HRCI PHR Exam Questions

Page 4 of 73

61.

An employee arrives at all of their meetings on time to avoid the unpleasant consequences of being late. This is an example of which of the following components of B.F. Skinner's operant conditioning model?

  • Negative reinforcement

  • Positive reinforcement

  • Punishment

  • Productivity

Correct answer: Negative reinforcement

Negative reinforcement is when a person behaves in a certain way to avoid an unpleasant consequence.

Punishment is an unpleasant consequence. Positive reinforcement is encouraging behavior using positive or desired consequences. Productivity is high performance or output.

62.

Whistleblower protections are enforced by what agency or group?

  • OSHA

  • Chamber of Commerce

  • SHRM

  • SOX Commission

Correct answer: OSHA

Enforcement of whistleblower protections is delegated to the Occupational Safety and Health Administration (OSHA). OSHA prohibits employers from taking any adverse employment actions as a result of an employee providing, participating, or assisting in an investigations of mail, wire, bank, securities fraud, or violations of SEC regulations or other related federal laws. Adverse employment actions include laying off or terminating, demoting, blacklisting, denying benefits, failing to hire or rehire, intimidating, reassigning, reducing hours or pay, disciplining, or others.

63.

Chris requests a flex-schedule accommodation so that he can wait with his daughter at the bus stop in the morning. This request is denied because the company does not provide flex scheduling. As a result, he may experience the impact of what stressor?

  • Management style

  • Interpersonal relationships

  • Work roles

  • Task design

Correct answer: Management style

Management style is the correct answer because it is the job stressor characterized by lack of family-friendly policies. Providing a flex schedule is one way that companies help employees maintain their work-life balance.

NIOSH has identified the following job stressors: Task Design, Management Style, Interpersonal Relationships, Work Roles, Career Concerns, and Environmental Conditions. Below are listed characteristics of each of these stressors.

  • Task design: Heavy workloads and infrequent rest breaks, Long, hectic hours, Shift work, Routine tasks with little inherent meaning, Tasks that don't use employee skills, Little or no control over daily work
  • Management style: Lack of participation in decisions that affect employees, Poor organizational communication, Lack of family-friendly policies
  • Interpersonal relationships: Poor social environment, Lack of support or help from co-workers and supervisors
  • Work roles: Conflicting or uncertain job expectations, Too much responsibility, Too many “hats to wear”
  • Career concerns: Job insecurity, Lack of opportunity for growth, advancement, or promotion, Lack of preparation for rapid changes

64.

Which of the following organizational structures is characterized by grouping employees based on their functions or roles, such as sales, accounting, and human resources?

  • Functional structure

  • Divisional structure

  • Matrix structure

  • Hybrid structure

Correct answer: Functional structure

Functional structure is when employees are organized into departments based on the specific function of their work.

Divisional structure is when a company has multiple products, brands, or branches of their organization, so roles are organized depending on which division of the company they work with. Matrix structures integrate both the functional and divisional structure models. For example, an individual contributor may be a packaging line operator in Division A or Division B. A hybrid structure gives organizations the flexibility to create a unique structure and may be a blend of the other structures.

65.

An employer is required to supply an Excelsior list for what type of NLRB election(s)?

  • Either consent or directed 

  • Consent only

  • Directed only

  • Providing an Excelsior list is not required 

Correct answer: Either consent or directed

An Excelsior list contains the names and addresses of all employees included in the bargaining unit and is required to be provided by the employer to the union within seven days of the consent to or direction of an election.

66.

Which of the following is not a temporary worker staffing option?

  • Telecommuting

  • On-call workers

  • Payrolling

  • Seasonal workers

Correct answer: Telecommuting

Temporary employees are hired for a set amount, or temporary, amount of time, and staffing options include traditional, on-call workers, payrolling, and seasonal workers. Telecommuting is when an employee works from their home using a computer and/or mobile device and can be full-time or part-time.

67.

What are considered common accounting terms?

Select all that apply. There are 3 correct answers.

  • Expenses

  • Budget

  • Liability

  • Excess run-off

  • Sporadic inflation

HR professionals should be aware of basic accounting terms in order to be efficient in their roles. Common accounting terms include:

  • Accrued expenses: Expenses incurred but not yet paid
  • Accounts payable: Money owed by the organization
  • Accounts receivable: Money owed to the organization
  • Assets: Items of value owned by the organization
  • Audited financial statements: Statements that have been audited by an independent auditor
  • Budget: Projection of revenue and expenses anticipated over a defined period of time
  • Cost of goods sold: Cost to produce the organization's product
  • Equity: Value of the organization after all liabilities
  • Expense: Money spent by the organization
  • GAAP: Generally Accepted Accounting Principles
  • Liability: Money owed by the organization
  • Net profit: Gross profit minus operating expenses
  • Profit: Money earned after all expenses are paid
  • Retained earnings: Earnings that are maintained by the business versus being issues to owners
  • Revenue: Money received for the organization's products

68.

Who is responsible for providing employees with information about OSHA?

  • The employer

  • OSHA

  • The employee

  • Secondary school educators

Correct answer: The employer

As an HR professional it may be hard to believe that anyone in the workforce may not be aware of OSHA or what they do, but for many people that is the reality. For that reason, OSHA has mandated by law that employers inform their employees of their rights and responsibilities. The employer is responsible for informing employees about OSHA, posting the OSHA poster in a prominent location, and making employees aware of the standards that apply in the workplace.

69.

An employee at an accounting company is given access to leaders within the company in hopes that they can develop their network and grow their own leadership potential. The leaders that this person has access to are building good relationships and there are a lot of them, but they all have very similar perspectives and backgrounds. According to the Center for Creative Leadership's (CCL) Developmental Networks practice, which of the following is most likely the issue with this program?

  • Diversity

  • Density

  • Strength

  • Variability

Correct answer: Diversity

Diversity in this framework refers to the leaders having varying perspectives and backgrounds so that the people in the program have access to different subject matter experts.

Variability is not a term used by the CCL regarding developmental networks. Density refers to the leaders in the program having enough distinction to reduce redundancy. Strength refers to the strength of the relationships.

70.

When developing succession plans, managers can choose to use a replacement chart which helps managers categorize current employees into one of four categories. The four categories include which of the following? 

Select all that apply. There are 4 correct answers.

  • Ready for promotion

  • Develop for future promotion

  • Satisfactory in current position

  • Replace

  • No current internal growth opportunities

  • Unable to develop due to lack of internal skills

A replacement chart is a tool used during the succession planning process. This chart helps managers categorize current employees into one of the following four categories: 

  • Ready for promotion - this indicates the employee has the KSAs to be successful in a promotional role.
  • Develop for future promotion - this indicates the employee is a high performer and, with development opportunities, will be ready for a promotion within the organization.
  • Satisfactory in current position - this indicates the employee is successful in their current position but are not ready due to skill or interest to transition into a role with increased responsibility.
  • Replace - this indicates the employee will be leaving the organization and can include a variety of reasons - performance, retirement, illness, etc.

71.

An employee that receives their paychecks via direct deposit will save the company money.

  • True
  • False

Correct answer: True

The use of technology has helped organizations save money. For example, if employees choose to have their paychecks direct deposited into their bank accounts, the company saves money by not having to physically print the paychecks and also not needing to pay a worker to print the paychecks, stuff them into envelopes, and deliver to the employee at work or home.

72.

What are the two factors in the "two-factor theory"?

  • Motivation and Hygiene

  • Motivation and Drive

  • Employability and Hygiene

  • Compensation and Motivation

Correct answer: Motivation and Hygiene

Frederick Herzberg's two-factor theory states that “What makes people happy is what they do or the way they're used, and what makes people unhappy is the way they're treated.” This theory argues that there are two factors that can influence motivation in the workplace. The two factors in this theory are motivation and hygiene, and the theory is sometimes referred to as the motivation/hygiene theory. Motivators encourage employees to work harder whereas hygiene factors, if not present, can decrease job satisfaction.

Motivators include things like recognition, achievement, the work itself, responsibility, growth, and advancement. Hygiene factors include things like policies, relationships, supervision, work conditions, salary, etc.

73.

A hardship premium is when an expatriate is given additional compensation for being relocated to a country or region with challenging working or living conditions.

  • True
  • False

Correct answer: True

When an expatriate is on assignment in a country or region with challenging working or living conditions, they can be offered a hardship premium, or additional compensation. Hardship premiums can make up to 30% or sometimes more of their salary.

74.

Which of the following analytical tools is used during brainstorming sessions to organize information?

  • Cause-and-effect diagram

  • Stratification chart

  • Check sheet

  • Process-control chart

Correct answer: Cause-and-effect diagram

Total quality management (TQM) is the continual process of detecting and reducing or eliminating errors in manufacturing, streamlining supply chain management, improving the customer experience, and ensuring that employees are up to speed with training. TQM is a process that focuses all resources in the organization on providing value for customers.

Dr. Kaoru Ishikawa contributed to the quality movement by providing a collection of analytical tools for use in the workplace, including the cause-and-effect diagram, check sheets, histograms, and the Pareto chart. The cause and effect chart or a fishbone diagram is a tool is used to aid in brainstorming sessions. The name fishbone diagram refers to the shape that takes form when using this tool.

75.

Which of the following best describes a hostile work environment?

  • When an individual is subjected to unwelcome verbal or physical contact

  • When an individual receives rejection from co-workers

  • When employees are asked to do unreasonable tasks

  • When employees are required to increase their performance unreasonably

Correct answer: When an individual is subjected to unwelcome verbal or physical contact

There are two types of sexual harassment that HR professionals should be aware of: quid pro quo and hostile work environment.

A hostile work environment has been defined by the EEOC as one in which an individual or individuals are subjected to unwelcome verbal or physical conduct “when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.”

Quid pro quo is a Latin term which translates to English as “this for that.” Quid pro quo harassment occurs when a supervisor or manager asks for sexual favors in return for some type of favorable employment action.

76.

Which federal executive order expanded coverage to include sexual orientation?

  • Executive Order 13087

  • Title 9

  • Brown vs. The Board of Education

  • The Civil Rights Act

Correct answer: Executive Order 13087

Executive orders are directives from the president that become law after 30 days. There are several executive orders relating to equal employment issues.  Executive Order 11478 (1969) was amended in 1998 with Executive Order 13087 to include sexual orientation as a protected class for federal employees. The remaining answers are not executive orders.

77.

Eduardo is the Director of Global Recruitment for Company X. He has many great ideas to improve the organizations' processes, but he often complains about the amount of bureaucracy and hierarchy that prevents Company X from making meaningful changes timely. He acknowledges that there are many benefits to working for Company X; however, including being able to provide less experienced staff with excellent training resources.

Company X is most likely in which stage of the its organization life cycle?

  • Maturity

  • Growth

  • Decline

  • Startup 

Correct answer: Maturity

Company X is in the maturity state of its organization life cycle. Companies are in the maturity stage when they are stable with sufficient resources for training and development. These organizations have policies and procedures in place, but can be too bureaucratic and slow to act or change.

78.

Ways to reduce claims of negligent hiring include:

Select all that apply. There are 4 correct answers.

  • Conducting reference checks of former employers

  • Completing criminal background checks

  • Conducting drug screening

  • Verifying certifications and/or education

  • Conducting reference checks for personal references

  • Inspection of private social media

Employers can be held liable for the behavior or actions of their employees. Negligent hiring is a claim made by an injured party against an employer based on the theory that the employer knew or should have known about the employee's background which, if known, indicates a dangerous or untrustworthy character. Therefore, employers must do their due diligence and ensure they took the necessary steps to maintain a safe work environment. Ways to demonstrate due diligence include:

  • Conducting reference checks with previous employers
  • Reviewing motor vehicle records
  • Verifying social security numbers
  • Conducting criminal record checks
  • Conducting drug screens
  • Verifying credentials presented in their resume/application (i.e., education, experience)

79.

In a Six Sigma organization, which role is primarily responsible for overseeing and guiding improvement projects, acting as a key liaison between project teams and senior management?

  • Master black belt

  • Green belt

  • Black belt

  • Steamer

Correct answer: Master black belt

Unlike green belts and black belts, who are often responsible for projects, master black belts have a broader role that includes training and mentoring green and black belts, as well as serving as the main point of contact between the Six Sigma project teams and senior management.

A steamer is a fabricated term.

80.

What HR activities or functions play a role in corporate responsibility and accountability efforts?

Select all that apply. There are 3 correct answers.

  • Employee relations

  • Corporate values and ethics

  • Company culture

  • Sustainability 

  • Financial viability

HR plays an integral role in supporting corporate responsibility and accountability efforts along with other departments within the organization. Examples of HR functions or activities that support the corporate responsibility efforts include:

  • Community relations
  • Corporate values
  • Code of conduct
  • Company culture
  • Employee relations
  • Ethics
  • Stakeholder commitment
  • Corporate governance
  • Offshoring
  • Worker rights
  • Social responsibility
  • Data security
  • Philanthropy