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HRCI Associate Professional in Human Resources Sample Questions (Q194-Q199):

NEW QUESTION # 194
Seniority will always be the determining factor in a union agreement.
Response:

A. Not always. Some union contracts will use education as the determining factor overruling seniority in the process.
B. Public agencies rely on seniority, and they are the only ones with those agreements.
C. Universally, unions will rely on seniority as the determining factor for all treatment under contract provisions.
D. Seniority is only used by unions that have contracts or subcontracts with federal agencies.

Answer: C

NEW QUESTION # 195
The concept of broadbanding was developed to
Response:

A. Work with flatter organization structures
B. Reduce employee mobility with the organization
C. Provide narrower salary ranges
D. Limit the autonomy of line managers

Answer: A

NEW QUESTION # 196
Headquarters in Virginia Beach, Virginia, has decided that all management employees who have direct responsibility for directing the work of subordinates will have their annual evaluations include feedback not only from their direct report but also from a selection of their peers and subordinates.
Which evaluation method is headquarters adopting?
Response:

A. Peer review
B. 360-degree review
C. Management by objectives (MBO)
D. Internal customer rating scale

Answer: B

NEW QUESTION # 197
Simone has just been hired and is asked to complete a Form I-9. She offers her driver's license as proof of her identity. What else is required for her to complete the document?
Response:

A. She must have a Social Security number to submit on the form.
B. Simone has a U.S. passport but is told that she can't use it for her Form I-9.
C. She may offer any document authorized on the Form I-9 instructions as proof of her authorization to work in this country.
D. As long as Simone offers to get a Social Security number in the next 30 days, she can submit her Form I-9.

Answer: C

NEW QUESTION # 198
A union contract normally details the process called progressive discipline. How would you counsel nonunion employers to deal with the process?
Response:

A. Progressive discipline is a good process for any employer. It offers "due process" to workers. And, it satisfies the legal covenant called "good faith and fair dealing."
B. Employers can consider using progressive discipline, but absent a union contract, there is little motivation to use the process.
C. Progressive discipline is required only for union-represented organizations.
D. There is no need for nonunion employers to have a progressive discipline process since they are probably "at-will" employers and can terminate employees any time.

Answer: A

NEW QUESTION # 199
......

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Leo Fisher Leo Fisher

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