the discriminatory practices were in the past. The discriminatory practices could have been race, sex, religion, or a host of other discrimination.

Answer option A is incorrect. The question doesn't reveal if the past practices were intentional or not, and the current situation could and could not be unintentional. The best answer, however, is that this scenario perpetuates past discrimination practices.

Answer option C is incorrect. An adverse impact is the overall effect of a disparate action. While this answer is tempting, it's not the best choice for the question.

Gainsharing is a compensation plan where the money saved by reducing waste is shared among the employees or project team. It can also be used as an incentive for additional revenues generated.

Answer option D is incorrect. A short-term incentive usually last a year or less and the scenario doesn't indicate how long this incentive may be offered.

Answer option A is incorrect. A team incentive is for a particular team to reach a common goal. This choice is tempting but gainsharing is a more accurate description of what's occurring in this scenario.

Answer option B is incorrect. Profit sharing is similar to gainsharing, but the focus is one a profit goal, not a waste reduction goal.

Beth can allow someone else to file the charge on her behalf to remain anonymous and protect her identity and repercussions that may happen.

Answer option B is incorrect. This answer is not correct as Beth can have someone else file the charge for her.

Answer option C is incorrect. Beth can remain anonymous in the charge filing process.

Answer option A is incorrect. The EEOC is a federal organization and overrides state laws in regard to discrimination filings.

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.

The EEO-1 Report must be submitted to the EEOC and the Department of Labor by September 30 of each year for companies with 100 employees or more. This report defines the number of employees, their job categories, and provides a breakdown of race, ethnicity, and gender of the employees in the organization.

Answer option D is incorrect. Only organizations with 100 or more employees are required to submit the report.

Answer option A is incorrect. The report defines race, ethnicity, and gender of all employees, not just total number of employees. Answer option B is incorrect. The report does not include the social security information or income of the employees.

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 D 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.

Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.

Answer option A is incorrect. A 15-year old may work only in non-school hours.

Answer option C is incorrect. A 15-year old may work no more than eight hours on a non-school day.

Answer option D is incorrect. The maximum a 15-year old may work is 18 hours per school week.

Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause. Answer option B is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race. Answer option C is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964. Answer option D is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.

The Delphi Technique is a nonmathematical forecasting technique to find consensus. The approach uses rounds of anonymous surveys to remove influence of parties and repercussion of opinions.

Answer option C is incorrect. A management forecast is a nonmathematical forecasting technique that relies on organization's managers as a source of expert judgment.

Answer option B is incorrect. Qualitative forecast is a generic term for a qualified forecast based on given information, experience, or preferences.

Answer option D is incorrect. Trend analysis is a forecasting method but it is a mathematical model to predict likely outcomes.

The narrative methods of appraisal that require managers to describe the employee's performance are as follows:

1.Critical incident review

2.Field review

3.Essay review

The critical incident review requires that during the review period supervisors make notes of successful and unsuccessful performance issues for each employee.

A field review appraisal may be conducted by someone other than the supervisor. This can be a person from outside the organization.

In the essay review, the reviewer has to write a short description about each employee's performance during the year.

Answer option A is incorrect. There is no such narrative method of appraisal as daily review.

Progressive discipline usually follows a series of steps of discipline, where each step is slightly more serious than the previous step. The most common steps are: Discussion of substandard performance, verbal warning, written warning, and final written warning.

Answer options A, D, and B are incorrect. These are'nt valid descriptions of progressive discipline.

The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.

Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.

Answer option B is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.

Answer option C is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.

Consolidated Omnibus Budget Reconciliation Act (COBRA) requires all organizations with 20 or more employees to participate. Answer options D, C, and B are incorrect. Organizations with less than 20 employees are not required to participate in COBRA. The value for participation is 20 employees or more.