The HR Professional must take measures to ensure that he is involved with all areas of the HR Impact Model. What component of the HR Impact Model serves as the process integrator of all components?
Answer(s): C
The HR Professional uses the role of the catalyst to integrate himself to all areas of the HR Impact Model. It's important for the HR Professional to be integrated into all four areas of the model, not isolated into one component. The four components of the HR Impact model are catalyst, programs and processes, consultation, and policies and procedures. Answer option B is incorrect. The HR Professional is not one of the four components of the HR Impact Model.Answer option A is incorrect. The programs and processes role oversees programs to attract and motivate employees, and promotes employee satisfaction and performance. Answer option D is incorrect. The consultation role helps to define the overall organizational strategy.
Mark is a HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. As Mark creates this document, which one of the following is not required to be in the Affirmative Action Plan?
Compliance reviews are not part of an Affirmative Action Plan. The components of an Affirmative Action Plan are designation of responsibility, organizational display or workforce analysis, job group analysis, availability analysis, utilization analysis, placement goals, action-oriented programs, identification of problem areas, and internal audits and reporting system. Answer options D, B, and A are incorrect. Designation of responsibility, job group analysis, and placement goals are part of an Affirmative Action Plan.
You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?
Manual workers, i.e. people that complete repetitive work with their hands, physical skill, and energy, can never be exempted from overtime pay.Answer options B, D, and A are incorrect. Sales people, managers, and administrative assistants can be exempted from overtime pay.
You are the HR Professional for your organization. You have just hired a new employee for your company. What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States?
Answer(s): D
The I-9 form is a requirement of the Immigration and Control Act of 1986. It must be completed within three days of hiring the employee. Some parts are completed by the newly hired candidate and the other parts are completed by the HR Professional. Answer options B, A, and C are incorrect. These are not valid forms for the Immigration and Control Act of 1986.
Your organization will be using the factor comparison technique in their evaluations of job performance. You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?
The factor comparison does indeed assign a monetary value to the responsibilities, called points and levels, to determine the pay rate for each job. It can be used to determine employee value based on performance of meeting expectations.Answer option A is incorrect. This is not a valid definition of the factor comparison technique as it does not completely define the approach.Answer options C, B are incorrect. These are not valid definitions of the factor comparison technique.
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