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pHCLE 202311 > Study Resources: Practice Questions > Flashcards

Study Resources: Practice Questions Flashcards

1
Q

What is andragogy?

A. The study of adult learners

B. The study of the different ways people learn

C. Ask instructional approach characterized by hand-on-learning

D. The design of instruction for learners with varying skills and abilities

A

A. The study of adult learners

In contrast with pedagogy, which concerns young learners, andragogy is the study of adult learners.

  • Study Resources: Practice Questions
  • Standard: Talent Development - Training and Development standard #2
  • Location: Course - Talent Development, Lesson - Designing Learning
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2
Q

The halo effect describes the tendency to….

A. Give only high scores, independent of what is observed

B. Apply certain characteristics to all members of a group

C. Assume that one positive characteristic leads to another

D. Have a negative prejudice about an attractive person

A

C. Assume that one positive characteristic leads to another

The halo effect involves allowing a positive trait to overshadow others.

  • Study Resources: Practice Questions
  • Standard: Talent Acquisition - Hiring standard #2
  • Location: Course - Talent Acquisition, Lesson - Selection Methods
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3
Q

Which of the following statements about transactional and strategic human resource practices is correct?

A. Transactional practices must be in place before an organization can begin to consider developing strategic practices.

B. Strategic practices must be paired with transactional practices to develop a comprehensive human capital management system.

C. Transactional practices help the organization achieve long-term goals while strategic practices support day-to-day actvities.

D. Strategic practices focus long-range planning while transcational practices involve proactively addressing grievances and misconduct.

A

B. Strategic practices must be paired with transactional practices to develop a comprehensive human capital management system.

Both strategic and trasactional practices are important parts of a comprehensive human capital management system and shoud occur concurrently.

  • Study Resources: Practice Questions
  • Standard: Strategy standard #1
  • Location: Course - Foundations of Human Capital Management, Lesson - Aligningwith Organizational Strategy
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4
Q

Unified School District (USD) created a three-year strategic plan with the following goals:

  • Goal 1: Performance
    Every student in USD acquires the skills, Knowledge, and dispositions to graduate from high school prepared to succeed in school, career, and life
  • Goal 2: Personalization
    USD providides personalized learning opportunities to students and staff that align with identified needs and strengths to maximize their success.
  • Goal 3: Efficiency
    USD manages time and resources efficiently to meet strategic goals and performance expectations.

The human capital team at USD comes together to set goals for their department that align to the district’s strategic plan. What is an example of a human capital goal that align to the district’s strategic plan. What is an example of a human capital goal that aligns to Goal 3 of the strategic plan?

A. Pursue a shared services agreement for student transportation
B. Implement a 1:1 technology program in all middle schools to eliminate textbooks.
C. Reduce salary expenses by targeting qualified staff with less seniority in the hiring process.
D. Implement a new process to reduce the time to hire qualified staff

A

D. Implement a new process to reduce the time to hire qualified staff.

Implementing a new process to reduce time to hire corresponds with goal 3: efficiency.

  • Study Resources: Practice Questions
  • Standard: Strategy standard #1
  • Location: Course - Foundations of Human Campital Management, Lesson - Aligning with Organizational Strategy
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5
Q

What approach is most efficient for providing employees with up-to-date information regarding organizational policies?

A. Deparment meetings
B. Employee handbook
C. Onboarding presentations
D. Web-based portal

A

D. Web-based portal

For up-to-date infomation about policies, a web-based tool would be more efficient than meetings or a handbook.

  • Study Resources: Practice Questions
  • Standard: Performance Management Standard #3
  • Location: Course - Talent Development, Lesson - Workplace Policies and Issues
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6
Q

After conducting a risk analysis, Green School District identifies its food service as a high area of concern. A recent health inspection uncovered several violations. In addition, several staff members were unable to describe the procedures for the safe handling of food. The district decides to outsource it’s food service operation to an outside vendor.

Which risk management strategy is represented by this action?

A. Acceptane
B. Avoidance
C. Reduction
D. Transfer

A

Risk Transfer

In risk transfer, the risk is shifted from the organization to another party.

  • Study Resources: Practice Questions
  • Standard: Risk Management standard #3
  • Location: Course - Foundations of Human Capital Management, Lesson - Risk Assessment and Mitigation
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7
Q

Westbrook county School (WCS) is a very small school district with fewer than 50 employees. They do not have an HR Department and they have limited resources, so they want to use a job evaluation methodology that is easy to implement and inexpensive. What method best meets their needs?

A. Classification
B. Point factoring
C. Ranking
D. Rating

A

C. Ranking

In addition to being easy to implement and inexpensive, ranking is an option that is often best suited to small organizations. Therefore, it would be a good fit for WCS, which has fewer employees.

  • Study Resources: Practice Questions
  • Standard: Total Rewards - Compensation and Benefits standard #2
  • Location: Course - Total Rewards, Lesson - Ensuring Job Equity
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8
Q

An employee value proposition describes…

A. the organization’s mission from the employee’s point-of-view

B. why someone should want to be part of your organization

C. how employees contribute to the organization’s purpose

D. the total cash value of an employee’s compensation & benefits package

A

B. why someone should want to be part of your organization

The employee value proposition includes the value or benefits employees receive in return for their skills, capabilities, and experience they bring to your organization. It should convey why individuals should want to work at certain organization.

  • Study Resources: Practice Questions
  • Standard: Talent Acquisition - Recruitment standard #1
  • Location: Course - Talent Development, Lesson - The Employer Brand
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9
Q

A school district is struggling to accommodate rapid growth. Taxpayers have approved a bond issue to construct a new 5th and 6th grade building to reduce overcrowding in the elementary and junior high schools. However, it appears that even with the new building, class sizes are approaching limits set by the board. What should the district do to better understand what their workforce needs will be in the future?

A. Conduct a demand analysis
B. Conduct a supply analysis
C. Conduct a job analysis.
D. Conduct a feasibility analysis.

A

A. Conduct a demand analysis

In this case, the district is trying to figure out what they will need in the future. Demand analysis involves uncovering future needs.

  • Study Resources: Practice Questions
    • Standard: Talent Aquisition - Planning and Preparation standard #1
  • Location: Course - Talent Aquisition, Lesson - Identifying Talent Needs
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10
Q

A human capital consultant at a regional education service center examined a district’s promotion data for adverse impact. The consultant finds that 7.3% of male employees were promoted last year, compared to 5.9% of female employees. Use this information to calculate the impact ratio using the 4/5ths rule.

A. 0.81
B. 1.24
C. 1.40
D. Not enough information is provided to calculate the impact ratio

A

A. 0.81

Impact ratios are calculated by dividing groups with lower selection rates into the groups with the highest selection rate. The impact ratio is 5.9/7.3=0.81

5.9 / 7.3 = 0.81

  • Study Resources: Practice Questions
  • Standard: Risk Management standard #3
  • Location: Course - Foundations of Human Capital Management, Lesson - Risk Assessment & Mitigation
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11
Q

Your district has gathered cost information on its hiring process to ensure it is using its resources effectively.

Which of the following would NOT be critical information in determining resource availability and allocation for a sustainable human resources budget.

A. Recruitment costs
B. Salary and benefits data
C. Training and development needs
D. Workers’ compensation disputes

A

D. Wokers’ compensation disputes

Recruitment costs and salary and benefits information would be helpful for determining the level of financial resources available and needed.

Training and development needs could help determine what gaps in the organizaton could be addressed through professional development as opposed to hiring.

Worker’s compensation disputes would be irrelevant.

  • Study Resources: Practice Questions
  • Standard: Stratey standard #4
  • Location: Course - Foundations of Hman Campital Management, Lesson - Resources Stewardship
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12
Q

What describes an employee’s interactions with multiple facets of their organization for the lifetime of their employment?

A. Customer service
B. Employee Experience
C. Work-life balance
D. Workforce retention

A

B. Employee Experience

Employee experience refers to an employee’s interactions with multiple facets of their organization for the lifetime of their employment.

  • Study Resources: Practice Quesitons
  • Standard: Experience Management, standard #2
  • Location: Course - Foundations of Human Capital Management, Lesson - The Customer Experience
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13
Q

What is the process by which organizations prioritize hiring methods based on cost and effort?

A. Staffing
B. Funneling
C. Process re-engineering
D. Competency-based hiring

A

B. Funneling

Funneling is a way to sequence hiring activities based on cost and effort in order to maximize resources and efficiency.

  • Study Resources: Practice Questions
    • Standard: Talent Acquisition - Hiring standard #2
  • Location: Course - Talent Acquisition, Lesson - Selection Methods
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14
Q

Sarah, a recent college graduate, is in her first year of teaching at a high school. She appears extremely nervous during classroom observations and seems reluctant to ask her collegues for help.

According to Dweck’s theories of intelligence, how might her behavior be explained?

A. Sarah has not expereinced enough opportunites to feel competent in her role.

B. Sarah might be comparing herself to others and therefore feels inadequate.

C. Sarah beleives her ability to teach is fixed and therefore cannot be improved.

D. Sarah doesn’t expect that her colleagues will be able to hel her improve.

A

C. Sarah beleives her ability to teach is fixed and therefore cannot be improved.

Dweck’s theories of intelligence concern people’s beliefs about whether intelligence/abilities are fixed or malleable. Believing that they are malleable is correlated with growth and improvement in people’s performance.

  • Study Resources: Practice Questions
  • Standard: Total Rewards - Work-Life Integration standard #1
  • Location: Course - Total Rewards, Lesson - Employee Motivation and Engagement
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15
Q

Leaders at a Brownville School District wish to develop a comprehensive recruitment and hiring stategy to make the district competitive in the job market.

What type of analysis should they complete to understand the technological factors that invluence the available talent pool?

A. SWOT analyisis
B. PESTLE analysis
C. Fishbone analysis
D. Job analysis

A

B. PESTEL analysis

A PESTEL analysis is best suited for this purpose because it focuses on external factors, including technological factors (the “T” in PESTLE).

  • Study Resources: Practice Questions
  • Standard: Strategy standard #2
  • Location: Course - Foundations of Human Capital Management, Lesson - Developing a Human Capital Strategy
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16
Q

What should be considered when conducting a job evaluation to determine compensation? (Select all that apply).

A. Job tasks performed on occasion or under special circumstances
B. Minimum requirements listed in the job description
C. Preferred requirements listed in the job description
D. Qualifications of the person in the role

A

B. Minimum requirements listed in the job description

Job evaluation should include the qualifictions tht are required to complete the job.

They should not focus on:
* the qlalifications of incumbents currently in the role
* qualifiations that are nice to have but not necessary
* or job tasks that are not performed regularly

  • Study Resources: Practice Questions
  • Standard: Total Rewards - Compensation and Benefits standard #2
  • Location: Course - Total Rewards, Lesson - Ensuring Job Equity
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17
Q

Refer to the data table below, which shows one district’s annual voluntary turnover rates by teacher years of expereince:

Teacher Years of Experience / Turnover Rate
1-3 7%
4-6 15%
7-10 6%
10+ 4%

Based on the data, what should be your next step?

A. Conduct stay interviews with principals to determine why their teachers have stayed with the district
B. Examine recruitment data to see where employees who stay versus left were recruited from.
C. Forecast future turnover using data from the past 5 years, & use it to set retention goals
D. Review exit survey data, disaggregated by role & years of experience, to uncover root causes.

A

D. Review exit survey data, disaggregated by role & years of expereince, to uncover root causes.

Employee experience, or EX, refers to an employee’s interactions with multiple facets of their organization for the lifetime of their employment.

  • Study Resources: Practice Questions
  • Standard: Process Management, standard #3
  • Location: Course - Foundations of Human Capital Management, Lessons - Process Management, Data & Metrics
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18
Q

Place the steps to conduct an adverse impact analysis using the 4/5ths rule in the correct order:

  1. Calculate the impact ratios.
  2. Calculate the selection rate for each group.
  3. Identify values below 4/5
  4. Identify the group with the highest selection rate.

A. 2,1,3,4
B. 1,2,3,4
C. 2.4.1.3
D. 4,3,1,2

A

C. 2.4.1.3

The first step of an adverse impact analysis is to calculate slection rates for each group. These are used to identify the group with the highest selection rate, calculate impact raitos based on that group, and identify values below 80% or 4/5.

  • Study Resources: Practice Questions
  • Standard: Risk Management standard #1
  • Location: Course - Foundations of Human Capital Management, Lesson - HR Laws and Policies
19
Q

What does the E in the ADDIE instructional design model stand for?

A. Elevate
B. Evaluate
C. Excel
D. Explore

A

B. Evaluate

This is the point in the instructional design process that involves assessing whether the desired outcomes were achieved.

  • Study Resources: Practice Questions
  • Standard: Talent Development - Training & Development - Training & Development standard #2
  • Location: Course - Talent Development, Lesson - Designing Learning
20
Q

What is an example of a secondary intervention for reducing employee burnout?

A. Job design
B. Mediation techniques
C. Employee assistance program
D. Paid time off

A

B. Mediation techniques

Secondary interventions are interventions that focus on changing the effects of stressors proactvely. They include muscle relaxation techniques, mediation, and other strategies that put the onus on the employee.

  • Study Resources: Practice Questions
  • Standard: Toward Rewards - Work-Life Integration standard #1
  • Location: Course - Total Rewards, Lesson - Employee Motivation and Engagement
21
Q

Job security, working conditions, and relationships with collegues are best described as what?

A. Engagement Factors
B. Hygiene Factors
C. Motivation Factors
D. Satisfaction Factors

A

B. Hygiene Factors

According to Herzberg’s two-factor model (also known as Motivation-Hygiene Theory), hygiene factors include things like job security, working conditions, and interpersonal relations.

Hygiene factors don’t lead directly to job satisfaction, but the absence of these factors leads to job dissatisfaction.

  • Study Resources: Practice Questions
  • Standard: Total Rewards - Work-Life Integration standard #1
  • Location: Course - Total Rewards, Lessons - Employee Motivation and Engagement
22
Q

What is true about both orientation and onboarding?

A. Emphasize transactional actvitites.
B. Involve a series of events and support.
C. Help new employees understand work expectations.
D. Typically completed by the first day on the job.

A

C. Help new employees understand work expectations.

Orientation is typically completed on the first day of the job and often emphasizes transactional activities. Onboarding is more long-term, involving a series of events and support. Both orientation and onboarding help new employees understand work expectations.

  • Study Resources: Practice Questions
  • Standard: Talent Development - Orientation and Onboarding Standards #1-2
  • Location: Course - Talent Development, Lesson - Orientation and Onboarding
23
Q

What information should be collected as part of a job analysis?

A. Employee Resumes

B. Pay History

C. Performance Evaluations

D. Physical Demands

A

D. Physical Demands

Job analysis looks at what is necessary to perform a job, including required competencies and physical demands.

Pay history is not necessary to know with respect to what is needed to perform a job.

Also, job analysis does not include information specific to the indiviuduals who hold the job, such as their performance evaluations or resumes.

  • Study Resources: Practice Questions
  • Standard: Talent Aquisition - Planning and Preparation standard #4
  • Location: Course - Talent Acquisition, Lesson - Job Analysis
24
Q

A School district posts a paraprofessional position that involves assisting a female special needs student with toileting needs.

Under which component of the law is it permissible to only consider female candidates.

A. Bona Fide Occupational Qualification

B. Business necessity defense

C. Title IX of the Education Amendments Act

D. It is illegal to discriminate on the basis of sex

A

A. Bona Fide Occupational Qualification

A bona fide occupational qualificaiton relates to instances where employers can discriminate on the basis of religion, sex, or national origin if those they are essential for business operations.

  • Study Resources: Practice Questions
  • Standard: Talent Aquisition - Hiring standard #1
  • Location: Course - Talent Aquisition, Lesson - The Legal Side of Hiring
25
Q

The district leadership team wants to implement more strategic human capital management practices. The team is considering four new practices. Of the practices below, which one is more transactional than strategic?

A. Creating opportunities for teachers with an administrator license to shadow principals and learn more about administrative positions.

B. Analyzing recruitment trends to determine which career fairs to attend.

C. Developing a self-paced, online training program that focuses on safety compliance

D. Forming a data team that analyzes enrollment at all grade levels to project staffing needs.

A

C. Developing a self-paced, online training program that focuses on safety compliance

Of all the response chioces, the safety compliane training program is the least likely to be tied to the district’s strategic goals, as it is focused primarily on compliance.

(it is focused primarily on compliance)

  • Study Resources: Practice Questions
  • Standard: Strategy standard #1
  • Location: Course - Foundations of Human Capital Management, Lesson - Aligning with Organizational Strategy
26
Q

What describes the aspirational state that an organization wishes to achieve?

A. Mission statement
B. Core values
C. Strategic goals
D. Vision statement

A

D. Vision Statement

A vision statement in a future-focused description of what the organization is tring to achieve.

A mission statement is present-focused and serves as a foundation for orgainzations’ strategic goals.

A values statement is a list of values, principles, and beliefs for an organization to uphold.

  • Study Resources: Practice Questions
  • Standard: Strategy standard #1
  • Location: Course - Foundations of Human Capital Managment, Lesson - Aligning with Organizational Strategy
27
Q

What condition best supports vertical development for adults?

A. A heat experience that places individuals in unfamiliar situations

B. Close management oversight to ensure progress toward desired outcomes

C. A focus on designing and working toward personal development goals

D. Specialized training that allows employees to gain deep competency one area

A

A. A heat experience tha places individuals in unfamiliar situations.

Explanation: Vertical development requires placing individuals outside of their normal scope of responsibilities so they can develop new skills.

  • Study Resources: Practice Questions
  • Standard: Talent Development, standard #2
  • Location: Course – pHCLE Introductory Course: Class #5
28
Q

Ranking, rating, and point factoring are examples of what type of methodology?

A. Job analysis
B. Job evaluation
C. Job sequencing
D. Job stacking

A

B. Job evaluation

Ranking, rating, and point factoring are three approaches to job evaluation.

  • Study Resources: Practice Questions
  • Standard: Total Rewards - Compensation and Benefits standard #2
  • Location: Course - Total Rewards, Lesson - Ensuring Job Equity
29
Q

The term that refers to an employment practice that intentionally discriminates is known as:

A. Adverse Impact
B. Disparate Treatment
C. Horn Effect
D. Personal Bias

A

B. Disparate Treatment

Unlike adverse/disparate impact, which occurs unintentionally , adverse/disparate treatment involves intentional discrimination.

  • Study Resources: Practice Questions
  • Standard: Risk Management Standard #1
  • Location: Course-Foundations of Human Capital Management, Lesson - HR Laws and Policies
30
Q

What analyses are performed as part of the workforce planning process (Select all that apply)

A. Demand Analysis
B. Gap Analysis
C. Solution Analysis
D. Supply Analysis

A

A. Demand Analysis
B. Gap Analysis
D. Supply Analysis

Workforce planning includes a supply analysis and demand analysis, followed by a gap analysis.

  • Study Resources: Practice Questions
  • Standard: Talent Aquisition - Planning and preparaton standard #1
  • Location: Course - Talent Acquisition, Lesson - Identifying Talent Needs
31
Q

What is an example of a learning experience that aligns with Knowles’ principal of involvement?

A. High potential employees enroll in coursework that prepares then for career advancement opportuntites
B. Principals across the district organize a monthly meet up discuss challenges that are common in thier schools
C. A mentor teacher reviews a new teacher’s lesson plans each week & identifies two strengths & a suggestion
D. An experienced food service employee engages in on-the-job training on how to plan healthy lunch menus

A

D. An experienced food service employee engages in on-the-job training on how to plan helathy lunch menus

Knowles’ principle of relevance suggests that adult learners benefit from learning experiences that have immediate relevance & impact to their work or personal life.

  • Study Resources: Practice Questions
  • Standard: Talent Development - Training & Development standard #2
  • Location: Course - Talent Development, Lesson - Designing Learning
32
Q

What does the risk management strategy of “segregation” entail?

A. Estabilshing controls to lower risks
B. Spreading out the risk by hiring a partner
C. Splitting the risk into different areas
D. Shifting the risk to a third party

A

C. Splitting the risk into different areas

Segregation involves splitting the risk into different areas. Establishing controls to lower risk is reduction, spreading out the risk is sharing, and shifting the risk to a third party is transfer.

  • Study Resources: Practice Questions
  • Standard: Risk Management standard #3
  • Location: Course - Foundations of Human Capital Management, Lesson - Risk Assessment & Mitigation
33
Q

What agency may issue a “Right to Sue” letter after a discrimination complaint is filed against a district by a former employee?

A. National Labor Relations Board
B. American Civil Liberties Union
C. Equal Opportunity Employment Commission
D. Department of Education

A

C. Equal Opportunity Employment Commission

The Equal Employment Opportunity Commission (EEOC) is resposible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on various protected characteristics. When an individual files a discrimination complaint against their employer with the EEOC, the commision investigates the claim to determine whether there’s merit to the allegations.

  • Study Resources: Practice Questions
  • Standard: Risk Management standard #1
  • Location: Course - Foundations of Hauman Capital Management, Lesson - HR Laws and Policies
34
Q

A district’s leadership team has concerns about the process used for selecting new hires. Currently, the selection process is completely decentralized. This has resulted in the selection of poor performers and a lack of diversity in certain departments. Each department prefers to handle its own hiring.

What actions would impove the reliability of the current hiring process?

A. Develop interview protocols and rubrics for evaluating candidates

B. Include a performance task that mirrors job expectations in the hiring process.

C. Use low-cost and low-effort screening processes to instantly narrow the applicant pool

D. Train interviewees on legally permissible interview questions.

A

A. Develop interview protocols and rubrics for evaluating candidates

Reliability refers to repeatability. Thus, a reliable process is one that can be carried out consistently with fidelity each time is it performed.

  • Study Resources: Practice Questions
  • Standard: Process Management standard #4
  • Location: Course - Foundations of Human Capital Management, Lesson - Data and Metrics
35
Q

Riverside School District has not updated its job descriptions in more than 20 years. What information should the HR Department consider as part of job analysis? (Select all that apply.)

A. Employee performance appraisals
B. Employee resumes
C. Job tasks reported by incumbents
D. Job tasks reported by supervisors

A

C. Job tasks reported by incumbents
D. Job tasks reported by supervisors

Job tasks require in the job should be considered for inclusion in updated job descriptions. Sources of this information include incumbents and supervisors.

  • Study Resources: Practice Questions
  • Standard: Talent Acquisition - Planning and Preparation standard #4
  • Location: Course - Talent Acquisition, Lesson - Job Analysis
36
Q

In a growing district that needs to hire additonal staff, which strategy would be best to utilize?

A. Workforce planning
B. Talent pipeline management
C. Succession planning
D. Strategic planning

A

A. Workforce planning

Workforce planning would help this district identify staffing needs to ensure talent acquisition efforts meet those needs.

  • Talent pipeline management may include both current and prospective staff,
  • succession planning involves current staff, and
  • strategic planning is not specfic to acquiring additional staff.

  • Study Resoures: Practice Questions
  • Standard: Talent Aquisition - Planning and Preparation standard #1
  • Location: Course - Talent Aquisition, Lesson - Identifying Talent Needs
37
Q

A candidate for a supervisory position is asked how he or she would handle a problem involving a subordinate. This is an example of what type of interviewing?

A. Behavioral
B. Situational
C. Structured
D. Unstructured

A

B. Situational

Situational interview questions are future-oriented questions that ask an applicant to consider how they would respond to a set of circumstances.

  • Study Resources: Practice Questions
  • Standard: Talent Acquisition - Hiring Standard #2
  • Location: Course - Talent Acquisition, Lesson - Selection Methods
38
Q

Your district has gathered cost information on its hiring process to ensure it is using its resources effectively.

The HR Department is deciding whether to purchase a new applicant tracking system. The system costs $14,980 per year.

Because candidate selction processes and new employee paperwork can be managed more effieciently with the new system, the district estimates it will save 7 hours of HR processing time per hire.

The district’s burdened labor rate for HR technicians is $65/hour.

How many employees would the district have to hire each year to break even on the annual cost of the new applicant tracking system?

A. 33
B. 231
C. 259
D. 2140

A

A. 33

The breakeven analysis formal is: fixed costs/(price per unit - variable cost per unit).

In this case, we are not dealing with units, rather, we are instead, we are trying to determine the number of hires necessary to cover the fixed costs of the system based on the savings generated per hire. This results in the following:

Savings per hire = Savings per hour x Hours saved per hire

Savings per hire = $65/hour x 7 hours = $455 per hire

Next, the number of hires needed to cover the cost of the system can be determined:

Next, the number of hires to break even = Annual cost of the system/Savings per hire

Number of hires to break even = $14,98 / $455 per hire = 32.84

Since the number cannot be a fraction, the district would need to hire approximately 33 employees each year to break even on the annual cost of teh new applicant tracking system.

  • Study Resources: Practice Questions
  • Standard: Stragegy, standard #4
  • Location: Course - Foundations of Human Capital Management, Lesson - Risk Assessment and Mitigation
39
Q

What is NOT a requirement for organizations under the Fair Credit Reporting Act (FCRA)?

A

A. Don’t use credit information to make employment decisions

Under the Fair Credit Reporting Act (FCRA), employers are allowed to use credit reports for employment purposes, but certain conditions must be met.

  • Study Resources: Practice Questions
  • Standard: Risk Managment standard #1
  • Location: Course - Foundations of Human Capital Management, Lesson - HR Laws and Policies
40
Q

What strategy helps reduce bias during interviews?

A. Engage in small talk throughout the interview to get to know candidates, find commonalities, and put candidates at ease.

B. Use an interview rubric to evaluate all candidates and ensure the same questions are asked of all interview candidates.

C. Adjust interview questions for each candidate based on the unique skills and abilities of the candidate.

D. Conduct one-on-one interviews to make the interviews less formal and more comfortable for the candidate.

A

B. Use an interview rubric to evaluate all candidates and ensure the same questions are asked of all interview candidates.

Using an interview rubric and consistent questions can reduce opportunities for subjectivity and bias in the interview process. In contrast, small talk and differentiating quesitons can create openings for phenomena like confirmation bias, the horn/halo effect, or other biases to influence the interview process.

  • Study Resources: Practice Questions
  • Standard: Talent Aquisition - Hiring standard #2
  • Location: Course - Talent Aquisition, Lesson - Selection Methods
41
Q

Place these steps of compensation study in correct order:

  1. Adjust pay policies and/or structures
  2. Job evaluation
  3. Market analysis
  4. Update job descriptions
A

B. 4,2,3,1

Update job descriptions
Job evaluation
Market analysis
Adjust pay policies and/or structures

A compensation study first requires updated job descriptions. Job evaluation is conducted using those job descriptions, followed by market analysis, and finally, making any necessary changes to pay policies or structures.

  • Study Resources: Practice Questions
  • Standard: Total Rewards - Compensation and Benefits standard #2
  • Location: Course - Total Rewards, Lesson - Ensuring Job Equity
42
Q

What statement best describes the difference between training and professional developement

A. Training focuses on the individual person while professional development focuses on the role of the individual.

B. Training involves futuristic activities while professional development involves present activities.

C. Training is a long-term activity while professional development reflects a short-term activity.

D. Training aims at a specific role requirement while professional development focuses on progression of the individual.

A

D. Training aims at a specific role requirement while professional development focuses on progression of the individual.

Training is typically a short-term activity that focuses on the requirements of a role rather than on the progression of the individual.

  • Study Resources: Practice Quesitons
  • Standard: Talent Development - Training & Development standard #1
  • Location: Course - Talent Development, Lesson - Training & Development Foundations
43
Q
A

pHCLE 202311 (11 decks)

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