APHR Practice Test Exam With 100% Correct Answers 2024, Exams of Advanced Education

Download APHR Practice Test Exam With 100% Correct Answers 2024 and more Exams Advanced Education in PDF only on Docsity! APHR Practice Test Exam With 100% Correct Answers 2024 Sustainable competitive advantage - Correct Answer-When an organization is able to perform an activity to a greater degree than its competitors for an extended period of time Performance Management duties - Correct Answer- Preparation and administration of appraisals Discipline Development of performance measures The most common reason for failed overseas assignments is: - Correct Answer-Choosing people who have the technical skills needed to perform the job, but who lack the necessary personality characteristics and family support A function of employee relations is: - Correct Answer- Relocation and outplacement services pg. 1 professoraxel An organization has one HR staff person for every ____ employees - Correct Answer-100 Definition of Development - Correct Answer-Is more long term in nature. Often includes education in philosophical and theoretical concepts Aimed at developing relationships, often for the purposes of improving leadership skills More general and non-tangible than specific Definition of Training - Correct Answer-Training is usually a short term process. Training usually requires guidance (or instruction) in a series of steps to gain a skill, or set of predictable knowledge. Often for non-leadership related activities. pg. 2 professoraxel Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals based on: - Correct Answer-sex, race, color, national origin, and religion Who does Title VII apply to? - Correct Answer-Companies with at least 15 or more employees including federal, state, and local governments The Americans with Disability Act covers individuals who: - Correct Answer-Have serious disabilities, such as epilepsy, blindness, or paralysis, that affect their ability to perform major life activities such as walking, learning and working Have a history of disability, such as someone who has had cancer but is currently in remission Are regarded as having a disability, such as an individual who is severely disfigured and is denied employment because an employer fears negative reactions from others The Civil Rights Act of 1991: - Correct Answer-The amount of punitive damages depends on the size of the organization charged with the discrimination pg. 5 professoraxel The act amends the CRA of 1866, the CRA of 1964, the ADEA of 1967, and the ADA of 1990 Punitive damages are awarded only in cases of intentional discrimination or with malice or reckless indifference to the employees federally protected rights Civil Rights Act of 1866: - Correct Answer-Granted citizenship and the same rights enjoyed by white citizens to all male persons in the United States "without distinction of race or color, or previous condition of slavery or involuntary servitude." The Age Discrimination in Employment Act of 1967: - Correct Answer-Protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. The Uniformed Services Employment and Reemployment Rights Act of 1994: - Correct Answer-Employers must reemploy workers who leave jobs to fulfill military duties for up to 5 years pg. 6 professoraxel Employers must reemploy workers in the job they would have held if they had not left to serve, including the same seniority, status, and pay Disabled veterans have up to two years to recover from injuries received during their service or training, and employers must make reasonable accommodation for a remaining disability Disparate Treatment - Correct Answer-An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic. Intentional discrimination Example: A woman with school-aged children is rejected on the assumption that she will frequently be absent from work Disparate Impact - Correct Answer-Practices in employment, housing, and other areas that adversely affect one group of pg. 7 professoraxel would constitute discrimination and thus be in violation of civil rights employment law. Such qualifications must be listed in the employment offering. Necessary, rather than preferred, characteristic of the job Job Analysis: - Correct Answer-Establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. Provide a source of legal defensibility of assessment and selection procedures. Job Analysis - Determining Training Needs: - Correct Answer- Training content Assessment tests to measure effectiveness of training Equipment to be used in delivering the training methods of training (i.e., small group, computer-based, video, classroom...) pg. 10 professoraxel Job Analysis - Compensation: - Correct Answer-Skill levels Compensable job factors work environment (e.g., hazards; attention; physical effort) Responsibilities (e.g., fiscal; supervisory) Required level of education (indirectly related to salary level) Job Analysis - Staffing - Correct Answer-Job duties that should be included in advertisements of vacant positions; Appropriate salary level for the position to help determine what salary should be offered to a candidate; Minimum requirements (education and/or experience) for screening applicants; interview questions; Selection tests/instruments (e.g., written tests; oral tests; job simulations); pg. 11 professoraxel Applicant appraisal/evaluation forms; Orientation materials for applicants/new hires Job Analysis - Performance Review: - Correct Answer-Goals and objectives Performance standards Evaluation criteria Length of probationary periods Duties to be evaluated Methods of Job Analysis: - Correct Answer-Review of job classification systems Incumbent interviews pg. 12 professoraxel Repetitive jobs that require physical activity should be analysised through: - Correct Answer-Videotaping an employee performing the job The most accurate information regarding the time spent on various job tasks for job analysis information is: - Correct Answer-Incumbents Managerial benefits of job analysis: - Correct Answer-It provides managers with an understanding of the work flow process It enables managers to make more accurate hiring decisions It enables managers to more accurately evaluate subordinates' performance Job Evaluation: - Correct Answer-Job analysis information is used to judge the relative worth of different jobs within an organization pg. 15 professoraxel Quantitative Aspects of Job Evaluation: - Correct Answer- Whole Job Ranking: (simplest method) Job to job comparison used to rank jobs in order from highest to lowest. Job Classification: Groups similar positions into job classes based on pre-defined class specifications. Qualitative Aspects of Job Evaluation: - Correct Answer-Point Factor: (most widely used) Job descriptions are compared to compensable factors (defined factors and degrees). Points are assigned to the various factors that derive a total score and determine the appropriate pay level. Factor Comparison: Benchmark positions are identified and ranked based on compensable factors. The factors are assigned monetary values based on market rates. Pay for benchmark positions are determined based on the total monetary value of the factors. Other jobs in the organization are compared to the benchmark positions and the monetary values of the factors are summed to determine the pay for each job. Job Design - Correct Answer-Process of defining how work will be performed and the tasks that will be required in a given pg. 16 professoraxel job. Job redesign refers to changing the tasks or the way work is performed in an existing job. To effectively design jobs, one must thoroughly understand the job as it exists (through job analysis) and its place in the larger work unit's work-flow process (work-flow analysis) The mechanistic approach to job design: - Correct Answer- Specialization Skill Variety Work methods autonomy Process of defining how work will be performed and the tasks that will be required in a given job. Job redesign refers to changing the tasks or the way work is performed in an existing job. To effectively design jobs, one must thoroughly understand the job as it exists (through job analysis) and its place in the larger work unit's work-flow process (work-flow analysis) The motivational approach to job design: - Correct Answer- Decision-making autonomy pg. 17 professoraxel Job Rotation: - Correct Answer-The process of systematically moving a single individual from one job to another over the course of time Job Enrichment: - Correct Answer-Empowering workers by adding more decision-making authority to jobs Job Enlargement/Extension: - Correct Answer-Broadening the types of tasks performed; adding to job, combining jobs together Goals in the human resource planning process should come directly from: - Correct Answer-The analysis of the labor supply and demand Image Advertising: - Correct Answer-Organizations often advertise specific vacancies. Sometimes, however, organizations advertise just to promote themselves as a good place to work in general. Image advertising is particularly important for companies in highly competitive labor markets that perceive themselves as having a bad image. Indeed, research evidence suggests that the impact of company image on applicant reactions ranks second only to the nature of the work itself pg. 20 professoraxel Executive Search Firms (ESFs): - Correct Answer-Almost exclusively find new jobs for people who are already employed. The use of a neutral-appearing selection method that damages a protected group is: - Correct Answer-Legal if the employer can show that the method is job related and consistent with a business necessity Questions an employer cannot ask an applicant (EEOC Website): - Correct Answer-Do you have a heart condition? Do you have asthma or any other difficulties breathing? Do you have a disability which would interfere with your ability to perform the job? How many days were you sick last year? Have you ever filed for workers' compensation? pg. 21 professoraxel Have you ever been injured on the job? Have you ever been treated for mental health problems? What prescription drugs are you currently taking? What is the use of a resume? - Correct Answer-As a basis for deciding which candidates to investigate further When does an organization check references? - Correct Answer-After it has determined that the applicant is a finalist for the job What is an assessment center? - Correct Answer-Uses multiple selection methods to rate either applicants or job incumbents on their managerial potential. Personality Tests: - Correct Answer-Tests are used to determine if employees have the personality characteristics necessary to be successful in specific managerial jobs or jobs involving international assignments pg. 22 professoraxel Third, coaching may involve providing resources such as mentors, courses, or job experiences that the employee may not be able to gain access to without the coach's help Mentoring: - Correct Answer-Experienced, productive senior employee who helps develop a less experienced employee (the protégé). Because of the lack of potential mentors and recognizing that employees can benefit from relationships with peers and colleagues some companies have initiated and supported group and peer mentoring. Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé. Research suggests that employees with certain personality characteristics (like emotional stability, the ability to adapt their behavior based on the situation, and high needs for power and achievement) are most likely to seek a mentor and be an attractive protégé for a mentor. Mentoring relationships can also develop as part of a formal mentoring program, that is, a planned company effort to bring together successful senior employees with less experienced employees Validity: - Correct Answer-Degree to which a measure is free from random error. pg. 25 professoraxel Arrows shot at target hit the bulls eye, but not necessarily every arrow hits the bulls eye. Reliability: - Correct Answer-Degree to which a measure is free from random error. Arrows shot at target are very close to one another, but not necessarily a bulls eye. Which type of interview tends to have the highest validity? - Correct Answer-Behavior description interviews Cognitive Ability Tests: - Correct Answer-Differentiate individuals based on their mental rather than physical capacities. Cognitive ability has many different facets, although we will focus only on three dominant ones. Verbal comprehension refers to a person's capacity to understand and use written and spoken language. pg. 26 professoraxel Quantitative ability concerns the speed and accuracy with which one can solve arithmetic problems of all kinds. Reasoning ability, a broader concept, refers to a person's capacity to invent solutions to many diverse problems. Physical Ability Tests: - Correct Answer-Tests of physical abilities may be relevant not only to predicting performance but to predicting occupational injuries and disabilities as well. There are seven classes of tests in this area: ones that evaluate (1) muscular tension, (2) muscular power, (3) muscular endurance, (4) cardiovascular endurance, (5) flexibility, pg. 27 professoraxel Strategic Strategic Congruence: - Correct Answer-Extent to which a performance management system elicits job performance that is congruent with the organization's strategy, goals, and culture. If a company emphasizes customer service, then its performance management system should assess how well its employees are serving the company's customers Acceptability: - Correct Answer-Refers to whether the people who use a performance measure accept it. Many elaborate performance measures are extremely valid and reliable, but they consume so much of managers' time that they refuse to use it. Alternatively, those being evaluated by a measure may not accept it Specificity: - Correct Answer-Extent to which a performance measure tells employees what is expected of them and how they can meet these expectations. Specificity is relevant to both the strategic and developmental purposes of performance management. If a measure does not specify what an employee must do to help the company achieve its strategic goals, it does not achieve its strategic purpose. Additionally, if the measure fails to point out employees' pg. 30 professoraxel performance problems, it is almost impossible for the employees to correct their performance Interrater Reliability: - Correct Answer-Consistency among the different individuals who evaluate the employees performance. Management by Objectives - Correct Answer-Management model that aims to improve performance of an organization by clearly defining objectives that are agreed to by both management and employees Similar to me rating error: - Correct Answer-Individuals who are similar to us in race, gender, background, interest, beliefs, etc. receive higher ratings than those who are not Contrast rating error: - Correct Answer-Ratings influenced by comparison between individuals instead of an objective standard Example: Employee receives lower than deserved rating because he/she is compared to outstanding peers pg. 31 professoraxel Leniency rating error: - Correct Answer-Rater gives high ratings to all employees regardless of their performance Strictness rating error: - Correct Answer-Rater gives low ratings to all employees regardless of their performance Central tendency rating error: - Correct Answer-Rater gives middle or average ratings to all employees despite their performance Halo rating error: - Correct Answer-Rater gives employee high ratings on all aspects of performance because of their overall positivie impression of the employee Horns rating error: - Correct Answer-Rater gives employee low ratings on all aspects of performance because of an overall negative impression of the employee The employment-at-will doctrine: - Correct Answer-Has eroded significantly in recent years Employment-at-will doctrine: - Correct Answer-Historically, in the absence of a specified contract, either the employer or the pg. 32 professoraxel person is losing his or her job while others are not is conducive to perceptions of outcome unfairness on the part of the discharged employee Procedural Justice: - Correct Answer-Focuses specifically on the methods used to determine the outcomes received. Even given all the negative ramifications of being dismissed from one's job, the person being dismissed may accept the decision with minimum anger if the procedures used to arrive at the decision are consistent, unbiased, accurate, correctable, representative, and ethical. When the procedures for the decisions are perceived in this fashion, the individual does not feel unfairly singled out, and this helps maintain his or her faith in the system as a whole, even if he or she is unhappy with the specific decision that was triggered by the system. Interactional Justice: - Correct Answer-Refers to the interpersonal nature of how the outcomes were implemented. For example, in many documented cases, after giving employees the news of their termination, employers immediately have security guards whisk them out of the building with their various personal items haphazardly thrown together in cardboard boxes. This strips the person of their dignity, as well as their job, and employees who witness this happen to a co-worker show a drastically lower level of organizational commitment from that day forward pg. 35 professoraxel Four Determinants of Interactional Justice: - Correct Answer-1. Explanation: Emphasize aspects of procedural fairness that justify the decision 2. Social Sensitivity: Treat the person with dignity and respect 3. Consideration: Listen to the person's concerns 4. Empathy: Identify with the person's feelings Progressive Discipline Program: - Correct Answer- Communicates unacceptable behavior and responds to a series of offenses with increasing forcefulness Two central components: documentation (which includes specific publication of work rules and job descriptions that should be in place prior to administering discipline) and progressive punitive measures Example of Punitive Measures: pg. 36 professoraxel First Offense: Unofficial verbal warning Second Offense: Official written warning Third Offense: Second official warning, with threat of temporary suspension Fourth Offense: Temporary suspension and "last chance notification" Fifth Offense: Termination Alternative Dispute Resolution: - Correct Answer-Techniques that show promise in resolving disputes in a timely, constructive, cost-effective manner. Alternative dispute resolution can take on many different forms, but in general, ADR proceeds through the four stages Stages in Alternative Dispute Resolution: - Correct Answer- Stage 1: Open Door Policy: Two people in conflict attempt to arrive at a settlement together. If none can be reached, they proceed to pg. 37 professoraxel Market Forces Company Goals Equity Theory: - Correct Answer-Suggests that people evaluate the fairness of their situations by comparing them with those of other people Benchmarking: - Correct Answer-Procedure in which an organization compares its own practices against those of the competition Rate Ranges: - Correct Answer-Permits a company to recognize differences in employee performance, seniority, training, and so forth in setting individual pay Key Jobs: - Correct Answer-Have relatively stable content and —perhaps most important—are common to many organizations. Therefore, it is possible to obtain market pay survey data on them Nonkey Jobs: - Correct Answer-Have relatively stable content and—perhaps most important—are common to many pg. 40 professoraxel organizations. Therefore, it is possible to obtain market pay survey data on them The Fair Labor Standards Act (FLSA): - Correct Answer- Establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Minimum wage: 7.25 Pay Grade: - Correct Answer-A pay grade is a step within a compensation system that defines the amount of pay an employee will receive. The pay grade is generally defined by the level of the responsibilities performed within the job description of the position, the authority exercised by the position, and the length of time the employee has performed the job. Broad Banding: - Correct Answer-When an organization reduces the number of levels (pay grades) in its job structure by combining some of its pay grades pg. 41 professoraxel Merit Pay: - Correct Answer-Annual pay increases are linked to performance appraisal ratings. Merit pay is most common for white-collar employees. The system gives the biggest pay increase to the best performers and to those whose pay is relatively low for their job. Merit pay increases ARE rolled into base pay. Profit Sharing: - Correct Answer-Payments are based on a measure of organization performance (profits), and the payments do not become part of the base salary. Profit sharing has two potential advantages. First, it may encourage employees to think more like owners, taking a broad view of what needs to be done to make the organization more effective. Thus, the sort of narrow self- interest encouraged by individual incentive plans (and perhaps also by merit pay) is presumably less of an issue. Instead, increased cooperation and citizenship are expected. pg. 42 professoraxel The unemployment insurance program is financed largely through federal and state taxes on employers Unemployed workers are eligible for benefits if they (1) have a prior attachment to the workforce (often 52 weeks or four quarters of work at a minimum level of pay); (2) are available for work; (3) are actively seeking work (including registering at the local unemployment office); and (4) were not discharged for cause (such as willful misconduct), did not quit voluntarily, and are not out of work because of a labor dispute. Benefits also vary by state, but they are typically about 50% of a person's earnings and last for 26 weeks. Extended benefits for up to 13 weeks are also available Workers Compensation: - Correct Answer-Cover job-related injuries and death. Workers' compensation benefits fall into four major categories: (1) disability income, (2) medical care, (3) death benefits, and (4) rehabilitative services. pg. 45 professoraxel Disability income is typically two-thirds of predisability earnings, although each state has its own minimum and maximum. In contrast to unemployment insurance benefits, disability benefits are tax free Consolidated Omnibus Budget Reconciliation Act (COBRA): - Correct Answer-The 1985 act that requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event, such as a layoff. Family and Medical Leave Act (FMLA): - Correct Answer-Since 1993 the Family and Medical Leave Act requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill child, spouse, or parent; or for an employee's own serious illness. Employees are guaranteed the same or a comparable job on their return to work. Employees with less than one year of service or who work under 25 hours per week or who are among the 10% highest paid are not covered. Health Maintenance Organizations (HMOs): - Correct Answer- Health care plan that provides benefits on a prepaid basis for pg. 46 professoraxel employees who are required to use only HMO medical service providers. HMOs differ from more traditional providers by focusing on preventive care and outpatient treatment, requiring employees to use only HMO services, and providing benefits on a prepaid basis. Preferred Provider Organizations (PPOs): - Correct Answer-A group of health care providers who contract with employers, insurance companies, and so forth to provide health care at a reduced fee. Defined Benefit Plan: - Correct Answer-Guarantees a specified level of retirement income. Cafeteria-Style Plans: - Correct Answer-Benefit plans that permit employees to choose the types and amounts of benefits they want Pay-Or-Play Plans: - Correct Answer-To play differently is the middle ground between paying premiums ("play") and paying the penalties ("pay"). It means the company chooses not to pg. 47 professoraxel Job Description: - Correct Answer-List of the tasks, duties, and responsibilities that a job entails. Parent Country: - Correct Answer-Country that serves as the home for the corporations headquarters. Host Country: - Correct Answer-Country that serves as a satellite location for a company who's headquarters are in another country. Expatriate: - Correct Answer-Citizen of a company's home country working abroad at one of the company's foreign subsidiaries. Exempt Employee: - Correct Answer-Certain types of employees, often classified as exempt employees, are not entitled to overtime pay as guaranteed by the Fair Labor Standards Act (FLSA). It is at the employer's discretion whether or not to pay for hours worked overtime. pg. 50 professoraxel three main categories of exempt workers: Executive Professional Administrative Non-Exempt Employees: - Correct Answer-A non-exempt employee is entitled to overtime pay through the Fair Labor Standards Act (FLSA). Employers are required to pay time and a half the employee's regular rate of pay when they work more than 40 hours in a given pay week Shared Service Model: - Correct Answer-A way to organize the HR function that includes centers of expertise or excellence, service centers, and business partners. pg. 51 professoraxel