PHR Online Practice Questions and Answers

Correct Answer: D

The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee. Answer options C, A, and B are incorrect. These are not valid definitions of the point factor technique.

Correct Answer: C

Fayol did not include human resource management as one of the six functional areas of an organization. The six areas are: technical activities, sales and marketing, financial activities, security activities, accounting activities, and managerial activities. Answer options D, B, and A are incorrect. Technical activities, financial activities, and sales and marketing are components of the six functional areas.

Correct Answer: B

The five functions of a manager, according to Henry Fayol are prevoyance, to organize, to command, to coordinate, and to control. Note that prevoyance means to plan. Answer option C is incorrect. These aren't the five correct functions of a

manager- to propose and to close aren't valid answers.

Answer option A is incorrect. To execute and to close are not valid functions of a manager. Answer option D is incorrect. Initiating, planning, executing, controlling, and closing are the generally accepted process groups of the project

management lifecycle, but not a manager's function.

Correct Answer: B

OSHA's definition of a work related injury is broad and defined as "any wound or damage to the body resulting from an event in the work environment." Answer option A is incorrect. OSHA covers more injuries than just the loss of life or limb.

Answer option C is incorrect. While this statement is in the spirit of OSHA requirements, it is not the exact definition from OSHA.

Answer option D is incorrect. OSHA doesn't use the terminology of pain, suffering, or damage, but rather defines wounds and damage.

Correct Answer: A

Psychological tests are used to measure the aptitude of the individual to perform in a given position, such as sales, medical, or even travel professional. These tests help the interviewer to determine whether the candidate possesses the desired psychological aptitude and characteristics to be successful in the position. Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job. Answer option B is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position. Answer option D is incorrect. Predictive-validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.

Correct Answer: C

The Privacy Act of 1974 requires organizations to keep EEO-related matters private. This law is designed to protect the information the candidate has given to the organization as part of the application for the employment position. Answer options B, A, and D are incorrect. These are not valid years from the Privacy Act of 1974.

Correct Answer: A

The Regents of the University of California versus Bakke lawsuit, barred race as the sole criteria for excluding an applicant from consideration to an admissions program, but did allow race to be one of the factors for admission to the program. Answer options B, C, and D are incorrect. These are not valid definitions of University of California versus Bakke lawsuit.

Correct Answer: B

Total rewards is the total compensation plus the total benefits a person earns. Answer option C is incorrect. This isn't a valid definition of total rewards as it is more than just hourly pay.

Answer option A is incorrect. This answer describes just the salary assigned to a person. Answer option D is incorrect. Total rewards is more than just compensation, it's also the benefits received.

Correct Answer: C

The consultation role is considered to be the most client-oriented role, as HR Professionals in this role help define the overall organizational strategy. Answer option D is incorrect. Policies and procedures help define the organizational framework, but isn't the most client-facing or client-oriented role the HR Professional must play. Answer option B is incorrect. The HR Professional in the catalyst role processes market demographics, employee attitudes, organizational culture, and how to implement HR best practices. Answer option A is incorrect. Programs and processes is a client-facing role, but it takes more of a functional position in the organization, such as training and development.

Correct Answer: C

In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry. Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed

contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936. Answer option D is incorrect. The Fair Labor Standards Act, was

passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.

Answer option A is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.