Practice Test On PHR/SPHR Study Guide By Anne Bogardus

See p #162 for an explanation.

JOLTS stands for Job Openings and Labor Turnover Survey. It is a survey conducted to gather data on job vacancies, new hires, separations, and other labor market indicators. The survey provides valuable information about the state of the job market, including the number of job openings available and the rate at which workers are being hired or leaving their jobs. This data is crucial for policymakers, economists, and businesses to understand labor market trends and make informed decisions.

An accurate brand message can positively influence employee retention because when employees understand and resonate with the values, mission, and purpose of a company, they are more likely to feel connected and engaged. This sense of alignment and belonging can lead to higher job satisfaction, increased loyalty, and reduced turnover rates. A strong brand message can also attract like-minded individuals who are more likely to fit into the company culture and contribute to its success, further enhancing employee retention.

The acronym UGESP stands for "uniform guidelines on employee selection procedures" and "uniform guidelines for employee selection procedures". Both of these options are correct interpretations of the acronym.

The USCIS (U.S. Citizenship and Immigration Services) oversees immigration legislation. This means that they are responsible for managing and implementing laws and regulations related to immigration, including the employment of foreign workers, visa applications, and naturalization processes. They ensure that individuals entering or residing in the United States comply with immigration laws and regulations, and they also provide various services and benefits to immigrants.

If the computer-graded you incorrect, but you got these 5 correct, it could be because of case and/or the order you listed your answer.

You may have entered these words, but received an "incorrec,t" due to case.

The Age Discrimination in Employment Act of 1967 applies to businesses, unions, employment agencies, and state & local governments with more than 20 employees. This means that any organization falling under these categories and having 20 or more employees is required to comply with the provisions of this act, which prohibits age discrimination in employment practices.

ADA requirements state that employers must make "reasonable accommodation". This means that employers are obligated to make necessary changes or adjustments in the workplace to accommodate employees with disabilities, allowing them to perform their job duties effectively. These accommodations can include modifications to work schedules, equipment, or policies, as long as they do not cause undue hardship to the employer. The purpose of this requirement is to ensure equal opportunities and access for individuals with disabilities in the workplace.

The Act was established in 1974

If an employer "meets the market," it means they are paying market scale. This implies that the employer is compensating their employees at a level that is in line with the average pay rates for similar positions in the industry or market. By paying market scale, the employer ensures that their employees are receiving a fair and competitive salary compared to their peers in the industry.

Page #143

Page #143

ADEA = Age Discrimination in Employment Act of 1967.

Yes, there is an employment act for Vietnam Veterans. This act provides certain protections and benefits to veterans of the Vietnam War, including employment preferences and assistance in finding employment. The act aims to ensure that Vietnam Veterans are not discriminated against in the workplace and have equal opportunities for employment.

A job analysis provides the foundation for identifying the KSAs needed in the organization.

As new employees are brought in, internal employees who are passed over for promotion may have reduced morale.

HRIS stands for Human Resource Information System.

Workforce planning and employment indeed focus on the activities of staffing, retaining, and exiting employees from the organization. Workforce planning involves analyzing the current and future workforce needs of the organization, determining the required skills and competencies, and developing strategies to meet those needs. Employment, on the other hand, encompasses the processes of recruiting, selecting, and hiring employees to fill the vacant positions within the organization. Both of these activities are crucial for ensuring that the organization has the right people in the right positions to achieve its goals and objectives. Therefore, the given answer, True, is correct.

See pp #159-160 for details about each of these elements.

The explanation for the given correct answer is that there is indeed a graphic depicting the process/flow of a staffing needs request on page 164 of the Anne Bogardus book.

Newspaper was the most prevalent media source for external recruiting until the advent of Internet job boards. This is because newspapers were widely circulated and accessible to a large audience, making it an effective platform for advertising job openings. However, with the rise of the internet, job boards became more popular and convenient for both employers and job seekers, offering a wider reach and faster communication.

See p #172, table 4.5, for a detailed description of how adverse impact is calculated.

See p #158 for an explanation.

Hiring internally allows management to evaluate candidates over a longer period of time, which can be advantageous. By promoting from within the organization, management has the opportunity to observe the candidate's performance, skills, and potential for growth. This extended evaluation period can provide a more comprehensive understanding of the candidate's abilities and suitability for the role, reducing the risk of hiring someone who may not be a good fit for the organization.

Nondirective interviews are open-ended and allow candidates to freely express their thoughts and experiences. This leads to a lot of data being generated during the interview process. However, this abundance of data can make it challenging during the candidate evaluation phase as it requires thorough analysis and interpretation to make informed decisions. Therefore, the statement is true.

The EEOC, or Equal Employment Opportunity Commission, is indeed the enforcement agency for Title VII. Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment based on race, color, religion, sex, and national origin. The EEOC is responsible for investigating and enforcing complaints related to violations of Title VII, ensuring that individuals are protected from discrimination in the workplace. Therefore, the statement "The EEOC is the enforcement agency for Title VII" is true.

As with Title VII, there are some exceptions to ADEA legislation. See page #145 for details on these exceptions.

Telecommuting refers to the practice of working remotely, usually from home, using technology to communicate and collaborate with colleagues. By allowing employees to telecommute, organizations can reduce overhead costs such as office space, utilities, and equipment. This is because fewer employees will be physically present in the office, requiring less space and resources. Additionally, telecommuting can also lead to savings in terms of commuting expenses for employees, as well as reduced absenteeism and turnover rates. Therefore, it is true that telecommuting can help an organization by reducing overhead costs.

The correct answer is Fair Employment Practices Agency. When an EEO claim is filed at the state level, it is typically filed with the Fair Employment Practices Agency. This agency is responsible for enforcing state laws related to fair employment practices and ensuring equal treatment in the workplace. They investigate complaints of discrimination, harassment, and other violations of employment laws, and take appropriate action to resolve these issues and protect the rights of employees.

The correct answer is True. The American with Disabilities Act (ADA) of 1991 was indeed based in large part on the Rehabilitation Act of 1973. The Rehabilitation Act of 1973 was the first major legislation to prohibit discrimination against individuals with disabilities, and it served as a foundation for the ADA. The ADA expanded upon the protections provided by the Rehabilitation Act and extended them to the private sector as well. Both acts aimed to ensure equal opportunities and accessibility for individuals with disabilities.

The three options for locating the talent an organization needs are internal transfers or promotions, external hires, and alternative staffing methods. Internal transfers or promotions refer to filling positions with existing employees who are already within the organization. External hires involve recruiting and hiring individuals from outside the organization. Alternative staffing methods refer to non-traditional ways of sourcing talent, such as using freelancers, contractors, or outsourcing. These three options provide different approaches for organizations to find the talent they require to meet their staffing needs.

Employees can file EEO complaints at the state level. This means that if an employee believes they have been discriminated against based on factors such as race, gender, or disability, they have the right to file a complaint with the appropriate state agency responsible for enforcing equal employment opportunity laws. This allows employees to seek resolution and potential remedies for any discriminatory actions they have experienced in the workplace.

An organization must prove undue hardship to avoid having to offer reasonable accommodation.

Alternative staffing methods, such as temporary or contract workers, can be effective in a tight labor market. These methods offer flexibility to businesses, allowing them to quickly adjust their workforce based on demand. In a tight labor market, where it may be challenging to find and hire full-time employees, alternative staffing methods provide a viable solution. Additionally, these methods can help companies save costs associated with benefits and training. Overall, alternative staffing methods can help businesses meet their staffing needs efficiently in a tight labor market.

Discriminatory access to training or apprenticeship programs is considered an unlawful practice under Title VII. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin. This includes discrimination in access to training or apprenticeship programs. Therefore, it is true that discriminatory access to such programs is unlawful according to Title VII.

Details of the definition are listed on p #173.

A PEO, or Professional Employer Organization, indeed operates as an organization's HR department, taking on the role of the employer of record. This means that the PEO is responsible for managing various HR functions such as payroll, benefits administration, employee relations, and compliance with employment laws. By becoming the employer of record, the PEO can handle these tasks on behalf of the organization, allowing them to focus on their core business activities while still ensuring effective HR management.

EO 11375 expanded EO 11246 by prohibiting discrimination based on sex. This means that under EO 11375, it is illegal to discriminate against individuals based on their sex in areas such as employment, housing, and public accommodations. This expansion was an important step towards ensuring equal rights and opportunities for all individuals, regardless of their gender.

See p #168 for detailed discussion.

See pp #153-154 for the listing of the 7 categories.

Hiring from outside the organization can be cheaper than developing specialized skills from within because it eliminates the need for extensive training and development programs. It is also faster to hire skilled individuals from outside rather than providing on-the-job training, which can take time. Additionally, hiring from outside the organization can increase diversity by bringing in new perspectives, experiences, and backgrounds.

A PEO, or Professional Employer Organization, is a company that provides comprehensive HR solutions to businesses. They handle tasks such as payroll, employee benefits, and compliance with employment laws. By partnering with a PEO, businesses can outsource their HR functions, allowing them to focus on their core operations. This helps to streamline HR processes, reduce administrative burdens, and ensure compliance with regulations.

VEVRA (Vietnam Era Veterans' Readjustment Assistance Act) does indeed define a Vietnam era veteran as someone who served on active duty between August 5, 1964, and May 7, 1975. This act was enacted to provide support and assistance to veterans who served during the Vietnam War era. Therefore, the statement "True" accurately reflects the definition provided by VEVRA.

Note, the tool would not be discriminatory if the employer could prove that the tool is both job related and a valid predictor of success in the job.

There are two levels of compliance for EOs. This statement implies that there are two distinct levels or categories that determine compliance with EOs (Executive Orders). These levels could refer to different degrees or types of compliance measures, such as basic compliance and advanced compliance, or compliance at the individual level and organizational level. Without further context, it is difficult to determine the specific nature of these compliance levels.

An effective workforce planning process is based on goals and objectives that forecast the organization's future workforce needs. This ensures that the organization has a clear understanding of its future staffing requirements and can align its workforce accordingly. Additionally, job analysis is essential in identifying the knowledge, skills, and abilities (KSAs) that will be needed in the future, allowing the organization to develop appropriate training and development programs. Identification of qualified employees ensures that the organization has the right talent in place to meet its future needs. Finally, translating goals and objectives into tactical staffing plans helps to ensure that the organization's workforce planning efforts are executed effectively and efficiently.

Weighted applications can reduce bias in the screening process because they allow for a more objective evaluation of candidates. By assigning different weights to various criteria or qualifications, the screening process becomes more systematic and less prone to subjective judgments. This helps to ensure that all candidates are evaluated fairly and consistently based on their qualifications and relevant skills, rather than personal biases or preferences.

EO 13152 expanded EO 11246 by including "status as a parent" to the list of protected classes. This means that under EO 13152, discrimination based on an individual's status as a parent is prohibited and considered a protected class.

This is a true statement. Remember, it's the 80% rule, which means the test is about the percentage, not the raw number. Again, see p #172 for more detail on this topic.