만약 시험만 응시하고 싶으시다면 우리의 최신HRCI PHR자료로 시험 패스하실 수 있습니다. ITExamDump 의 학습가이드에는HRCI PHR인증시험의 예상문제, 시험문제와 답 임으로 100% 시험을 패스할 수 있습니다.우리의HRCI PHR시험자료로 충분한 시험준비하시는것이 좋을것 같습니다. 그리고 우리는 일년무료 업데이트를 제공합니다.
HRCI인증 PHR시험을 어떻게 공부하면 패스할수 있을지 고민중이시면 근심걱정 버리시고ITExamDump 의 HRCI인증 PHR덤프로 가보세요. 문항수가 적고 적중율이 높은 세련된HRCI인증 PHR시험준비 공부자료는ITExamDump제품이 최고입니다.
ITExamDump는 여러분이HRCI 인증PHR인증시험 패스와 추후사업에 모두 도움이 되겠습니다. ITExamDump제품을 선택함으로 여러분은 시간도 절약하고 돈도 절약하는 일석이조의 득을 얻을수 있습니다. 또한 구매후 일년무료 업데이트 버전을 받을수 있는 기회를 얻을수 있습니다. HRCI 인증PHR 인증시험패스는 아주 어렵습니다. 자기에 맞는 현명한 학습자료 선택은 성공의 지름길을 내딛는 첫발입니다. 퍼펙트한 자료만이 시험에서 성공할수 있습니다. ITExamDump시험문제와 답이야 말로 퍼펙트한 자료이죠. ITExamDump HRCI 인증PHR인증시험자료는 100% 패스보장을 드립니다.
ITExamDump는 많은 IT인사들이HRCI인증시험에 참가하고 완벽한PHR인증시험자료로 응시하여 안전하게HRCI PHR인증시험자격증 취득하게 하는 사이트입니다. Pass4Tes의 자료들은 모두 우리의 전문가들이 연구와 노력 하에 만들어진 것이며.그들은 자기만의 지식과 몇 년간의 연구 경험으로 퍼펙트하게 만들었습니다.우리 덤프들은 품질은 보장하며 갱신 또한 아주 빠릅니다.우리의 덤프는 모두 실제시험과 유사하거나 혹은 같은 문제들임을 약속합니다.ITExamDump는 100% 한번에 꼭 고난의도인HRCI인증PHR시험을 패스하여 여러분의 사업에 많은 도움을 드리겠습니다.
HRCI인증 PHR시험은 IT업종종사분들에게 널리 알려진 유명한 자격증을 취득할수 있는 시험과목입니다. HRCI인증 PHR시험은 영어로 출제되는만큼 시험난이도가 많이 높습니다.하지만 ITExamDump의HRCI인증 PHR덤프만 있다면 아무리 어려운 시험도 쉬워집니다. 오르지 못할 산도 정복할수 있는게ITExamDump제품의 우점입니다. ITExamDump의HRCI인증 PHR덤프로 시험을 패스하여 자격증을 취득하면 정상에 오를수 있습니다.
시험 번호/코드: PHR
시험 이름: HRCI (Professional in Human Resources)
당신이 구입하기 전에 시도
일년동안 무료 업데이트
100% 환불보장약속
100% 합격율 보장
Q&A: 165 문항
업데이트: 2013-11-20
아직도 HRCI인증PHR시험준비를 어떻게 해야 할지 망설이고 계시나요? 고객님의 IT인증시험준비길에는 언제나 ITExamDump가 곁을 지켜주고 있습니다. ITExamDump시험공부자료를 선택하시면 자격증취득의 소원이 이루어집니다. HRCI인증PHR시험덤프는ITExamDump가 최고의 선택입니다.
HRCI인증 PHR시험을 패스하고 싶다면ITExamDump에서 출시한HRCI인증 PHR덤프가 필수이겠죠. HRCI인증 PHR시험을 통과하여 원하는 자격증을 취득하시면 회사에서 자기만의 위치를 단단하게 하여 인정을 받을수 있습니다.이 점이 바로 많은 IT인사들이HRCI인증 PHR시험에 도전하는 원인이 아닐가 싶습니다. ITExamDump에서 출시한HRCI인증 PHR덤프 실제시험의 거의 모든 문제를 커버하고 있어 최고의 인기와 사랑을 받고 있습니다. 어느사이트의HRCI인증 PHR공부자료도ITExamDump제품을 대체할수 없습니다.학원등록 필요없이 다른 공부자료 필요없이 덤프에 있는 문제만 완벽하게 공부하신다면HRCI인증 PHR시험패스가 어렵지 않고 자격증취득이 쉬워집니다.
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NO.1 Holly is a senior worker in her organization and she is a member of the union. Her position will be
eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly
asks the union to move her to a less senior position and release a junior employee. If the union agrees to
this, what will this term be known as?
A. Bumping
B. Displacement
C. Releasing
D. Re-organization
Answer: A
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NO.2 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?
A. All organizations with employees must abide by this law
B. Organizations with 100 or more employees
C. Organizations with 15 or more employees
D. This law only addresses federal government employees
Answer: C
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NO.3 You are a HR Professional for your organization and you're preparing your team for a series of
interviews. You want the team to be familiar with the validity types you'll use and encourage in the series
of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic
designer to use a software program and to create a simple brochure. This is an example of what type of
validity?
A. Construct-related validity
B. Predictive validity
C. Criterion-related validity
D. Content validity
Answer: D
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NO.4 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?
A. April 15 of each year
B. The anniversary date of your organization reaching 100 employees
C. January 1 of each year
D. September 30 of each year
Answer: D
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NO.5 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?
A. Disparate treatment
B. Disparate impact
C. Accommodation
D. Perpetuating past discrimination
Answer: A
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NO.6 As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily
visible to employees. What OSHA poster lists each of the employee's rights?
A. OSHA 3165 poster
B. OSHA 5613 poster
C. OSHA 5131 poster
D. OSHA 3615 poster
Answer: A
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NO.7 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?
A. Satisfaction from challenging and exciting assignments
B. Esteem from working with other talented people
C. Cash compensation
D. On-site cafeteria
Answer: D
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NO.8 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?
A. Perpetuating past unintentional practices
B. Perpetuating past discrimination practices
C. Succumbing to an adverse impact
D. Not finding qualified racially diverse candidates
Answer: B
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NO.9 Your manager has approached you regarding her desire to outsource certain functions to an external
firm. She would like for you to create a document to send to three vendors asking them for solutions for
these functions that your organization is to outsource. What type of a procurement document would you
create and send to the vendors in this instance?
A. Request for Proposal
B. Request for Quote
C. Invitation for Bid
D. Request for Information
Answer: A
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NO.10 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?
A. Specific compensable factors are identified and then performance levels within the factors are
documented.
B. Specific compensable factors are identified and then performance levels within the factors are
weighted on importance to theemployee.
C. Performance factors are identified by the employee and then performance levels within the factors are
weighted based on importance to the organization.
D. 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.
Answer: D
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NO.11 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?
A. This is an example of an exception by bonafide occupational qualification to the Title VII of the Civil
Rights Act of 1964
B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
D. 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
Answer: A
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NO.12 There are four components of the HR Impact Model, which affect how a HR Professional may operate
within a given environment. Which one of the following is NOT a component of the HR Impact Model.?
A. Consultation
B. Client
C. Catalyst
D. Programs and processes
Answer: B
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NO.13 Consider your role as a HR Professional in your organization. In your duties you're to keep abreast of
market trends, practices in HR, employee attitudes, and your business needs. What component of the HR
Impact Model is addressed in this situation?
A. Programs and processes
B. Policies and procedures
C. Catalyst
D. Consultation
Answer: C
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NO.14 During the organization of a union, it's possible that the union will gain recognition from the
management. The management is then obliged to give the NLRB a list of employees who are eligible to
vote in the unionization election. What is the name of the list of such employees called?
A. Constituent List
B. Union prospectus List
C. Excelsior List
D. Candidate List
Answer: C
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NO.15 As an HR Professional, you must be familiar with the collective bargaining agreements and the process
that rights are given, contracts, and union and management cooperation. Consider an arbitration process
between the management and the union. What term is assigned to the resolution of the disagreement, by
an arbitrator's interpretation of the language of the contract?
A. Resolution
B. Interpretation
C. Decision
D. Outcome
Answer: C
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NO.16 The GHF Corporation is looking to hire four software developers. The average pay for software
developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering $80,000
for the starting salary they'll attract better performers than their competitors. What is this scenario an
example of?
A. Lagging the market
B. Leading the market
C. Matching the market
D. Beating the market
Answer: B
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NO.17 What is the FairPay amount that defines, what a person makes, to be considered highly
compensated?
A. $110,000 or more
B. $150,000 or more
C. $100,000 or more
D. $125,000 or more
Answer: C
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NO.18 You are an HR Professional for your organization. You and your supervisor are reviewing the EEO
reporting requirements for your company to comply with the reports your firm should file. Which EEO
Report is a survey, collected every other year on even calendar years?
A. EEO-4 Report
B. EEO-5 Report
C. EEO-3 Report
D. EEO-1 Report
Answer: C
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NO.19 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?
A. 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.
B. Provide each participant with plan information, specifically about the features and funding of the plan
through a summary plan description at no cost.
C. 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 perparticipant, per month.
D. Provide each participant with monthly plan information, specifically about the features and funding of
the plan through a summary plan description at no cost.
Answer: B
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NO.20 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. Washington versus Davis, 1976
B. Griggs versus Duke Power, 1971
C. McDonnell Douglas Corp. versus Green, 1973
D. Albemarle Paper versus Moody, 1975
Answer: A
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