QUESTION: 13

You are an HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which EEO Report is a survey, collected every other year on even calendar years?

EEO-4 Report
EEO-5 Report
EEO-3 Report
EEO-1 Report

Answer(s): C

Explanation:

The EEO-3 Report, formally known as the Local Union Report, is collected on even years. Answer option D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, and gender and job distribution of the organization. Answer option A is incorrect. The EEO-4 Report, formally known as the state and local government report, is collected on odd years.
Answer option B is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of Education. It is collected in even numbers for school districts with 100 or more employees.

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QUESTION: 14

The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?

Perpetuating past unintentional practices
Perpetuating past discrimination practices
Succumbing to an adverse impact
Not finding qualified racially diverse candidates

Answer(s): B

Explanation:

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.

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QUESTION: 15

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?

Construct-related validity
Predictive validity
Criterion-related validity
Content validity

Answer(s): D

Explanation:

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 C 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 B 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.

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QUESTION: 16

The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?

All organizations with employees must abide by this law
Organizations with 100 or more employees
Organizations with 15 or more employees
This law only addresses federal government employees

Answer(s): C

Explanation:

This law addresses all organizations that have 15 or more employees. Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law.
Answer option B is incorrect. The law requires organizations with 15 or more employees to conform to the regulation.
Answer option D is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.

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Free PHR Exam Braindumps (page: 4)

QUESTION: 13

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QUESTION: 14

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QUESTION: 15

Explanation:

QUESTION: 16

Explanation: