There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?

Gaining agreement to the project plan

Reviewing, transitioning, and evaluating the project

Gaining agreement to the project plan

Presenting the findings and recommendations

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?

It's an agreement that an employer will stop doing business with a non-union business.

It's a threat that the union will slow down processing orders for non-union shops.

It's an agreement to rush orders for union-based businesses.

It forces suppliers to join the union.

Your organization will be using the factor comparison technique in their evaluations of job performance. You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines the importance and value of each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a bonus structure for each job.

Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical information, and value this approach determines a pay rate for each job.

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.

The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.

The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.

The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.

The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.

As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?

To refuse individuals to organize and meet for the potential labor union creation process.

To dominate or interfere with the formation or administration of a labor organization.

To refuse individuals to organize and meet for the potential labor union creation process.

To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.

To discriminate against employees for engaging in concerted or union activities or refraining from them.

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

Albemarle Paper versus Moody, 1975

McDonnell Douglas Corp. versus Green, 1973

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?

McDonnell Douglas Corp. versus Green, 1973

Albemarle Paper versus Moody, 1975

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?

Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

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.

Provide each participant with plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

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 per participant, per month.

Provide each participant with monthly plan information, specifically about the features and funding of the plan through a summary plan description at no cost.

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?

Perpetuating past discrimination

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?

Satisfaction from challenging and exciting assignments

Esteem from working with other talented people

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?

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.

Specific compensable factors are identified and then performance levels within the factors are documented.

Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.

Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.

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.

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?

This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964

This is an example of a violation of the Title VII of the Civil Rights Act of 1964

The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964

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

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?

Perpetuating past discrimination practices

Perpetuating past unintentional practices

Perpetuating past discrimination practices

Succumbing to an adverse impact

Not finding qualified racially diverse candidates

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?

Organizations with 15 or more employees

All organizations with employees must abide by this law

Organizations with 100 or more employees

Organizations with 15 or more employees

This law only addresses federal government employees

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?

The anniversary date of your organization reaching 100 employees

As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?

There is no age limit in the act

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?

Five years following the year of the incident

One year from the date of the incident

Five years following the year of the incident

Three years following the year of the incident

90 days following the year of the incident

Which one of the following best describes Progressive discipline?

Discussion of substandard performance, verbal warning, written warning, and final written warning.

Discussion of substandard performance, written warning, final written warning, termination.

Series of documents of employee's incompetence or insubordination that precedes an employee's termination.

Discussion of substandard performance, verbal warning, written warning, and final written warning.

Series of documents of employee's substandard performance prior to each step of discipline or termination.

HRCI PHRca Practice Test 1 - Free Online Exam Prep & Questions

Question 1 / 40

If a union wants to organize, it typically moves through five steps to the organizing process. Which step of union organization would require the union to collect at least 30 percent of signed authorization cards from employees?

Confirm interest

The campaign

Make a connection

Obtain recognition

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