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Free PHR Exam Braindumps (page: 21)

Page 20 of 42
PDF with 165 Questions

As an HR Professional you must be familiar with particular labor-based acts of congress. One such act is the Taft-Hartley Act which addressed right-to-work states and unions. What does right-to-work states mean for unions and employees?

  1. An organization can fire employees if they're members of a union.
  2. Union conducts the hiring process for an organization.
  3. Employees are not required to join a union to work.
  4. Employees must join the union in order to work.

Answer(s): C

Explanation:

Right-to-work states, as addressed in the Taft-Hartley Act, state that employees aren't required to join a union in order to work. Answer option D is incorrect. This isn't a valid statement as employees aren't required to join a union in order to work. Answer option A is incorrect. The Taft-Hartley does allow employers to fire supervisors who are engaged in union activities or do not support the employer's position.
Answer option B is incorrect. The union does not conduct the hiring process for the organization.



Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?

  1. The predictor of future performance is risk analysis of possible outcomes.
  2. The best predictor of future performance is statistical analysis of past performance results.
  3. The best predictor of future performance is structured reviews of current performance.
  4. The best predictor of future performance is past performance.

Answer(s): D

Explanation:

Mathematical forecasting subscribes to the belief that the best predictor of future performance is past performance. This is related to human resources through behavior-based interviews. Answer options C, B, and A are incorrect. These are not good definitions of mathematical forecasting.



What act prohibits discrimination on the basis of physical and mental disabilities?

  1. ADEA of 1967
  2. Rehabilitation Act of 1973
  3. VEVRAA of 1974
  4. IRCA of 1986

Answer(s): B

Explanation:

The Rehabilitation Act of 1973 prohibits discrimination on the basis of physical and mental disabilities.
Answer option A is incorrect. The ADEA of 1967 is the Age Discrimination in Employment Act and addresses discrimination against employees and applicants greater than 40 years of age. Answer option C is incorrect. VEVRAA is the Vietnam Era Veteran's Readjustment Assistance Act. Answer option D is incorrect. IRCA is the Immigration Reform and Control Act, which prohibits discrimination on the basis of national origin and creates penalties for hiring illegal aliens.



As an HR Professional you must address risk in the work place. There are two general categories of risk: pure risk and business risk. Which one of the following is an example of pure risk?

  1. Loss of investment
  2. Loss of life or limb
  3. Safety training for workers in construction
  4. Fines and penalties for breaking regulations

Answer(s): B

Explanation:

Pure risks are events such as the loss of life or limb, someone getting hurt, fire, or theft. Pure risks never have an upside, like business risks do.
Answer option D is incorrect. Fine and penalties are the consequences, or impact, of either business risks or pure risks.
Answer option A is incorrect. The loss of investment is an example of a business risk. For example, when you invest in the stock market you could make money or lose money. Answer option C is incorrect. Safety training for workers in construction is actually an example of the risk response avoidance.






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