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Free PHR Exam Braindumps (page: 18)

Page 17 of 42
PDF with 165 Questions

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?

  1. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.
  2. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.
  3. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.
  4. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

Answer(s): D

Explanation:

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.



As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

  1. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
  2. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
  3. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
  4. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.

Answer(s): C

Explanation:

This case centers on Brian Weber being excluded from a job training program that, if completed, would have increased his pay. His employer, Kaiser Aluminum & Chemical Corp., allowed blacks and whites into the program on one-to-one basis. Weber sued on the grounds of "reverse discrimination." He initially won, but then the US Supreme Court overturned the decision. Answer options A, D, and B are incorrect. These are not correct definitions of the United Steelworkers of America versus Weber.



As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?

  1. To dominate or interfere with the formation or administration of a labor organization.
  2. To refuse individuals to organize and meet for the potential labor union creation process.
  3. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
  4. To discriminate against employees for engaging in concerted or union activities or refraining from them.

Answer(s): B

Explanation:

The employer is not obligated to provide meeting facilities to employees wishing to create a labor union.
Answer options C, A, and D are incorrect. These are among the five unfair labor practices.



Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service. What aspect of the contractor control aspect is best described as how the business pays the worker?

  1. Behavioral control
  2. Contractual relationship
  3. Type of relationship
  4. Financial control

Answer(s): D

Explanation:

How the organization pays the worker is defined as a financial control for the individual. This affects the decision and determination that the person may be an employee and not a contractor. Answer option A is incorrect. Behavioral control defines who does the work, who controls the work, who directs the work, and how each action is done.
Answer option C is incorrect. The type of relationship should be defined in the written contract, assuming one exists, between the person and the organization. Answer option B is incorrect. There is not a control aspect called "contractual relationship" as provided by the IRS so this choice is not valid.






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