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aPHR Exam Test Questions And Answers Latest Updated 2024-2025, Exams of Human Resource Management

aPHR Exam Test Questions And Answers Latest Updated 2024-2025

Typology: Exams

2024/2025

Available from 11/14/2024

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Download aPHR Exam Test Questions And Answers Latest Updated 2024-2025 and more Exams Human Resource Management in PDF only on Docsity!

aPHR Exam Test Questions And

Answers Latest Updated 2024- 2025

flat organizational structure - CORRECT-few or no levels of middle management between staff and executives. functional organizational structure - CORRECT-set up so that each position of the organization is grouped according to its purpose (ie. marketing department, sales department, production department, etc). divisional organizational structure - CORRECT-used in larger companies that operate in a wide geographic area or that have separate smaller organizations within the umbrella group to cover different types of products or market areas. matrix organizational structure - CORRECT-a hybrid of divisional and functional structure,typically used in large multinational companies. This can create power struggles because most areas of the company have dual management (2 or more people to report to) flat organizational structure - CORRECT-this organizational structure elevates the employee's level of responsibility, removes excess levels of management, and encourages an easier decision-making process among employees; employees often lack a specific boss to report to, specific job functions might be unclear, and long-term growth may be limited functional organizational structure - CORRECT-this organizational structure works well for small businesses in which each department can rely on the talent and knowledge of its workers and support itself; however, coordination and communication between departments can be restricted divisional organizational structure - CORRECT-this organizational structure benefits because needs can be met more rapidly and more specifically; however, communication is inhibited because employees in different divisions are not working together. This is also very costly because of its scope and size. job reassignment - CORRECT-redesigning job content to make a job accommodation on behalf of an employee the organization wants to retain title vii of the act - CORRECT-speaks to employment discrimination and cites 5 protected classes of people: race, color, religion, national origin, and sex Genetic Information Nondiscrimination Act (GINA) - CORRECT-legislation that prohibits employers from using genetic info to make employment decisions (brought about because of insurance company practices)

Lilly Ledbetter Fair Pay Act - CORRECT-made it so that the 180 - day statute of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new paycheck affected by that discriminatory action progressive discipline - CORRECT-generally includes a series of increasingly severe penalties for repeated offenses, typically beginning with counseling or verbal waning. This can cause uniformity and consistency, but also require that the employer follow these policies no matter what; steps include oral warning, written warning, suspension, and termination HR metrics - CORRECT-number of grievances per month, quarter, and year using a constant measure (ie., per 100 employees); cost of grievances (by calculating time spent by all parties involved as well as expenses); root cause of grievances; average close time (grievance resolution); return on investment (ROI - per employee) employee opinion and satisfaction survey - CORRECT-measures employee views, attitudes, and perceptions of their organization (AKA climate surveys) employee culture survey - CORRECT-measures the point of view of employees and is designed to asses whether it aligns with that of the organization or the departments employee engagement survey - CORRECT-measures employees' commitment, motivation, sense of purpose, and passion for their work and organization histogram - CORRECT-also known as Pareto chart, shows the frequency of score occurrences in a continuous data set that has been divided into classes, called bins bar chart - CORRECT-presents grouped data with rectangular bars, comparing things between different groups or tracking changes over time job analysis - CORRECT-a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job; a process where judgments are made about data collected on a job exempt - CORRECT-an employee paid on a salary basis at not less than $455/week andmeeting certain tests regarding their job duties; these employees are not protected by the FLSA and not entitled to overtime pay nonexempt - CORRECT-most employees fall into this category, are entitled to overtime pay at 1.5x their regular rate of pay when they work more than 40 hours in a week, and are protected by the FLSA recruiting firm - CORRECT-a type of company that recruits new talent for open positionsin the workforce

staffing agency - CORRECT-also called a temp agency, can help bridge the gap for people stuck between jobs or for businesses that need to fill out the ranks but are having difficulty finding qualified employees the clayton act - CORRECT-ONE or MORE employees; this legislation modified the Sherman Anti-Trust Act by prohibiting mergers and acquisitions that would lessen competition. The act also restricts the use of injunctions against labor and legalized peaceful strikes, picketing, and boycotts consumer credit protection act - CORRECT-ONE or MORE employees; this law limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors. It also prohibits employee dismissal because of garnishments for any one indebtedness copeland anti-kickback act - CORRECT-ONE or MORE employees; this act precludes a federal contractor or subcontractor from inducing an employee to give up any part of his or her wages to the employer for the benefit of having a job copyright act - CORRECT-ONE or MORE employees; offers protection of "original works" for authors so others may not print, duplicate, distribute, or sell their work davis-bacon act - CORRECT-ONE or MORE employees; requires contractors and subcontractors on certain federally funded or assisted contruction projects worth more than $2000 in the USA to pay wages and fringe benefits at least equal to those prevailing in the local area where the work is performed (only applies to laborers and mechanics) dodd-frank wall street reform and consumer protection act - CORRECT-ONE or MORE employees; series of mandates that regulated the federal financial agencies and almost every part of the nation's financial services industry economic growth and tax relief reconstruction act (EGTRRA) - CORRECT-ONE or MORE employees; modifications to the Internal Revenue Code that adjust pension vesting schedules, increasing retirement plan limits, permitting pretax catch-up contributions by participants older than 50 in certain plans, and modifying distribution and rollover rules electronic communications privacy act (ECPA) - CORRECT-ONE or MORE employees; composed of the wiretap act and the stored communications act; provide rules for access, use, disclosure, interpretation, and privacy protections of electronic communications, as well as provide the possibility of both civil and criminal penalties for violations employee polygraph protection act - CORRECT-ONE or MORE employees; prohibits theuse of lie detector tests for job applicants and employees of companies engaged in

interstate commerce. Exceptions are made for certain situations, including law enforcement and national security, but there is a federal poster requirement employee retirement income security act (ERISA) - CORRECT-ONE or MORE employees; governs pensions by establishing uniform minimum standards to ensure that employee benefit plans are established and maintained in a fair and financially sound manner; protects employees covered by a pension plan from losses in benefits due to job changes, plant closings, bankruptcies, or mismanagement; and protects plan beneficiaries. It covers most employers engaged in interstate commerce, minus public- sector employees and many churches equal pay act - CORRECT-ONE or MORE employees; enforced by the EEOC, it prohibitsemployers from discriminating on the basis of sex by paying wages to employees at a rate less than the rate paid to employees of the opposite sex for equal work on jobs requiring equal skill, effort, and responsibility and which are performed under similar working conditions FAA modernization and reform act - CORRECT-ONE or MORE employees; amends therailway labor act and requires the government accountability office initially to evaluate the national mediation board's certification procedures and then audit the NMB's operations every 2 years fair and accurate credit transactions act - CORRECT-ONE or MORE employees; under this act, employers are released from obligations to disclose requirements and obtain employee consent if the investigation involves suspected misconduct, a violation of thelaw or regulations, or a violation of preexisting written employer policies. A written planto prevent identity theft is required fair credit reporting act (FCRA) - CORRECT-ONE or MORE employees; regulates thecollection, dissemination, and use of consumer info, including consumer credit info; requires employers to notify any individual in writing if a credit report may be used in making an employment decision as well as written authorization from the subject individual prior to asking a credit bureau for a credit report fair labor standards act (FLSA) - CORRECT-ONE or MORE employees; introduced a maximum 44 - hour 7 - day workweek, established a national minimum wage, guaranteed "time-and-a-half" for OT in certain jobs, and prohibited most employment of minors in "oppressed child labor"; applies to employees engaged in interstate commerce or employed by an enterprise engaged in commerce or in the production of goods for commerce, unless the employer can claim an exception from coverage no limit - CORRECT-number of hours employees age 16 and older may work in any workweek younger than 14 - CORRECT-restricted to jobs such as baby-sitting, newspaper delivery,or acting in movies

ages 14 and 15 - CORRECT-all work must be performed outside school hours, and theseworkers may not work more than 3 hours any given school day; more than 18 hours per week when school is in session; more than 8 hours a day when school is not in session;more than 40 hours/week when school is not in session; before 7am or after 7pm on any day, except from June 1 - Labor Day (nighttime hours extended to 9pm); work permit is required from school district ages 16 and 17 - CORRECT-work permit required from school district, but no restrictions on work hours per week foreign corrupt practices act (FCPA) - CORRECT-ONE or MORE employees; prohibits American companies from making bribery payments to foreign officials for the purpose of obtaining or keeping business health information technology for economic and clinical health (HITECH) act - CORRECT-ONE or MORE employees; established a federal standard for security breachnotifications that requires covered entities, in the even of a breach of any personal health information (PHI), to notify each individual whose PHI has been disclosed withoutauthorization health insurance portability and accountability act (HIPAA) - CORRECT-ONE or MORE employees; ensures that individuals who leave or lose their jobs can obtain health coverage even if they or someone in their family has a serious illness or injury or is pregnant; provides privacy requirements related to medical records for individuals as young as 12; limits exclusions for preexisting conditions and guarantees renewability of health coverage to employers and employees immigration and nationality act (INA) - CORRECT-ONE or MORE employees; addresses employment eligibility and employment verification; defines the conditions for temporary and permanent employment of aliens in the USA immigration reform and control act (IRCA) - CORRECT-ONE or MORE employees; requires new employees to prove their identity and their right to work in this country; created the Form I-9; prohibits discrimination against job applicants on basis of national origin whilst also penalizes employers for hiring illegal aliens IRS intermediate sanctions - CORRECT-allows the IRS to impose penalties when it determines that top executive officials have received excessive compensation from their nonprofit organization labor-management relations act (LMRA; Taft-Hartley Act) - CORRECT-ONE or MORE employees; prohibits unfair labor practices by unions and outlaws closed shops, where union membership is required in order to get and keep a job

labor-management reporting and disclosure act (landrum-griffin act) - CORRECT-ONE orMORE employees; outlaws procedures for redressing internal union problems, protects the rights of union members from corrupt or discriminatory labor unions, and applies to all labor organizations mine safety and health act - CORRECT-ONE or MORE employees; this act brought all coal, metal, and nonmetal mining operations under the same department of labor jurisdiction national industry recovery act - CORRECT-ONE or MORE employees; in an effort to getout of the Great Depression, it required every business to have to identify with and belong to a trade association (deemed unconstitutional in 1935) national labor relations act (NLRA; Wagner Act) - CORRECT-ONE or MORE employees; grants employees the right to organize, join unions, and engage in collective bargaining and other "concerted activities"; also protects against unfair labor practices by employers needlestick safety and prevention act - CORRECT-ONE or MORE employees; provides rules related to handling sharps, disposing of them, and encouraging invention of new devices that will reduce or eliminate the risk associated with injury due to sharps norris-laguardia act - CORRECT-ONE or MORE employees; prohibited "yellow-dog" contracts; prohibited federal courts from issuing injuctions of any kind against peaceful strikes, boycotts, or picketing when used by a union in connection with a labor dispute; and defined labor dispute to include any disagreement about working conditions occupational safety and health act (OSHA) - CORRECT-ONE or MORE employees; holds employers accountable for providing a safe and healthy working environment omnibus budget reconciliation act (OBRA) - CORRECT-ONE or MORE employees; reduces compensation limits in qualified retirement programs and triggers increased activity in nonqualified retirement programs pension protection act (PPA) - CORRECT-ONE or MORE employees; requires employersthat have underfunded pension plans to pay a higher premium to the Pension Benefit Guarantee Corporation (PBGC) personal responsibility and work opportunity reconciliation act - CORRECT-ONE or MORE employees; requires all states to establish and maintain a new hire reporting system designed to enhance enforcement of child support payments portal-to-portal act - CORRECT-ONE or MORE employees; provides that minimum wages and overtime are not required for "traveling to and from the actual place of performance of the principal activity or activities which such employee is to perform" or

for "activities which are preliminary to or postliminary to said principal activity or activities," unless there is a custom or contract to the contrary. railway labor act - CORRECT-ONE or MORE employees; allows railway and airline employees to form labor unions rehabilitation act - CORRECT-ONE or MORE employees; replaced the Vocational Rehabilitation act and created support for states to create vocational rehabilitation programs; applies only to federal contractors and subcontractors with $10000 or more in contracts retirement equity act (REA) - CORRECT-ONE or MORE employees; prohibits changes toretirement plan elections, spousal beneficiary designations, or in-service withdrawals without consent of a spouse revenue act - CORRECT-ONE or MORE employees; added two important sections to theInternal Revenue Tax Code relevant to employee benefits: Section 125, Cafeteria Benefit Plans, and Section 401(k), originally known as Individual Retirement Accounts (IRAs) sarbanes-oxley act (SOX) - CORRECT-ONE or MORE employees; addresses the need for oversight and disclosure of information by publicly traded companies securities and exchange act - CORRECT-ONE or MORE employees; provides for governance in the "secondary market", which is all trading after the initial public offering service contract act - CORRECT-ONE or MORE employees; calls for payment of prevailing wages and benefit requirements to all employees providing service under the agreement. All contractors and subcontractors, other than construction services, with contract services in excess of $2500 are covered sherman anti-trust act - CORRECT-ONE or MORE employees; created as a measure to combat monopolies and cartels small business job protection act - CORRECT-ONE or MORE employees; increased federal minimum wage levels and provided some tax incentives to small business owners to protect jobs and increase take-home pay social security act - CORRECT-ONE or MORE employees; designed to help senior citizens senior citizens (funded through payroll tax contributions) tax reform act - CORRECT-ONE or MORE employees; reduced tax brackets and all tax rates for individuals and required all dependent children to have Social Security numbers.

taxpayer relief act - CORRECT-ONE or MORE employees; created new savings programs called Roth IRAs and Education IRAs. trademark act - CORRECT-ONE or MORE employees; created federal protections for trademarks ad service marks unemployment compensation amendments (UCA) - CORRECT-ONE or MORE employees; established 20% as the amount to be withheld from payment of employee savings accounts when leaving an employer and not placing the funds into another tax- approved IRA or 401(k) uniformed services employment and reemployment rights act (USERRA) - CORRECT- ONE or MORE employees; protects the employment, reemployment, and retention rights of anyone who voluntarily or involuntarily serves or has served in the uniformed services. It requires that employers continue paying for the employee's benefits to the extent they paid for those benefits before the call of duty vietnam era veterans readjustment assistance act - CORRECT-ONE or MORE employees; covered veterans participating in active duty as well as those that were disabled as a result. Requires that all employers subject to the law to post their job openings with their local state employment service. Applies to all federal contractors with contracts valued at $25000 or more wagner-peyser act - CORRECT-ONE or MORE employees; created a nationwide systemof employment offices that provided job seekers with assistance in searching jobs for unemployment insurance recipients, and recruitment services for employers walsh-healey act (public contracts act) - CORRECT-ONE or MORE employees; designed to assure the government paid a fair wage to manufacturers and suppliers of goods for federal government contracts in excess of $ work opportunity tax credit (WOTC) - CORRECT-ONE or MORE employees; provides federal income tax credits to employers who hire from certain targeted groups of job seekers who face employment barriers labor management reporting and disclosure act - CORRECT-ONE or MORE employees; provides for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers to prevent standards withrespect to the election of officers of labor organizations americans with disabilities act (ADA) - CORRECT-FIFTEEN or MORE employees; states that employers may not discriminate against a physically or mentally disabled individual in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment

substantially limits - CORRECT-employers are required to consider as disabled anyone with a condition that "substantially limits", but does not "significantly restrict," a major life activity essential job function - CORRECT-a portion of a job assignment that cannot be removed from the job without significantly changing the nature of the job civil rights act (title vii) - CORRECT-FIFTEEN or MORE employees; speaks to employment discrimination and cites five protected classes of people: race, color, religion, national origin, and sex drug-free workplace act - CORRECT-FIFTEEN or MORE employees; requires some employers to maintain a drug-free workplace. This applies to all federal contractors and organizations receiving grants from the federal government equal employment opportunity act (EEOA) - CORRECT-FIFTEEN or MORE employees; amended Civil Rights Act of 1964 and required a new employment poster for all subject work locations explaining that "EEO is the law". pregnancy discrimination act - CORRECT-FIFTEEN or MORE employees; defined pregnancy as protected within the definition of "sex" for the purpose of coverage under the Civil Rights Act, making it illegal for employers to discriminate against an employee due to pregnancy uniform guidelines on employee selection - CORRECT-FIFTEEN or MORE employees; requirements that prohibit illegal methods of employment discrimination, including adverse or disparate treatment and adverse or disparate impact. One example of violations would be conducting tests that have no direct correlation to the tasks required for the job age discrimination in employment act (ADEA) - CORRECT-TWENTY or MORE employees; bans employment discrimination based on age if the employee is 40 years or older american recovery and reinvestment act (ARRA) - CORRECT-TWENTY or MORE employees; purpose was to create government infrastructure projects and re-employ people after the recession in 2009 consolidated omnibus budget reconciliation act (COBRA) - CORRECT-TWENTY or MORE employees; requires employers with group health insurance programs to offer terminating employees the opportunity to continue their health plan coverage after they are no longer on the payroll or no longer qualify for benefits coverage because of a change in employment status older workers benefit protection act (OWBPA) - CORRECT-TWENTY or MORE employees; prohibits employers from using an employee's age as basis for

discrimination in benefits; targeting older workers during staff reductions or downsizing; or requiring older workers to waive their rights without the opportunity for review with their legal advisor family and medical leave act (FMLA) - CORRECT-FIFTY to ONE HUNDRED or MORE employees; leaves lasting up to 12 weeks in a 12 - month period (usually unpaid, but can be paid depending on the employer) for when the employee, employee's spouse, or other family member requires medical attention and the employee must take off to care for the circumstance mental health parity act (MHPA) - CORRECT-FIFTY to ONE HUNDRED or MORE employees; requires health insurance issuers and group health plans to adopt the same annual and lifetime dollar limits for mental health benefits as for other medical benefits mental health parity and addiction equity act (MHPAEA) - CORRECT-FIFTY to ONE HUNDRED or MORE employees; requires that plans offer both medical/surgical benefits and mental health and/or substance abuse treatment benefits provide parity between both types of benefits national defense authorization act - CORRECT-FIFTY to ONE HUNDRED or MORE employees; benefit provisions under FMLA as it pertains to military reasons (up to 26 weeks/year) patient protection and affordable care act (PPACA) - CORRECT-FIFTY to ONE HUNDRED or MORE employees; created health insurance trading centers in each state where employees and those who are unemployed can shop for health insurance coverage worker adjustment and retraining notification (WARN) act - CORRECT-ONE HUNDRED or MORE employees; requires 60 days' advance notice to employees of plant closing or mass layoffs plant closing - CORRECT-the permanent or temporary shutdown of a single site of employment, or one or more facilities or operating units within a single site of employment during any 30 - day period for 50 or more employees excluding any part- time employees mass layoffs - CORRECT-refers to a reduction in force that is not the result of a plant closing and results in an employment loss at the single site of employment during any 30 - day period for at least 500 employees or when at least 33% of the workforce (excluding any part-time employees) are going to be removed from the payroll in a layoff where there are a total of 50 - 499 workers before the layoff categories of race and gender/sex on EEO- 1 form - CORRECT-white (not Hispanic); black or African-American (not Hispanic); Hispanic;

Asian (not Hispanic); Native Hawaiian or other Pacific Islander (not Hispanic); American Indian, Native American, Alaska Native (not Hispanic); Two or more races (not Hispanic) categories of race and gender/sex on EEO- 4 form - CORRECT-white (not Hispanic); black or African-American (not Hispanic); Hispanic; Asian (not Hispanic); American Indian, Native American, Alaska Native (not Hispanic); failure to self-identify - CORRECT-employers will make their best guess as to race category and gender/sex if the employee refuses to disclose this information job sharing - CORRECT-offers two or more workers the opportunity to collectively constitute one full-time equivalent employee by working in shifts project hire - CORRECT-people who are recruited and placed on the payroll with the understanding that their employment will be terminated once the project is completed contractor - CORRECT-people who are hired for a specific period of time gig employee - CORRECT-contracted employees who are utilized for a specific project and then not again until that type of project occurs again floaters - CORRECT-employees who are on the organization's payroll who work on atemporary basis for a specific period of time such as vacation relief and may rotate among several positions or departments retiree annuitant - CORRECT-folks who have retired from the organization but are calledback to work because of emergencies, unexpected workload, or other unforeseen need phased retirement - CORRECT-allows an individual to take partial retirement while continuing to work a reduced schedule contractor payrolling - CORRECT-contracting with a vendor who will hire someone to dothe hiring and payroll at the client organization; used when you need to adjust to seasonal fluctuations, fill a vacancy while searching for a permanent replacement, bridge the gap in personnel when there is unexpected growth, or use interns for a set period of time employee leasing - CORRECT-a process of moving employees to another company's payroll as a service for a client organization professional employer organization - CORRECT-provide payroll services, tax tracking and depositing, retirement program management, healthcare benefit program

management, and employee counseling and support services; it is essentially outsourcing HR and payroll altogether outsourcing - CORRECT-shifting a workload out of the organization through a contract with another employer organization managed service providers - CORRECT-offer to manage functions as part of a strategic decision to move operations or support functions out of an employment organization to a vendor that can perform them less expensively structured interview - CORRECT-interviewer asks every applicant the same questions along with follow-up probes that may be different depending on the initial response patterned interview - CORRECT-sometimes called targeted interview, an interviewer askseach applicant questions that are from the same knowledge, skill, or ability (KSA) are; however, the questions are not necessarily the same (might range based on the experience level of the candidate, ie. student vs experienced hire) directive interview - CORRECT-interviewer poses specific questions to the candidate, maintaining tight control. Every candidate gets the same questions nondirective interview - CORRECT-the interviewer asks open-ended questions and provides only general direction; a response to one question dictates what the next question will be behavioral interview - CORRECT-interviewer focuses on how the applicant previously handled actual situations (real, not hypothetical). The interviewer looks for 3 things: description of an actual situation or task, action taken, and result or outcome as a method to predict future performance stress interview - CORRECT-interviewer creates an aggressive posture to deliberately create some type of stress to see how the candidate reacts to stressful situations. Today, it is not recommended because of the likelihood that it will be interpreted as personal bias situational interview - CORRECT-interviewer elicits stories and examples that illustrate the applicant's skills and qualifications for the job; similar to behavioral interview, only this is strictly hypothetical group interview - CORRECT-multiple job candidates interviewed by one or more interviewers at the same time; generally used when a number of candidates are being considered for the same job in which the duties are limited and clearly defined, such as a merry-go-round fishbowl interview - CORRECT-brings multiple candidates together to work with each other in an actual group activity or exercise

team interview - CORRECT-typically involves a group of interviewers with a perspectiveof the actual interactions associated with the job panel interview - CORRECT-questions are distributed among a group of interviewers, typically those most qualified in a particular area halo/horn effect - CORRECT-this is when the interviewer allows one strong point that heor she values to overshadow all other information negative emphasis - CORRECT-rejecting a candidate on the basis of a small amount of negative information (ie. a male candidate wearing a large earring plug and in the interviewer's judgement this is inappropriate, yet the job is not client facing) medical examinations - CORRECT-as per the ADA, only valid after the job offer has been extended and if it can be used to determine whether the candidate can perform the essential job functions and/or whether a reasonable accommodation is necessary Form I- 9 - CORRECT-employers have 3 work days from the time of hire to complete and have ready for inspection by any authorized federal investigator; must be kept on record up to 3 years after date of hire or one year after date of termination, whichever is later selection, hiring, and employment records - CORRECT-covering job applications, resumes, records of promotions, accommodation requests, etc.; must be kept on record 1 year after creation of the document or the hire/no-hire decision, whichever is later ( years for federal contractors) polygraph test records - CORRECT-must be kept for 3 years affirmative action plan/data - CORRECT-must be kept for 2 years credit reports - CORRECT-no retention requirement, but the law requires shredding of all documents containing information derived from a credit report (discarded after at least 1 year) drug test records - CORRECT-must be kept for 1 year from test date (up to 5 years for records relating to drug testing for DOT positions) total rewards - CORRECT-AKA compensation and benefits job evaluation - CORRECT-the systemic process for assessing the relative worth of jobs within an organization. A comprehensive analysis of each position's tasks, responsibilities, knowledge, and skill requirements is used to assess the value of the job's content to the employer and provide an internal ranking of the jobs

most common methods of job evaluation - CORRECT-job ranking, point factor, job classification, and factor comparison nonquantitative method - CORRECT-often referred to as "whole-job" methods, primary objective is to establish a relative hierarchy of jobs based on each job's worth quantitative method - CORRECT-evaluate factors on a defined measurable scale and provide a score as a result that is a measurable comparison of one job to another job ranking method - CORRECT-also called a whole-job comparison, is a comparison ofthe whole job to another whole job rather than a comparison based on each job's measurable factors. It is quick and easy but not very precise. Judgments are made based on skill, effort (physical and mental), responsibility, and working conditions. This method works well for small organizations paired-comparison method - CORRECT-enables each job to be compared with every other job, depending on perceived worth job classification method - CORRECT-the result of grouping jobs into a predetermined number of grades or classifications. Classes can further be identified by using benchmark jobs that fall into each class. This is a good method (for large companies) when evaluating a large number of jobs, but may not be effective when jobs overlap as they look at whole jobs job-to-predetermined-standard comparison - CORRECT-a nonquantitative method that compares a job to a similar job or other jobs in the General Schedule to determine its relative ranking point-factor method - CORRECT-most commonly used job evaluation method; uses specific compensable factors as its reference points to measure relative job worth hay plan - CORRECT-uses a standard criteria comprising three compensable factors:know-how, problem-solving, and accountability; general purpose is to enable organizations to map and align their roles/jobs factor evaluation system (FES) - CORRECT-determines levels of duties and responsibilities using a point rating system to evaluate selected positions five steps of point-factor method - CORRECT-identify key jobs; identify the compensable factors; weight the factors according to their worth; divide each job factor into degrees that range from high to low; final result will be a table that gives a complete range of points factor comparison method - CORRECT-involves ranking each job by each compensable factor and then, as an additional step, identifying dollar values for each level of each factor to develop an actual pay rate for the evaluated job; most commonly used in union

negotiations as part of a labor contract and in limited cases where wages are steady over a period of time and the organization uses a flat rate for each job. This method breaks down a job into a small number of key factors, such as skills, effort, knowledge, and responsibilities. Advantages include its broad application across a wide range of job roles and industries; disadvantages include that someone has to make a decision on the relative worth of each factor compensation survey - CORRECT-essential tool for establishing the pay level of positions and staying competitive in the marketplace; lack of participation on part by other companies can make this somewhat unreliable pay grades - CORRECT-AKA job groups, the way an organization organizes jobs of similar values. The valuation is a result of the job evaluation process range spread - CORRECT-the dispersion of pay from the lowest boundary to the highest boundary of pay range; is calculated by subtracting the range minimum from the range maximum and dividing that figure by the range minimum broadbanding - CORRECT-concept that combines pay grades or job classifications that have narrow range spreads with a single band that has a wider spread; more popular among larger organizations. Advantage is that it simplifies pay levels and reduces management oversight; disadvantage is that reduction in pay grades means reduced number of opportunities for promotion compra-ratios - CORRECT-indicators of how wages match, lead, or lag the midpoint and are normally an indicator of market value; are computed by dividing the worker's pay rate by the midpoint of the pay range. Results greater than 1 means that wages exceed the midpoint, whereas results less than 1 mean the opposite red circle rates - CORRECT-used as a method to increase an employee's pay to a new rate higher than the maximum for the assigned pay range; occurs more often in smaller organizations green circle rates - CORRECT-occur when a new employee is hired at a pay rate lower than the minimum rate for the applicable grade. This should be avoided whenever possible and only allowed as a last resort single or flat-rate system - CORRECT-a base pay system in which each worker in the same job has the same rate of pay regardless of seniority or job performance; commonly found in elected public-sector jobs or in a union setting time-based step rate system - CORRECT-a base pay system in which the employee's pay rate is based on the length of time in the job; increases in this system occur on a predetermined schedule

automatic step rate system - CORRECT-a variation of the time-based step rate system in which pay range is divided into several steps, each a predetermined range apart. Each employee with the required seniority receives a one-step pay increase step rate with performance considerations - CORRECT-a variation of the time-based step rate system that works like the automatic step rate system, but with performance influences combination step rate and performance - CORRECT-a variation of the time-based step rate system that works like the step rate with performance considerations, except that increases can still be granted even after the established job rate (but only for superior job performance) performance-based merit pay system - CORRECT-often referred to as merit pay or payfor performance, based on an employee's individual job performance; pay increases normally are awarded on an annual basis and influenced by individual's performance merit guidelines - CORRECT-a document identifying the percent pay increase linked to levels of performance and the individual's position in the applicable pay range productivity-based system - CORRECT-pay is determined by the employee's output; mostly used on an assembly line in a manufacturing environment straight piece-rate system - CORRECT-a form of productivity-based system in which the employee receives a base rate of pay and is awarded additional compensation for the amount of output produced differential piece-rate system - CORRECT-a form of productivity-based system in which the employee receives one rate of pay up to the production standard and the differential piece-rate system focus on quantity rather than quality person-based system - CORRECT-employee capabilities, rather than how the job is performed, determine the employee's pay knowledge-based system - CORRECT-a form of person-based system in which a person's pay is based on the level of knowledge he or she has in a particular field skill-based system - CORRECT-a form of person-based system in which employees are paid for the number and depth of skills that they have that are applicable to their job competency-based system - CORRECT-a form of person-based system in which pay is linked to the level at which an employee can perform in a recognized competency differential pay - CORRECT-additional compensation paid to an employee as an incentive to accept what would normally be considered adverse working conditions usually based on time, location, or situational conditions

hazard pay - CORRECT-work generally considered putting an employee at risk for safetyor health purposes would typically qualify for this shift pay - CORRECT-a time-based differential pay that rewards the employee who workshours normally considered undesirable such as night shift or hours that are in addition to the employee's regular work schedule on-call pay - CORRECT-an employee who is required to remain on his or her employer's premises or so close to the employee's work location that he or she cannot use time effectively for his or her own purposes callback pay - CORRECT-applies when employees are "called back" to perform work beyond regularly scheduled hours geographical differentials - CORRECT-differences in pay for similar or identical jobs that are based on variations in costs of living in labor markets in particular geographic regions organized base-pay - CORRECT-AKA pay-per-performance, these plans tie compensation directly to specific business goals and management objectives; employees' compensation is composed of a fixed base salary and a variable component profit sharing - CORRECT-AKA deferred profit-sharing plan, a plan that gives employeesa share in the profits of a company gainsharing - CORRECT-a system of management in which an organization seeks higher levels of performance through the involvement and participation of its people; reward based on improved productivity benefit programs - CORRECT-AKA indirect compensation, promote organizational loyalty, reward continued employment, enable employees to live healthy lives, help them care for their families, and help provide for retirement benefits concerted activity - CORRECT-in relation to the NLRB, this is when two or more employees take action for their mutual aid or protection regarding terms and conditions of employment; this might happen when employees are not represented by a union workers' compensation - CORRECT-a form of insurance providing wage replacement and medical benefits to employees injured in the course of employment in exchange for mandatory relinquishment of the employee's right to sue his or her employer for the tort of negligence; basic concept is the basis of "liability at fault", that is, the injured employee is entitled to reasonable compensation regardless of who causes the accident; every employer is required to have insurance for this

summary plan description (SPD) - CORRECT-contains info on what the plan provides inlayperson terms. Distribution is required within 120 days after the plan's establishment or 90 days after eligibility summary annual report (SAR) - CORRECT-contains financial info about the plan. Distribution is required within 7 months after the end of the plan year summary of material modifications (SMM) - CORRECT-required whenever any of the plan's features have been significantly changed or within 201 days after the end of the plan year ADDIE model - CORRECT-represents assessment, design, development, implementation, and evaluation; used to determine the needs for training, developing the training, and evaluating the outcomes presentation - CORRECT-best used when info needs to be delivered to a group, especially large groups and perhaps at different locations case study - CORRECT-best used when trainees need to apply the knowledge on the job right away reading - CORRECT-best used when self-reflection is needed to process the info being disseminated role-playing - CORRECT-best used when trainees need to practice in a simulation the info or skills being taught and learn skills quickly group discussion - CORRECT-best used when trainees need to have an exchange of experience and info sharing with their other trainees demonstration - CORRECT-best when new info or skills are being presented auditory learners - CORRECT-tend to benefit most from lecture style visual learners - CORRECT-rely upon a seeing presentation style kinesthetic learners - CORRECT-AKA tactile learners, learn via a hands-on approach and prefer to explore the physical aspects of learning increasing returns - CORRECT-this is the pattern that comes into play when a person is learning something new; it starts out slow, but curves upwards more rapidly as the concept is grasped (ie. programming) decreasing returns - CORRECT-this is the pattern when the amount of learning increasesrapidly in the beginning and then the rate of learning slows down; most common when learning routine tasks (ie. data entry)

s-shaped - CORRECT-a blend of increasing and decreasing returns curves; the assumption is that the person is learning something difficult, such as problem-solving or critical thinking. Learning might start slow but speed up once the concept is grasped, but slow down again when a new concept is introduced plateau curve - CORRECT-learning on this curve is quick in the beginning and then flattens synchronous learning - CORRECT-when training participants interact together in real time asynchronous learning - CORRECT-when training participants access info at different times and maybe even different places on-the-job training (OJT) - CORRECT-advantages: "just-in-time" demonstration of expectations in real environment where the employee will work; disadvantages: can have potential safety issues and be distracting to other co-workers job rotation - CORRECT-the shifting of an employee between different jobs cross training - CORRECT-when an employee is trained to do more than one job reaction (kirkpatrick model) - CORRECT-did the training participants like it? Most common method to grasp this info is by survery learning (kirkpatrick model) - CORRECT-did the training participants learn? Pre- andpost-training measurements are conducted to determine effectiveness behavior (kirkpatrick model) - CORRECT-did the training participants change their behavior? Observations, interviews, 360-degree feedback instruments, and simulations can be used results (kirkpatrick model) - CORRECT-how did the training affect the organizational goals? A cost-benefit ROI follows to substantiate results critical incidents - CORRECT-a recording of both positive and negative incidents that is scored to measure the training's outcomes succession planning - CORRECT-systematically identifies, assesses, and develops talentas a key component for business success; an ongoing process that enables an organization to plan or recover when critical talent is lost career pathing - CORRECT-a practice in which an employee charts a course within their organization for his or her career path and career development; creating a plan that

gains the employee the exposure, experience, and knowledge to move through the various levels of the career aspiration goals dual-ladder career - CORRECT-allows mobility for employees without requiring that they be placed into the managerial enclave; an objective of this is to increase complexity and value to the organization, enabling the organization to increase employee salaries to improve employee retention and satisfaction performance appraisal - CORRECT-a regular feedback system designed to satisfy 3 purposes: providing feedback and coaching; justifying the allocation of rewards and career opportunities; and helping with employee career planning and development plans. Most employers use a blended method approach to performance approvals, and using the MBO method doesn't require an employee to be in a management job category rating - CORRECT-the least complex of the performance appraisal methods inwhich the evaluator simply checks a level of rating on an evaluation form; 3 types include forced choice, graphic scale, and checklist forced choice - CORRECT-the evaluator is required to check two out of four statementson the evaluation form, one that employee is "most like" and one that the employee is"least like" graphic scale - CORRECT-the most common type of category rating, this is when the appraiser checks a place on the scale for the categories of tasks and behaviors that are listed (ie. 1 to 5) checklist - CORRECT-the evaluator is provided with a set list of statements/words to describe performance comparative methods - CORRECT-employee performance is compared directly with others in the same job, group, or function; the evaluator ranks the employees in a group, causing a forced distribution known as a bell curve ranking - CORRECT-the evaluator lists all the employees in the same job or function, from highest to lowest, performance-wise paired comparison - CORRECT-each of the employees in a group is paired with every other employee and compared, or "toggled", one at a time, using the same scale of performance narrative - CORRECT-time consuming for an evaluator to complete, yet most meaningful to the employee being evaluated; 3 methods include essay format, critical incidents, and field review

essay format - CORRECT-the evaluator writes a short essay type of narrative describing each employee's performance, either with a consistent structure or free form without guidelines critical incidents (narrative appraisal) - CORRECT-the evaluator notes dates and detailsof both good and not-so-good performance incidents throughout the evaluation period field review - CORRECT-the HR person will interview the supervisor of the employee group, taking notes about the performances of the supervisor's direct reports; afterwards, a comparison ranking for all like positions/employees takes place behaviorally anchored rating scale (BARS) - CORRECT-describes desirable behavior and undesirable behavior, which is then compared with a scale of performance levels for the rating; works well when several employees perform the same function management by objectives (MBO) - CORRECT-AKA appraisal by results, performance objective setting, and mutual goal setting; used by the supervisor and employee to mutually identify specific performance goals; helps align an employee's performance and actions with the organization's goals, measuring the accomplishment of goals with quality and quantity as a scorecard performance management - CORRECT-the process in which the organization maintainsor improves employee job performance utilizing performance tools, coaching/counseling, and feedback performance management system - CORRECT- 1 organizational values and goals; 2 performance management standards; 3 employee performance/behaviors; 4 measurement and feedback; 5 business results and employee growth performance management standards - CORRECT-includes behaviors (what does the organization want employees to do) and results (what does the organization want employees to produce) SMART - CORRECT-method of goal setting broken down in parts: Specific, Measurable, Attainable, Realistic, Timed employee survey - CORRECT-used to offer direct feedback; most commonly used to determine how engaged workers are within the organization attitude survey - CORRECT-used to improve morale, productivity, and engagement andto reduce turnover by gathering actionable feedback on job experiences 360/180-degree survey - CORRECT-a type of survey that asks everyone around an employee to provide feedback about that person's competencies, behaviors, and contributions

stay interview - CORRECT-one-on-one meeting between a manager and a highly valuedemployee who may be at risk for leaving the organization paper survey - CORRECT-used to obtain feedback; most effective type of survey to get feedback computer-based survey - CORRECT-used to obtain feedback; this is a good way to keep track of who has completed the survey. Flexibility of access can also increase initial participation substantially focus group - CORRECT-used to obtain feedback; offer an excellent opportunity to probe initial responses and go into more detail. The downside is that they are not anonymous improvement program - CORRECT-a formalized approach to correcting inappropriate behavior code of conduct - CORRECT-a list of behavioral expectations the employer has for each employee; violations can fall along a spectrum from "minor" to "worthy of immediate dismissal" methods of investigation - CORRECT- 1 written complaint; 2 interviews; 3 determination; 4 feedback grievance processing - CORRECT-typical steps include: 1 written complaint; 2 supervisor-level discussion; 3 management or HR-level discussion; 4 senior management weingarten rights - CORRECT-state that employees have a right to union representation at investigatory interviews; the supervisor has no responsibility to advise the employee of his or her rights content of documentation - CORRECT-must satisfy the following requirements: 1 who (names of individuals involved in the incident); 2 what (what happened); 3 when (when did this happen); 4 where (where and under what conditions did this take place); 5 how (how did it happen and were there events that led up to the one being documented) personnel/employment records - CORRECT-retained for 1 year after termination payroll records - CORRECT-retained for 3 years employee benefit plan records - CORRECT-retained for the duration of the plan and at least 1 year after termination federal contractor employment records - CORRECT-retained for at least 3 years unless they have fewer than 150 workers on payroll (at which point it will be 2 years)

off-boarding - CORRECT-AKA removal from payroll (during termination) restructuring - CORRECT-occurs when the business model changes and a portion of the enterprise is no longer needed reduction in force (RIF) - CORRECT-AKA workforce reduction or layoff; means fewer employees on payroll temporary workers - CORRECT-normally not employed for longer than 6 months; hiredas "project employees"; must be taken off payroll at end of period of employment or converted to regular employees incentive programs - CORRECT-can involve an enhancement of retirement benefits, abonus amount for leaving voluntarily, or any other enticement that might be available and that would seduce people into separating from payroll outplacement support - CORRECT-helping employees find another job when separating from the company downsizing - CORRECT-reducing payroll, typically used when revenues are falling sharps - CORRECT-syringe needles, surgical needles, knives, and other puncture devices mine safety and health act (MSHA) - CORRECT-addresses the issue of safety and health of employees in the mining industry americans with disabilities act amendments act - CORRECT-amended the ADA to include a broader spectrum of what constitutes as a disability. Now, any physical or mental condition that impacts a major life activity can be considered a disability, even if it was controlled by medication. Poor eyesight that can be corrected by glasses/contacts are the only exception that are not considered a disability injury and illness prevention plan (IIPP) - CORRECT-key elements include management leadership, worker participation, hazard identification, hazard prevention and control, education and training, and program evaluation and improvement; not required by OSHA, but required by some states OSHA form 300 - CORRECT-a log of accidents that have happened during the year; contains personally identifiable information OSHA form 300A - CORRECT-summarized and documented log of OSHA form 300; must be posted in a conspicuous location within the workplace from Feb 1 - April 30 and does not contain personally identifiable information

employee assistance program (EAP) - CORRECT-formal structured programs that tap into third-party organizations that are staffed by health management experts; employees use it for counseling and connecting with these experts for assistance ergonomics - CORRECT-the science of designing the job to fit the worker, rather than physically forcing the worker's body to fit the job