Download HRCI.PHRca.VCEplus.2025-03-28.30q.vcex

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Exam Professional in Human Resources - California
Number PHRca
File Name HRCI.PHRca.VCEplus.2025-03-28.30q.vcex
Size 22 KB
Posted Mar 28, 2025
Download HRCI.PHRca.VCEplus.2025-03-28.30q.vcex

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Demo Questions

Question 1

Which of the following are narrative methods of appraisal that require managers to describe the employee's performance? 
Each correct answer represents a complete solution. Choose three.


  1. Daily review
  2. Field review
  3. Essay review
  4. Critical incident review
Correct answer: BCD



Question 2

There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?


  1. Reviewing, transitioning, and evaluating the project
  2. Gaining agreement to the project plan
  3. Presenting the findings and recommendations 
  4. Exploring the situation
Correct answer: B



Question 3

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?


  1. It's an agreement that an employer will stop doing business with a non-union business.
  2. It's a threat that the union will slow down processing orders for non-union shops.
  3. It's an agreement to rush orders for union-based businesses.
  4. It forces suppliers to join the union.
Correct answer: A



Question 4

Your organization will be using the factor comparison technique in their evaluations of job performance. You need to communicate what the factor comparison technique accomplishes as you're the HR Professional for your organization. Which of the following best describes the factor comparison technique?


  1. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job.
  2. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historicalinformation, and value this approach determines the importance and value of each job.
  3. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historical
    information, and value this approach determines a bonus structure for each job.
  4. Factor comparison is an evaluation technique that involves the ranking of each compensable factor of each job. A monetary value is assigned for each factor to determine its worth. Based on performance, historicalinformation, and value this approach determines a pay rate for each job.
Correct answer: D



Question 5

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. 
What did the legal case, the United Steelworkers of America versus Weber regard?


  1. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
  2. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
  3. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
  4. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
Correct answer: C



Question 6

As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?


  1. To dominate or interfere with the formation or administration of a labor organization. 
  2. To refuse individuals to organize and meet for the potential labor union creation process.
  3. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
  4. To discriminate against employees for engaging in concerted or union activities or refraining from them.
Correct answer: B



Question 7

Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service.
What aspect of the contractor control aspect is best described as how the business pays the worker?


  1. Behavioral control
  2. Contractual relationship
  3. Type of relationship
  4. Financial control
Correct answer: D



Question 8

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?


  1. Griggs versus Duke Power, 1971
  2. Albemarle Paper versus Moody, 1975
  3. Washington versus Davis, 1976
  4. McDonnell Douglas Corp. versus Green, 1973
Correct answer: A



Question 9

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?


  1. Constituent List
  2. Union prospectus List
  3. Excelsior List
  4. Candidate List
Correct answer: C



Question 10

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?
 


  1. Consultation
  2. Client
  3. Catalyst
  4. Programs and processes
Correct answer: B



Question 11

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?


  1. Bumping
  2. Displacement
  3. Releasing
  4. Re-organization
Correct answer: A









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