ITExamDump는 여러분이HRCI 인증PHR인증시험 패스와 추후사업에 모두 도움이 되겠습니다. ITExamDump제품을 선택함으로 여러분은 시간도 절약하고 돈도 절약하는 일석이조의 득을 얻을수 있습니다. 또한 구매후 일년무료 업데이트 버전을 받을수 있는 기회를 얻을수 있습니다. HRCI 인증PHR 인증시험패스는 아주 어렵습니다. 자기에 맞는 현명한 학습자료 선택은 성공의 지름길을 내딛는 첫발입니다. 퍼펙트한 자료만이 시험에서 성공할수 있습니다. ITExamDump시험문제와 답이야 말로 퍼펙트한 자료이죠. ITExamDump HRCI 인증PHR인증시험자료는 100% 패스보장을 드립니다.
ITExamDump는 IT인증자격증시험에 대비한 덤프공부가이드를 제공해드리는 사이트인데 여러분의 자격증 취득의 꿈을 이루어드릴수 있습니다. HRCI인증 PHR시험을 등록하신 분들은 바로ITExamDump의HRCI인증 PHR덤프를 데려가 주세요. 단기간에 시험패스의 기적을 가져다드리는것을 약속합니다.
우리의 덤프는 기존의 시험문제와 답과 시험문제분석 등입니다. ITExamDump에서 제공하는HRCI PHR시험자료의 문제와 답은 실제시험의 문제와 답과 아주 비슷합니다. ITExamDump는 여러분이 한번에HRCI PHR인증시험을 패스함을 보장 드립니다.
시험 번호/코드: PHR
시험 이름: HRCI (Professional in Human Resources)
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일년동안 무료 업데이트
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Q&A: 165 문항
업데이트: 2014-03-23
여러분은 우리. ITExamDump의HRCI PHR시험자료 즉 덤프의 문제와 답만 있으시면HRCI PHR인증시험을 아주 간단하게 패스하실 수 있습니다.그리고 관련 업계에서 여러분의 지위상승은 자연적 이로 이루어집니다. ITExamDump의 덤프를 장바구니에 넣으세요. 그리고 ITExamDump에서는 무료로 24시간 온라인상담이 있습니다.
ITExamDump전문가들은HRCI PHR인증시험만을 위한 특별학습가이드를 만들었습니다.HRCI PHR인증시험을 응시하려면 30분이란 시간만 투자하여 특별학습가이드로 빨리 관련지식을 장악하고,또 다시 복습하고 안전하게HRCI PHR인증시험을 패스할 수 잇습니다.자격증취득 많은 시간과 돈을 투자한 분들보다 더 가볍게 이루어졌습니다
목표가 있다면 목표를 향해 끊임없이 달려야 멋진 인생이 됩니다. 지금의 현황에 만족하여 아무런 노력도 하지 않는다면 언젠가는 치열한 경쟁을 이겨내지 못하게 될것입니다. IT업종에 종사중이시라면 다른분들이 모두 취득하는 자격증쯤은 마련해야 되지 않겠습니까? HRCI인증 PHR시험은 요즘 가장 인기있는 자격증 시험의 한과목입니다. IT업계에서 살아남으려면ITExamDump에서HRCI인증 PHR덤프를 마련하여 자격증에 도전하여 자기의 자리를 찾아보세요.
HRCI인증 PHR시험준비중이신 분들은HRCI인증 PHR시험통과가 많이 어렵다는것을 알고 있을것입니다. 학교공부하랴,회사다니랴 자격증공부까지 하려면 너무 많은 정력과 시간이 필요할것입니다. 그렇다고 자격증공부를 포기하면 자신의 위치를 찾기가 힘들것입니다. ITExamDump 덤프는 IT인증시험을 대비하여 제작된것이므로 시험적중율이 높아 다른 시험대비공부자료보다 많이 유용하기에 IT자격증을 취득하는데 좋은 동반자가 되어드릴수 있습니다. ITExamDump 덤프를 사용해보신 분들의 시험성적을 통계한 결과 시험통과율이 거의 100%에 가깝다는 놀라운 결과를 얻었습니다.
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NO.1 During the organization of a union, it's possible that the union will gain recognition from the
management. The management is then obliged to give the NLRB a list of employees who are eligible to
vote in the unionization election. What is the name of the list of such employees called?
A. Constituent List
B. Union prospectus List
C. Excelsior List
D. Candidate List
Answer: C
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NO.2 Holly is a senior worker in her organization and she is a member of the union. Her position will be
eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly
asks the union to move her to a less senior position and release a junior employee. If the union agrees to
this, what will this term be known as?
A. Bumping
B. Displacement
C. Releasing
D. Re-organization
Answer: A
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NO.3 What is the FairPay amount that defines, what a person makes, to be considered highly
compensated?
A. $110,000 or more
B. $150,000 or more
C. $100,000 or more
D. $125,000 or more
Answer: C
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NO.4 The GHF Corporation is looking to hire four software developers. The average pay for software
developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering $80,000
for the starting salary they'll attract better performers than their competitors. What is this scenario an
example of?
A. Lagging the market
B. Leading the market
C. Matching the market
D. Beating the market
Answer: B
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NO.5 Your manager has approached you regarding her desire to outsource certain functions to an external
firm. She would like for you to create a document to send to three vendors asking them for solutions for
these functions that your organization is to outsource. What type of a procurement document would you
create and send to the vendors in this instance?
A. Request for Proposal
B. Request for Quote
C. Invitation for Bid
D. Request for Information
Answer: A
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NO.6 There are four components of the HR Impact Model, which affect how a HR Professional may operate
within a given environment. Which one of the following is NOT a component of the HR Impact Model.?
A. Consultation
B. Client
C. Catalyst
D. Programs and processes
Answer: B
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NO.7 Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of
market trends, practices in HR, employee attitudes, and your business needs. What component of the HR
Impact Model is addressed in this situation?
A. Programs and processes
B. Policies and procedures
C. Catalyst
D. Consultation
Answer: C
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NO.8 Your organization will be using the point factor technique in their evaluations of job performance. You
need to communicate what the point factor technique accomplishes as you're the HR Professional for
your organization. Which one of the following best describes the point factor technique?
A. Specific compensable factors are identified and then performance levels within the factors are
documented.
B. Specific compensable factors are identified and then performance levels within the factors are
weighted on importance to theemployee.
C. Performance factors are identified by the employee and then performance levels within the factors are
weighted based on importance to the organization.
D. Specific compensable factors are identified and then performance levels within the factors are
documented. The different factors and levels are weighted based on importance to the organization.
Answer: D
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NO.9 The JHG Company has used discriminatory hiring practices in the past but they adjusted their
practices and are following federal laws now to ensure that fair hiring practices are met. However, the
JHG Company has an employee referral program as a primary source to recruit new employees. What
danger may the JHG Company be exposed to in this scenario?
A. Perpetuating past unintentional practices
B. Perpetuating past discrimination practices
C. Succumbing to an adverse impact
D. Not finding qualified racially diverse candidates
Answer: B
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NO.10 Kelly's organization has posted a new job opening for their organization. This job opening is for a
woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization.
Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII
of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?
A. This is an example of an exception by bonafide occupational qualification to the Title VII of the Civil
Rights Act of 1964
B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
D. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying
and titled job for the men's restroom and locker rooms in the company
Answer: A
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NO.11 You are an HR Professional for your organization. You and your supervisor are reviewing the EEO
reporting requirements for your company to comply with the reports your firm should file. Which EEO
Report is a survey, collected every other year on even calendar years?
A. EEO-4 Report
B. EEO-5 Report
C. EEO-3 Report
D. EEO-1 Report
Answer: C
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NO.12 You are a HR Professional for your organization and you're preparing your team for a series of
interviews. You want the team to be familiar with the validity types you'll use and encourage in the series
of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic
designer to use a software program and to create a simple brochure. This is an example of what type of
validity?
A. Construct-related validity
B. Predictive validity
C. Criterion-related validity
D. Content validity
Answer: D
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NO.13 Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the
following is your organization required to do for the plan participants?
A. Provide each participant with plan information, specifically about the features and funding of the plan
through a summary plan description at a cost of no more than $7 per participant, per year.
B. Provide each participant with plan information, specifically about the features and funding of the plan
through a summary plan description at no cost.
C. Provide each participant with monthly plan information, specifically about the features and funding of
the plan through a summary plan description at no more than $7 perparticipant, per month.
D. Provide each participant with monthly plan information, specifically about the features and funding of
the plan through a summary plan description at no cost.
Answer: B
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NO.14 Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse
position. One of the candidates has written on his application that he speaks Spanish. Fran interviews this
candidate in Spanish and interviews all other candidates in English. This is an example of what?
A. Disparate treatment
B. Disparate impact
C. Accommodation
D. Perpetuating past discrimination
Answer: A
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NO.15 As a Senior HR Professional, you should be familiar with non-monetary rewards that your company
provides for its employees. Which of the following is an example of non-monetary reward?
A. Satisfaction from challenging and exciting assignments
B. Esteem from working with other talented people
C. Cash compensation
D. On-site cafeteria
Answer: D
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NO.16 As an HR Professional, you must be familiar with the collective bargaining agreements and the process
that rights are given, contracts, and union and management cooperation. Consider an arbitration process
between the management and the union. What term is assigned to the resolution of the disagreement, by
an arbitrator's interpretation of the language of the contract?
A. Resolution
B. Interpretation
C. Decision
D. Outcome
Answer: C
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NO.17 As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily
visible to employees. What OSHA poster lists each of the employee's rights?
A. OSHA 3165 poster
B. OSHA 5613 poster
C. OSHA 5131 poster
D. OSHA 3615 poster
Answer: A
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NO.18 You are an HR Professional for your organization. Your organization employs 120 people in the United
States. You are required to file the EEO-1 report for your organization by what date?
A. April 15 of each year
B. The anniversary date of your organization reaching 100 employees
C. January 1 of each year
D. September 30 of each year
Answer: D
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NO.19 As an HR Professional you must be familiar with several different lawsuits and their affect on human
resource practices today. What legal case found that a test that has an adverse impact on a protected
class is still lawful as long as the test can be shown to be valid and job related?
A. Washington versus Davis, 1976
B. Griggs versus Duke Power, 1971
C. McDonnell Douglas Corp. versus Green, 1973
D. Albemarle Paper versus Moody, 1975
Answer: A
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NO.20 The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees
on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations
having what minimum number of employees?
A. All organizations with employees must abide by this law
B. Organizations with 100 or more employees
C. Organizations with 15 or more employees
D. This law only addresses federal government employees
Answer: C
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