Quick HRCI APHR Practice Test Questions with Accurate Answers., Exams of Company Secretarial Practice

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Quick HRCI APHR Practice Test Questions

with Accurate Answers.

job description vs job specification - Correct Answer-description: employee's activities specification: employee qualifications affinity groups - Correct Answer-collections of employees from the same level in the organization who meet on a regular basis to share information, capture emerging opportunities, and solve problems (aka Employee Resource Groups) in-basket excercise - Correct Answer-test that measures ability to prioritize and respond to daily tasks halo effect - Correct Answer-interview bias tendency to judge applicant on one trait central tendency - Correct Answer-interview bias rates all candidates with similar score due to hesitancy to rate too high or low contrast effect - Correct Answer-interview bias all other candidates compared to single candidate cultural noise - Correct Answer-interview bias candidate responses based on what they think interviewer wants to hear affinity - Correct Answer-interview bias tendency to highly rate candidates w/ shared appearances, beliefs, experiences, and backgrounds selection process pyramid - Correct Answer-1. develop description

2. solicit candidates

3. screen candidates
4. interview candidates
5. select candidates inter-rater reliability - Correct Answer-measures how consistently different people evaluate the same content high = agreement among evaluators low = undermines predictive value of evaluators split-half reliability - Correct Answer-dividing the test into two equal halves and assessing how consistent the scores are criterion validity - Correct Answer-measures whether test corresponds to other specific measurements or traits predictive validity - Correct Answer-criterion validity determines whether test results are similar to different criterion samples at a later point concurrent validity - Correct Answer-criterion validity examines whether outcome of one test is consistent with outcomes of others measurements conducted simultaneously affect heuristic - Correct Answer-The tendency to consult one's emotions instead of objective evidence positive = same favorite sports team negative = same last name as someone you dislike horn effect - Correct Answer-tendency to form unfavorable opinion based on single negative trait availability heuristic - Correct Answer-belief that vivid or memorable events remembered immediately are more representative than they really are reservation price - Correct Answer-highest possible benefits or salary level org can offer a candidate

aka walk away point orientation vs onboarding - Correct Answer-orientation: process of getting on payroll, signing up for benefits, and providing necessary personal info, communication best practices, role and dept objectives, align goals, etc. (one day) onboarding: process of welcoming new hires, policies, procedures, culture, job responsibilities, handbook (one month to one year) tenure - Correct Answer-granting a permanent job or position to a contracted worker without the need for periodic contract renewals human capital return on investment (ROI) - Correct Answer-orgs total revenue - (comp and benefits cost + operating epenses) then divided by sum of comp and benefits Human Resources Information Systems (HRIS) - Correct Answer-collection of info about the employees of an organization gap analysis - Correct Answer-1. compare current circumstances to desired situation

2. identify gaps
3. note what changes should be made career lifecycle - Correct Answer-1. exploration
4. establishment
5. maintenance
6. disengagement career development coaching vs counseling vs mentoring - Correct Answer-coaching: learns new tasks, gains new skills, tackles problems outside position counseling: advice and support for planning and career guidance mentoring: helps navigate org's internal politics 6 phases of career development - Correct Answer-1. assessment
7. investigation

3. preparation
4. commitment
5. retention
6. transition learning and development planning process - Correct Answer-1. Training Needs Analysis
7. objectives (what)
8. selection (who and how/when)
9. implementation (how)
10. evaluation ADDIE learning model - Correct Answer-Analysis Design Development Implementation Evaluation 5 step process for developing training programs Bloom's taxonomy - Correct Answer-remember understand apply analyze evaluate create KSA learning model - Correct Answer-Knowledge Skills Abilities define job requirements, evaluateand coachlking needs candidates, assess training Kirkpatrick model for training evaluation - Correct Answer-reaction learning

behavior results implemented after training program has begun (evaluates the program itself) parallel learning structure - Correct Answer-relies on the natural learning process by transferring knowledge between peers to create new ideas and thoughts simulated learning structure - Correct Answer-hands-on training in work environment cooperative learning structure - Correct Answer-groups learn individual tasks and concepts to teach to others in the group SMART goals - Correct Answer-Specific Measurable Attainable Relevant Time-bound salary vs wages vs differential pay - Correct Answer-salary: set compensation paid regularly wages: payment for work usually hourly or daily basis differential pay: additional money paid above the base rate common stock vs preferred stock - Correct Answer-common stock: entitles owner to vote in shareholder's meetings preferred stock: typically does not have voting rights decreasing rate increase vs fixed rate increase - Correct Answer-decreasing rate: increase wages for lower paying jobs faster than higher paying jobs fixed rate: everyone gets the same wage increase Fair Labor Standards Act (FLSA) - Correct Answer-minimum wage overtime pay defined hours worked

record keeping of employee time and pay Equal Pay Act - Correct Answer-part of amended FLSA men and women same wages and pay in same form cannot lower wages of one employee to equal another Lilly Ledbetter Fair Pay Act - Correct Answer-pay discrimination can be rectified under federal anti-discrimination laws enforced by Equal Employment Opportunity Commission (EEOC) collective bargaining - Correct Answer-process where union and employer come to an agreement about compensation and other working conditions memorandum of understanding (MOU) - Correct Answer-both parties reach agreement about an issue that is important to both sides job evaluation point factor method - Correct Answer-examines different parts of the job to determine appropriate pay job evaluation factor comparison method - Correct Answer-ranks job factors then assigns monetary value combines point factor and job ranking wage equity broad banding - Correct Answer-structuring pay to create a limited number of salary bands with a very large difference between the minimum and maximum pay levels wage equity red and green circle technique - Correct Answer-red: above max compensation range green: below min compensation range

wage compression - Correct Answer-salaries not determined by experience, skills, and seniority leads to demotivated workers and lower productivity high turnover compa-ratio - Correct Answer-number comparing person's salary to other salaries for the same job comparison ratio internal equity vs external equity - Correct Answer-internal: ensures jobs of similar value receive equal compensation external: created by comparing org's internal pay levels to external sources benchmarking - Correct Answer-measuring org's pay against what org's in the area pay for the same work aging factor - Correct Answer-average percentage increase in yearly salaries multiplies by the years since the data was collected base pay vs incentive pay - Correct Answer-base pay too high = org loses power to influence productivity base pay too low = drastic inequality among employees and unreliable salary Halsey Premium plan - Correct Answer-compensation strategy that awards employee efficiency = hourly wage + additional pay for completing tasks in less time than expected (hourly rate x Halsey Premium x time saved) divided by 100 standard hour plan - Correct Answer-hour's worth of work completed in: one hour = one hour of pay less than one hour = less than hourly pay more than one hour = more than hourly pay

leads to employees intentionally lowering productivity to keep performance standards low Employee Stock Ownership Plan (ESOP) - Correct Answer-org contributes to its own stock through employee retirement plans employees own stock directly long term investment plan total reward strategy vs total reward statement - Correct Answer-strategy: framework for distribution of rewards (monetary and non-monetary) statement: year-end report that details the full scope of rewards an employee earns for their time, performance, and expertise defined contribution coverage - Correct Answer-employees contribute a fixed amount to health care coverage each year unused remains in employee's account for future use employee pays what is not covered by insurance defined contribution plans - Correct Answer-transfer risk of retirement investment away from employer and onto employee employee authorizes employer to deduct specific amount from paycheck to invest in specified bundle of investments cash balance plans - Correct Answer-org's promise to provide an employee with established amount of money for retirement that is made annually and calculated after interest defined benefits - Correct Answer-assist employees with retirement savings by providing specified monthly benefit at the time of retirement simplified employee pension plan (SEP) - Correct Answer-employers set aside money in vested retirement accounts for employees employees do not contribute all employees receive same contribution

Retirement Equity Act - Correct Answer-reduced existing age limits that restricted participation in pension plans Pension Protection Act - Correct Answer-protects employees when pension plans do not have the funds necessary to provide the promised benefits 401(k) - Correct Answer-allows employees to save part of their wages and invest time in stocks, bonds, mutual funds, and other tools Employee Retirement Income Security Act (ERISA) - Correct Answer-retirement plans must be available to all employees no additional benefits to shareholders and executives Actual Deferral Percentage (ADP) tests - Correct Answer-ensures highly compensated employees don't benefit unduly from 401(k) plans at the expense of other employees ADP = % of wages deferred by employees under a 401(k) plan Economic Growth & Tax Relief Reconciliation Act (EGTRRA) - Correct Answer-permits employees over age 50 to make greater contributions and catch up contributions to 401(k) Individual Retirement Account (IRA) - Correct Answer-untaxed retirement savings account established through bank traditional: taxed at withdrawal Roth: not taxed at withdrawal 457 Plan - Correct Answer-offered by state or local governments and some non-profits interest and earning are taxed when withdrawn healthcare benefits adverse selection - Correct Answer-low-risk employees opt out of healthcare and more high-risk employees opt in

Patient Protection & Affordable Care Act (PPACA) - Correct Answer-ensures access to affordable healthcare penalizes large orgs that do not provide access to affordable minimal essential coverage Consolidated Omnibus Budget Reconciliation Act (COBRA) - Correct Answer-requires employers to extend healthcare coverage option after employees are terminated, resign, or has reduction in work hours Health Plan Purchasing Cooperatives (HPPCs) - Correct Answer-reduce cost of healthcare through cooperative contracts with health insurance providers Health Maintenance Organizations (HMOs) - Correct Answer-prioritize reducing employee expenses and require that all healthcare be obtained from a specific group of providers Preferred Provider Organizations (PPOs) - Correct Answer-groups of healthcare providers contracted with employers and insurance companies to deliver health services at reduced fees Health Reimbursement Arrangements (HRAs) - Correct Answer-employer owned employers reimburse employees for medical expenses untaxed Health Savings Account (HSA) - Correct Answer-employee owned tax advantage account that helps works under high deductible plans save for uncovered medical expenses leftover rolls over year to year and to new employers Medical/Flexible Spending Account (FSA) - Correct Answer-employees put tax free money into health costs account leftover forfeited Employee Retirement Income Security Act - Correct Answer-employee must be given summary of plan description

health plans and retirement plans Medicare eligibility - Correct Answer-65= end-stage renal disease collected Social Security Disability Insurance for 2+ years Family & Medical Leave Act (FMLA) - Correct Answer-continuous: extended time starting with 3 consecutive days, parental leave reduced: reduction in work schedule for given time intermittent: multiple periods of time due to illness or injury required record keeping - Correct Answer-job applications: 1 yr or final disposition of lawsuit payroll records: 3 yrs or final disposition record of occupational injuries/illness: 5 yrs per OSHA consumer credit reports: disposed of immediately per Fair and Accurate Credit Transactions Act (FACT) Workers Compensation report - Correct Answer-statement of events from employee (what, when, where, how, who) witness statements timeline of events before, during, and after extent of medical treatment provided relevant laws and violations short term disability vs long term disability - Correct Answer-STD: maximum 12 weeks LTD: 2 - 5 years or until retirement age strategic planning - Correct Answer-defining org's direction for the future analysis

development implementation evaluation David Ulrich's org audit significant organizational characteristics - Correct Answer-shared mindset competence consquence governance work process/capacity for change leadership functional organizational structure - Correct Answer-department or division where people have similar specialties or skills divisional organizational structure - Correct Answer-groups employees based on products, services, or region they serve rather than their roles matrix organizational structure - Correct Answer-reporting relationships are set up on a grid (matrix) rather than the traditional hierarchy network (cluster) organizational structure - Correct Answer-employees are clustered in tightly knit groups or teams, connected through communication and collaboration personnel file documents - Correct Answer-employment records payroll administration performance management employee separation vision statement vs mission statement - Correct Answer-vision: what org is, who it serves, and where it's going (inspirational to employees, shareholders, and customers) ambitious, feasible, broad, strategic, and clear language mission: elaborates on vision with details about how the org plans to achieve its vision (one sentence) simple, captivating, measurability, relevant

freelancers vs contractors - Correct Answer-freelancers: self-employed, offers services to multiple clients contractors: specific project for fixed-term basis performance management cycle - Correct Answer-define expectations measure and evaluate performance provide feedback adjust behavior start next cycle Management by Objectives (MBO) Peter Drucker - Correct Answer-set organizational objectives cascade objectives to employees monitor evaluate performance reward performance repeat as needed Behavioral performance appraisal - Correct Answer-how employee's behavior matches specific tasks related to the goal Comparison Performance Appraisal - Correct Answer-compares performance of one employee to other employees list and rank all employees paired comparison, forced distribution, factor comparisons Rating Performance Appraisal - Correct Answer-numerical ratings or rankings or descriptive scales checklists broken into categories with their own scales Narrative Performance Appraisal - Correct Answer-critical incident review

essay review field review Behavioral Anchored Rating Scales (BARS) - Correct Answer-rate 1 - 5 (poor-excellent, never-always) Behavioral Observation Scale (BOS) - Correct Answer-developed from critical incidents 360 - degree feedback - Correct Answer-feedback from all levels of workers that interact with the employee who is being reviewed constructive discharge - Correct Answer-employer has made working conditions so intolerable that employees feel forced to quit stages of risk management - Correct Answer-identify assess mitigate or eliminate monitor Sherman Antitrust Act - Correct Answer-prevents restriction of free trade controls monopolistic behavior Clayton Antitrust Act - Correct Answer-labor unions and antitrust laws exemptions to labor unions Railway Labor Act - Correct Answer-avoid trade and transportation disruptions from strikes Norris-LaGuardia Act - Correct Answer-safeguards right to unionize National Labor Relations Act (NLRA) - Correct Answer-protects workers' rights to form unions engage in collective bargaining formed National Labor Relations Board (NLRB)

Fair Labor Standards Act (FLSA) - Correct Answer-minimum wage maximum weekly hours overtime pay prohibits child labor under 16 Labor Management Relations Act (Taft-Hartley Act) - Correct Answer-cannot be forced to join union anti-discrimination against non-union employees Worker Adjustment & Retraining Notification Act (WARN) - Correct Answer-advance notice to employees during mass layoffs or plant closings (60 day notice) title VII of Civil Rights Act - Correct Answer-illegal or employers to mistreat employees because of race, color, religion, sex, or national origin created the Equal Employment Opportunity Commission (EEOC) Rehabilitation Act - Correct Answer-combat targeting disabilities grants EEOC authority to address discrimination claims against federal agencies Immigration Control & Reform Act (ICRA) - Correct Answer-verify work authorization via I- 9 form Griggs vs Duke Power - Correct Answer-employers can be held accountable to unintentional discrimination disparate treatment vs disparate impact - Correct Answer-treatment: employer treats employees unfairly compared to other employees based on protected characteristics impact: policy or practices unintentionally has disproportionately negative effect on a protected class McDonnell-Douglas tests - Correct Answer-determine if discrimination occurred in the workplace with evidence from both sides

affirmative action - Correct Answer-correct previous inequality that may have existed for certain groups or classes of people Federal-State Unemployment Insurance Program - Correct Answer-extension of Social Security Act provides benefits to employees who lost employment for certain reasons Sarbanes Oxley Act - Correct Answer-holds senior executives accountable for financial practices of an organization union decertification vs union deauthorization - Correct Answer-decertification: process of eliminating the union from repping employees in an organization deauthorization: process of eliminating security clause from an existing contract yellow dog contract - Correct Answer-illegal agreement that employee will abstain from union membership or activities as a condition to being hired OSHA violations and penalties - Correct Answer-de minimus: no current affect; no citation other-than-serious: current affect but no imminent harm; citation and $7,000 fine serious: imminent harm; citation and $7,000 fine failure to abate: continued violation; citation and $7,000 daily fine repeat: same or similar standard violation; citation and $70,0 00 fine willful: intentionally ignore or violate standards; penalties and jail time outsourcing vs offshoring - Correct Answer-outsourcing: paying an outside entity to perform specialized business functions offshoring: establishes foreign subsidiary; shifts work from higher-paid American workers to less expensive workers outside US furlough vs layoffs - Correct Answer-furlough: mandatory suspension from work, typically temporary layoffs: termination due to not enough work, usually permanent