HRCI PHR Practice Test - Questions Answers, Page 2

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.

FairPay determines that a person earning $100,000 or more is considered to be highly compensated.

Answer options A, D, and B are incorrect. The amount is $100,000 or more, not specifically $110,000, $125,000, or $150,000.

A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions, ideas, and detailed information about the outsourced function. The vendor will provide a proposal in response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need that the vendor is to provide a solution and a price.

Answer option B is incorrect. A Request for Quote (RFQ) is a procurement document that asks the vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit.

Answer option C is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a procurement document asking the vendor for a fixed price for a specific thing to be purchased.

Answer option D is incorrect. A request for information (RFI) asks the vendor for more information about their solution, services, or company.

An RFI could ask for samples, references of work, white papers, and more information.

This is an example of a bona fide occupational qualification for the position because of the nature of the job and type of employee, female, that is needed in this instance.

Answer option C is incorrect. The sex of applicants is not excluded from the Title VII of the Civil Rights Act of 1964.

Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964 because some jobs may have an unintended discriminatory basis.

Answer option D is incorrect. The existence of a similar job for men or women does not automatically create exclusion to the Title VII of the Civil Rights Act of 1964.

The EEO-3 Report, formally known as the Local Union Report, is collected on even years.

Answer option D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, and gender and job distribution of the organization.

Answer option A is incorrect. The EEO-4 Report, formally known as the state and local government report, is collected on odd years.

Answer option B is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of Education. It is collected in even numbers for school districts with 100 or more employees.

This is an example of how past discriminatory practices can perpetuate themselves in the organization, by using the current pool of employees to bring new applicants. Past discriminatory practices that created the current pool of employees can cause the current pool to refer similar candidates to the company.

Answer option D is incorrect. While this choice is tempting the question doesn't reveal what the discriminatory practices were in the past. The discriminatory practices could have been race, sex, religion, or a host of other discrimination.

Answer option A is incorrect. The question doesn't reveal if the past practices were intentional or not, and the current situation could and could not be unintentional. The best answer, however, is that this scenario perpetuates past discrimination practices.

Answer option C is incorrect. An adverse impact is the overall effect of a disparate action. While this answer is tempting, it's not the best choice for the question.

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.

This law addresses all organizations that have 15 or more employees.

Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law.

Answer option B is incorrect. The law requires organizations with 15 or more employees to conform to the regulation.

Answer option D is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.

When an organization wants to pay more than the market norm, they are considered to be leading the market.

Answer option A is incorrect. Lagging the market means an organization is paying less than the market norms.

Answer option C is incorrect. Matching the market means the company is paying the standard market rate.

Answer option D is incorrect. Beating the market isn't an appropriate terminology for this scenario.