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Download DemoVendor: HRCI
Certifications: HRCI Certifications
Exam Code: PHR
Exam Name: Professional in Human Resources
Updated:
Q&As: 165
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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
Correct Answer: D
The selection criterion for the graphic designer to use the software program and create a brochure is indicative of the type of work the graphic designer should be able to do in the job. This is an example of content validity for the applicant.
Answer option C 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 A is incorrect. Construct-related validity measures certain psychological tests to determine whether the applicant possesses the desired characteristics to operate successfully in the position.
Answer option B is incorrect. Predictive-validity is a confirmation of characteristics the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired.
As an HR Professional you must be familiar with several laws and pieces of legislation that affects your practices. What act makes it illegal to discriminate against older workers with respect to benefits or to target older workers for layoffs?
A. OWBPA
B. OASDI
C. HIPAA
D. MHPA
Correct Answer: A
The OWBPA, the Older Worker's Benefit Protection Act of 1990, made it illegal for a company to discriminate against or target older workers for layoffs. Answer option C is incorrect. HIPAA, the Health Insurance Portability and Accountability
Act, focuses on security and portability of health care coverage and privacy considerations. Answer option D is incorrect. MHPA, the Mental Health Parity Act, prohibits group health plan providers, insurance companies, and HMOs that offer
mental health benefits from setting annual or lifetime dollar amounts on mental health benefits, that are lower than any such dollar limits for medical and surgical benefits.
Answer option B is incorrect. OASDI, the Old Age, Survivors, and Disability Insurance program is also known as Social Security.
John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns?
A. Base pay
B. Market-demand pay
C. Hygiene factor pay
D. Variable pay
Correct Answer: A
John's base pay is the fixed rate of pay he earns for performing his job in your organization. Answer option D is incorrect. Variable pay is the total pay John earns through variable programs, such as commissions or bonuses. Answer option C is incorrect. This isn't a valid term for employee compensation. Answer option B is incorrect. Market-demand describes the market average for pay, for someone in John's role as a mechanic.
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