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Free HRCI PHRca Exam Questions (page: 3)

Page 3 of 33
PDF with 252 Questions

Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization.
Which one of the following best describes the point factor technique?

  1. Specific compensable factors are identified and then performance levels within the factors are documented.
  2. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
  3. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
  4. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

Answer(s): D



What is the FairPay amount that defines, what a person makes, to be considered highly compensated?

  1. $110,000 or more
  2. $150,000 or more
  3. $100,000 or more
  4. $125,000 or more

Answer(s): C



Your manager has approached you regarding her desire to outsource certain functions to an external firm. She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource.
What type of a procurement document would you create and send to the vendors in this instance?

  1. Request for Proposal
  2. Request for Quote
  3. Invitation for Bid
  4. Request for Information

Answer(s): A



Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964.
Which one of the following is the best answer for this scenario?

  1. This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964
  2. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
  3. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
  4. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

Answer(s): A



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?

  1. EEO-4 Report
  2. EEO-5 Report
  3. EEO-3 Report
  4. EEO-1 Report

Answer(s): C



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?

  1. Perpetuating past unintentional practices
  2. Perpetuating past discrimination practices
  3. Succumbing to an adverse impact
  4. Not finding qualified racially diverse candidates

Answer(s): B



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?

  1. Construct-related validity
  2. Predictive validity
  3. Criterion-related validity
  4. Content validity

Answer(s): D



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?

  1. All organizations with employees must abide by this law
  2. Organizations with 100 or more employees
  3. Organizations with 15 or more employees
  4. This law only addresses federal government employees

Answer(s): C



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