[May-2022] SHRM SHRM-CP Dumps – Secret To Pass in First Attempt [Q260-Q283]

[Mai-2022] SHRM SHRM-CP Dumps - Geheimnis zum Bestehen im ersten Versuch [Q260-Q283]

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[May-2022] SHRM SHRM-CP Dumps – Secret To Pass in First Attempt

SHRM SHRM-CP Exam Dumps [2022] Practice Valid Exam Dumps Question

NEW QUESTION 260
At Danielson Company, the Monday after Labor Day is a paid holiday. Steve, an employee at Danielson Company, works ninehour days on Tuesday, Wednesday, Thursday, Friday, and Saturday of that week. How many hours of overtime has Steve worked?

Keine

Five

Nine

Thirteen

Explanation: Steve has worked five hours of overtime. According to the Fair Labor Standards Act, paid holidays do not count as overtime. So, for the purpose of his overtime calculation, Steve has only worked 45 hours this week. Therefore, he has only worked five hours of overtime.

NEW QUESTION 261
What are on the axes of the BlakeMouton managerial grid?

people and production

profit and production

people and profit

people and presentation

Explanation: People and production are on the axes of the BlakeMouton managerial grid. The BlakeMouton managerial grid is a tool for assessing leadership. It simplifies this complex subject by reducing leadership to its focus on people and its focus on production. In some cases, attention to one of these factors will necessitate inattention to the other. This model suggests, however, that the best leaders are those who maximize their concern for both people and production.

NEW QUESTION 262
Three barriers resulted in the need for the 1991 Glass Ceiling Act. These barriers were internal structural barriers, societal barriers, and which of the following types of barriers?

Governmental

Recruitment

Educational

Corporate

Explanation: Governmental barriers were identified as part of the need for the Glass Ceiling Act of 1991. Recruitment and corporate barriers fall under the category of internal structural barriers; educational barriers fall under the category of societal barriers.

NEW QUESTION 263
A corporate university is an

academic institution run for profit.

independent academic institution that produces recruits for a corporation.

extensive training program administered by a corporation to existing employees.

alternative to community college.

Explanation: A corporate university is an extensive training program administered by a corporation to existing employees. Rather than rely on local colleges to keep their employees up to date, many organizations have created inhouse training programs. Corporate universities often have detailed curricula and “professors” whose only job is to maintain the skills and competence of existing employees. Those who complete a program at a corporate university may be eligible for a raise or promotion. Corporate universities are able to be much more specific and targeted in their instruction.

NEW QUESTION 264
An automotive plant with 70 employees will be closing within the next six months, and the majority of the workers will be laid off. Based on the requirements of the WARN Act of 1988, how long in advance of the closing is the plant expected to inform the workers of the impending layoffs?

30 days

60 days

90 days

120 days

Explanation: The WARN Act of 1988 requires that the plant inform employees at least 60 days in advance of the impending layoffs. The other options – 30 days, 90 days, or 120 days – are either too short or are unnecessarily early. (The plant might not know 120 days in advance, so it would be difficult to inform employees this long before the event.)

NEW QUESTION 265
Which of the following types of deferred compensation plans is considered “portable” because employees can remove the money from the plan and convert the payment into other forms?

Profitsharing

Money purchase

Cash balance

Target benefit

Explanation: A cash balance plan is considered “portable” because employees can remove the money from the plan and convert the payment into other forms. A profitsharing plan, also known as a discretionary contribution plan, is considered to be best in a company that has highly variable annual profits. A money purchase plan offers employees a fixed annual percentage and thus is best in a company that has fairly consistent annual earnings. A target benefit plan uses actuarial formulas to determine how much an employee will receive toward retirement.

NEW QUESTION 266
The Henderson Company needs to hire a large number of unskilled employees to perform data entry. Which type of application would be most appropriate?

longform employment application

shortform employment application

weighted employment application

jobspecific employment application

Explanation: A shortform employment application would be the most appropriate in this situation. The Henderson Company is hiring for an unskilled position, so it should not have extensive requirements for candidates. Using a shortform employment application will minimize the amount of reading for the human resources department. Longer applications should only be used when necessary.

NEW QUESTION 267
The DavisBacon Act is notable for being the first federal legislation to address

government subcontractors.

minimum wages.

overtime compensation.

child labor.

Explanation: The DavisBacon Act was the first federal legislation to address minimum wages. This act asserted that all workers on federal public works projects must be paid the standard local wage. Before this law was passed, contractors would make extremely low bids for projects because they paid laborers almost nothing.

NEW QUESTION 268
A large university is concerned about the possibility of an act of terrorism on campus, and the supervisor for the school’s student affairs program has consulted Angelova, the head of the human resources department, about developing a program for responding to a terrorist attack and assisting students in the aftermath of an attack. Which of the following represents what Angelova could recommend to the student affairs supervisor?

A counseling program that assists students in recovering from the trauma of a terrorist attack

A relocation program that enables students to transfer to other schools in the aftermath of a terrorist attack

A monthly email newsletter that provides recommendations for students should the school experience an act of terrorism

Creation of new department specifically focused on responding to a terrorist attack on campus

A schoolwide emergency response program that gives students information on how to protect themselves during a terrorist attack

Explanation: As a human resources professional, Angelova’s best recommendation would be a counseling program that assists students in recovering from the trauma of a terrorist attack. Answer choice B is incorrect because the human resources professional would not do well to recommend a relocation program for students away from the university. Answer choice C is incorrect because a monthly email newsletter providing recommendations for students would hardly suffice to help students in the aftermath of a terrorist attack. Answer choice D is incorrect because the human resources professional is not generally authorized to advise the creation of a new department. Answer choice E is incorrect because a schoolwide emergency response program might be useful in preparing students for a terrorist attack, but it would not necessarily assist them in the aftermath of the attack, and certainly not as well as a counseling program.

NEW QUESTION 269
A marketing research company has decided to do a little research on its own employees to find out which communication methods work best. The company would like to implement a testing program that follows and reviews employee activities, and they are considering several options. To assist them in making the final decision, the company has forwarded the information to the human resources professional. What is the role of the human resources professional in this situation?

Review the testing tools in advance to ensure they meet all legal and procedural requirements for reliability and fairness

Use current company policy and legal requirements to select the best testing program that may be applied to employees

Assist the company by eliminating testing programs that are not appropriate and may not be used in this type of situation

Recommend that the company develop a new testing program that more closely meets the unique needs of the organization

Explanation: As with question places the human resources professional in an advisory capacity. He should review any potential testing tools in advance to ensure that whatever testing program is selected meets any legal and procedural requirements that govern the company. The other answer choices contain elements of the correct answer, but none is completely correct. The human resources professional will apply company policy and legal requirements to the search for an appropriate testing program, but he may not necessarily be responsible for making the final choice. The human resources professional may very well recommend that the company develop its own testing program, but this is not likely to be the first step. The recommendation for a new program will follow the determination that other programs are not suitable or appropriate.

NEW QUESTION 270
A small restaurant is looking for a new short order cook. Because the job requires that the individual be able to work quickly and efficiently, the restaurant presents candidates with a preemployment test that will measure how well each completes a variety of food preparation tasks. Which of the following types of tests would be most appropriate?

Cognitive Ability Test

Psychomotor Assessment Test

Physical Assessment Test

Aptitude Test

Explanation: The Psychomotor Assessment Test is useful for measuring a candidate’s motor skills in completing certain tasks. A short order cook would need to be able to prepare food quickly and efficiently, so such a test would be appropriate in this case. A Cognitive Ability Test focuses more on a candidate’s problemsolving and analytical skills. A Physical Assessment Test measures whether or not a candidate is physically able to handle certain tasks. (For example, working for a delivery company might require the physical ability to lift and carry heavy objects; a Physical Assessment Test would be appropriate in such a situation.) An Aptitude Test measures basic skills such as typing, reading, or calculating simple math problems.

NEW QUESTION 271
How are immigrant visas allocated by the United States government?

first come, first served

according to nationality

according to the number of family members who are US citizens

according to work experience

Explanation: Immigrant visas are allocated by the federal government on a first come, first served basis. This principle was established by the 1965 amendments to the Immigration and Nationality Act of 1952. There is some preferential treatment for immigrants with special skills. However, work experience is not a factor in visa decisions.

NEW QUESTION 272
Which of the following of collective bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement?

Positional bargaining

Integrative bargaining

Interestbased bargaining

Distributive bargaining

Explanation: Interestbased bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement. Positional bargaining results when each side establishes a clear position and aims to achieve the goal or goals of that position. Integrative bargaining results when the different sides agree to compromise on certain issues by taking the big picture into account. Distributive bargaining is another name for positional bargaining.

NEW QUESTION 273
In the event that a potential retaliatory action has occurred from an employer against an employee, what is generally OSHA’s first goal?

Have employee reinstated with full benefits and back pay

File criminal charges against employer for illegal retaliation

Attempt reconciliation between employer and employee

Protect employee by requiring continued pay without requiring a return to work

Explanation: OSHA’s first goal is to attempt a reconciliation between the employee and his employer. If there is a possibility of avoiding legal action, it should be taken to avoid weighing down the legal system. (Thus answer choice B is not correct.) In the process of this reconciliation, OSHA might also work to have the employee reinstated with full benefits and back pay, but this would reflect the individual situation and is part of the larger reconciliation process instead of the primary goal. OSHA could step in to protect the employee by requiring continued pay without requiring a return to work, but again this would reflect an individual situation and would not necessarily be the primary goal.

NEW QUESTION 274
In which case did the Fifth Circuit determine that a company may not claim physical difficulty as a bona fide occupational qualification in order to keep women out of certain jobs?

Rosenfeld v. Southern Pacific (1968)

McDonnell Douglas Corporation v. Green (1973)

Weeks v. Southern Bell Telephone Company (1969)

Texas Department of Community Affairs v. Burdine (1981)

Explanation: In Weeks v. Southern Bell Telephone Company (1969), the Fifth Circuit determined that a company may not claim physical difficulty as a bona fide occupational qualification in order to keep women out of certain jobs. This case centered on a woman who was denied an available position within the company because it entailed some heavy lifting. She asserted that this was discrimination. The company admitted prima facie discrimination but argued unsuccessfully that the ability to lift heavy objects was a bona fide occupational qualification.

NEW QUESTION 275
The National Labor Relations Act (NLRA) does not apply to which types of workers?

Administrative

Corporate

Financial

Agricultural

Explanation: The NLRA specifically does not apply to agricultural workers (among other types of workers – domestic workers, contract employees, federal and state workers, etc.). There is nothing within the NLRA to prevent it from applying to administrative, corporate, or financial employees. Within each of these categories, it might be possible to find a type of worker that fits the NLRA caveat, such as a contract employee or a federal worker, but there is nothing about these other four categories that fails to fall under NLRA.

NEW QUESTION 276
Within how many months of an incident must a labor charge be filed?

Explanation: A labor charge must be filed within 6 months of an incident. The charge may, of course, be filed within 3, 4, or 5 months, but these options do not reflect the full legal provision.

NEW QUESTION 277
Which of the following types of health care plans is generally the most costly for patients but allows them to make their own selection of facilities and physicians?

PPO

POS

HMO

FFS

Explanation: An FFS, or Feeforservice, plan is generally the most costly for patients but allows them to make their own selection of facilities and physicians. A PPO, or Preferred Provider Organization, plan does not require that patients first contact a “gatekeeper” for medical treatment but allows patients to choose from a broad network. A POS, or Point of Service, plan offers a network (like a PPO) but allows patients to meet with a physician outside this network and request reimbursement later on. An HMO, or Health Maintenance Organization, plan does require a “gatekeeper” but also focuses on lower health care costs for patients and care that aims to prevent higher costs later on.

NEW QUESTION 278
Philippa the head of the marketing department of Caledonia Coffee Company is planning to post a position that will allow current employees of the company to apply before that position opens to the public. Because the posting will be internal (arranged inhouse), the process will differ from that of a public posting. Philippa contacts the human resources department to find out which type of application would be best for an internal position. The best type of application for this situation would be which of the following?

Shortform application

Weighted employment application

Longform application

Jobspecific application

No application is needed – interested employees should submit resumes instead

Explanation: For applications that are completed inhouse – that is, for internal applications that current employees complete – a shortform application is usually best. This is because the company will already have most of the employee’s information on file and simply needs a formal application for the new job rather than an extensive application detailing information the company probably has. Answer choice B is incorrect because the weighted employment application, while specific to the job and excellent for considering the details of a candidate’s qualifications, is far too costly to establish in this type of situation. Answer choice C is incorrect because the longform application is simply unnecessary for internal hiring. Answer choice D is incorrect because the jobspecific application (which is used largely for hiring a number of employees for similar positions) will not necessarily be useful for the company looking to hire internally. And answer choice E is incorrect because an application is almost always necessary, even for internal hiring.

NEW QUESTION 279
Which piece of legislation established that employees may not demand payment for their commute time?

Fair Labor Standards Act

Davis Bacon Act

Portal to Portal Act

Commute Compensation Act

Explanation: The Portal to Portal Act established that employees may not demand payment for their commute time. This act, which was passed in 1947, also required employers to pay for work performed before or after normal hours or during scheduled breaks.

NEW QUESTION 280
What is one common problem with costperhire metrics?

They make no distinctions between job groups.

They are overly dependent on external economic factors.

They overemphasize advertising.

They omit costs that are not related to specific candidates.

Explanation: One common problem with costperhire metrics is that they omit costs that are not related to specific candidates. The costperhire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a costperhire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.

NEW QUESTION 281
The Expectancy Theory (1964) is attributed to which of the following researchers?

Fredrick Herzberg

Clayton Alderfer

Abraham Maslow

Victor Vroom

Explanation: The Expectancy Theory of 1964, which considers employee motivation in view of the potential for reward, is attributed to Victor Vroom. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.

NEW QUESTION 282
The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of how many employees?

Explanation: The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of 4 employees. The other answer choices – 7, 10, and 12 – are too high. IRCA regulations apply to very small businesses.

NEW QUESTION 283
Any penalties for failing to comply with the DrugFree Workplace Act must fall in line with standards that were laid out in which piece of legislation?

Davis Beacon Act

Fair Labor Standards Act

Rehabilitation Act

Service Contract Act

Explanation: Any penalties for failing to comply with the DrugFree Workplace Act (1988) must fall in line with standards that were laid out in the Rehabilitation Act, which was passed in 1973. The Davis Beacon Act of 1931 placed federal regulations on minimum wage. The Fair Labor Standards Act of 1938 also focused on compensation rights for workers. Similarly, the Service Contract Act of 1965 focused on compensation for federal contract workers.

Laden …

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