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Organizations must assess the safety of their workplaces and consider the ability of a business to continue despite risk impact. When assessing business continuity risks, the HR Professional must consider several different types of disasters, their probability, and impact on an organization. What category of disaster is best described as acts of terrorism, major thefts, sabotage, or labor disputes?
A. Serious information security incidents
B. Organized or deliberate disruptions
C. Environmental disasters
D. System failures
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Identification
NEW QUESTION # 238
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?
A. McDonnell Douglas Corp. versus Green, 1973
B. Griggs versus Duke Power, 1971
C. Albemarle Paper versus Moody, 1975
D. Washington versus Davis, 1976
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause.
Answer option A is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option B is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 239
Which of the following is the best definition of the Scanlon Plan?
A. Employees share in the cost savings achieved through productivity gains.
B. Employees' pay fluctuates based on what type of work they are performing.
C. Employees are rewarded based on the number of units they sell.
D. Employees are rewarded in non-compensatory methods, such as training or time off.
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
The Scanlon Plan is a cost saving productivity-incentive plan. It was created in the 1930s by Joseph Scanlon. In this plan, employees are rewarded for productivity and cost savings to promote performance of the organization.
Answer option C is incorrect. This is an example of a commission-based pay or a per-unit productivity pay.
Answer option A is incorrect. This is a generic definition of variable pay and isn't the best choice for the question.
Answer option B is incorrect. This isn't a definition of the Scanlon Plan.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 240
Each collective bargaining agreement outlines the process to file a grievance. Most agreements define a four-step approach to the grievance procedure. During which one of the following steps of the grievance procedure, might the president of the local union meet with the manager of the plant at which the employee with the grievance works?
A. Initiate the complaint
B. Reach the highest level of internal escalation
C. Participate in binding arbitration
D. Escalate the complaint internally
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint internally, Reach the highest level of internal escalation, and then Participate in binding arbitration. The second phase of the grievance procedure likely has the local union's president meet with the plant manager to try to find a resolution.
Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor of the person who experienced the grievance is notified of the complaint and offered a time period to find a resolution.
Answer option C is incorrect. This phase of the grievance procedure may actually bring the president of the national union to meet with president of the company, where the union member works.
Answer option D is incorrect. If no resolution has been met, this final procedure causes the grievance to move onto the court systems.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Strategy
NEW QUESTION # 241
Which of the following scenarios is the best example of a kinesthetic learning experience?
A. Reading a book and highlighting important phrases, terms, and ideas
B. Learning to bake a cake by following a new recipe
C. Observing a peer complete a new task
D. Listening to audio lectures from a previously attended lecture
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
A kinesthetic learning experience is when the learner experiences the thing to be learned. Learning to bake a cake by following a recipe is an example, as the learner is doing the activity to learn.
Answer option A is incorrect. This is an example of a visual learning experience.
Answer option B is incorrect. This is an example of an auditory learning experience.
Answer option D is incorrect. This choice is tempting, but the learner is not participating, only watching. This is an example of a visual learning experience.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management
NEW QUESTION # 242
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