Mar-2023 Realistic SHRM-CP Exam Dumps with Accurate & Updated Questions
SHRM-CP Exam Dumps - PDF Questions and Testing Engine
NEW QUESTION 79
Which of the following is not considered a bottomup method of communication delivery?
- A. Webcasts
- B. Staff meetings
- C. Individual letters
- D. Opendoor policy
Answer: C
Explanation:
Explanation: Bottomup methods of communication include an opendoor policy, webcasts, and staff meetings; in each case, the employees are considered an active part of the discussion and even decision making. Individual letters represent a topdown method of communication, because topdown communication focuses more on the management informing employees of decisions.
NEW QUESTION 80
Which of the following is not a stated category of OSHA violation?
- A. Repeat
- B. Serious
- C. Otherthanserious
- D. Failure to abate
- E. Accidental
Answer: E
Explanation:
Explanation: The stated categories of OSHA violations include willful, serious, otherthanserious, repeat, failure to abate, and de minimus (or minimal violations). Accidental is not one of the categories officially noted by OSHA, so answer choice C is correct. Answer choices A, B, D, and E all reflect actual categories, so they are incorrect.
NEW QUESTION 81
What is the largest possible damage award under the Civil Rights Act of 1991?
- A. $50,000
- B. $200,000
- C. $100,000
- D. $300,000
Answer: D
Explanation:
Explanation: Under the Civil Rights Act of 1991, the largest possible damage award is $300,000. Only businesses with more than 500 employees may be assessed this amount. Businesses with from 15 to 100 employees may be liable for damage awards of up to $50,000. Businesses with from 101 to 200 employees may be liable for damage awards of up to $100,000. Businesses with from 201 to 100 employees may be liable for damage awards of up to $200,000.
NEW QUESTION 82
What is required in the role of the human resources professional when considering unique employee needs?
- A. Recognizing that the most effective employees are those who are able to balance their work with situations outside of work
- B. Establishing flexibility within the working arrangements of employees by providing daycare programs, nutrition and health training, and fitness centers
- C. Creating diversity initiatives by enabling employees to find a comfortable place within the company
- D. Locating repatriation situations for employees who have the potential to benefit the organization outside the United States
- E. Assessing the boundaries of the current policies of the organization
Answer: A
Explanation:
Explanation: The responsibility of the human resources professional in is to recognize that employees need a balance of work and situation outside of work in order to be the most effective in the workplace. Answer choices A, B, D, and E all contain aspects of considering unique employee needs - in particular, with the focus on diversity initiatives, flexibility in work situation, and repatriation - but only answer choice C encompasses all of the HR responsibility.
NEW QUESTION 83
Which piece of legislation declared that back pay awards cannot be a part of compensatory damages?
- A. Americans with Disabilities Act of 1990
- B. Civil Rights Act of 1991
- C. Equal Employment Opportunity Act of 1974
- D. Civil Rights Act of 1964
Answer: B
Explanation:
Explanation: The Civil Rights Act of 1991 declared that back pay awards cannot be a part of compensatory damages. This act also made it illegal for businesses to claim that discriminatory practices were somehow necessary to their operations. This act also directly prohibited all racial harassment, whereas earlier legislation had limited its scope to hiring practices.
NEW QUESTION 84
The Williamson Company is using the paired comparison method to appraise performance. There are seven people in the sales job group. With how many people will each member of this group be compared?
- A. One
- B. Two
- C. Six
- D. Seven
Answer: C
Explanation:
Explanation: Since the Williamson Company is using the paired comparison method, each member of the sales job group will be compared with six other people. The paired comparison method requires every member of the job group to be compared to every other member. This means that each member of the Williamson Company's sales group will be compared to the other six members. The paired comparison method is a good way to rank employees systematically.
NEW QUESTION 85
In a collective bargaining agreement, which clause requires all new employees to join the union within a defined interval?
- A. maintenance of membership clause
- B. union shop clause
- C. contract administration clause
- D. closed shop clause
Answer: B
Explanation:
Explanation: In a collective bargaining agreement, a union shop clause requires all new employees to join the union within a defined interval. In all industries except construction, this interval must be at least thirty days. In construction, it must be at least a week. A maintenance of membership clause requires employees who choose to join the union to remain enrolled until the union contract expires. However, this clause does not force employees to join the union in the first place. A closed shop clause requires any new employees to join the union. A contract administration clause contains all the administrative details.
NEW QUESTION 86
The Latin phrase quid pro quo, used to describe a type of sexual harassment that is forbidden under Title VII of the Civil Rights Act of 1964, means which of the following?
- A. Limit before which
- B. This for that
- C. Actions not words
- D. From the stronger
- E. Action follows belief
Answer: B
Explanation:
Explanation: The Latin phrase quid pro quo translates simply as this for that and under sexual harassment laws it suggests that an employee is expected to provide sexual favors for improved (or continued) employment situation. Answer choices A, B, C, and E are incorrect because they do not reflect a correct translation of this Latin phrase.
NEW QUESTION 87
Which of the following best explains workers compensation laws regarding an employer's responsibility?
- A. Employers may utilize federal aid for most workrelated injuries and problems that employers develop on the job
- B. Employers do not have to assume responsibility for employee problems unless the employee proves definitively that the problem is job related
- C. Employers are only responsible for a federally designated list of injuries and problems that employees develop on the job
- D. Employers are responsible for any health problems that an employee develops while working for the employer
- E. Employers are responsible for any workrelated injuries or health problems
Answer: E
Explanation:
Explanation: Workers compensation laws state that employers are responsible for any workrelated injuries or problems that employees sustain on the job. Answer choice B is incorrect because employers are not responsible for all or any of an individual's health problems unless of course they were sustained at work. Answer choice C is incorrect because the workers compensation laws do not necessarily place the full burden of proof on employees to prove the nature of the injury or problem. Answer choice D is incorrect because the workers compensation laws do not provide for federal aid. Answer choice E is incorrect because there is no federally designated list of injuries for which employers are responsible.
NEW QUESTION 88
The human resources department wants to see if experienced employees are more productive. The department takes a measure of each employee's productivity, and then plots it on a graph, on which the other axis is employee experience. Which correlation coefficient would be the strongest suggestion that productivity increases with experience?
- A. +0.8
- B. 0.9
- C. +0.2
- D. 0
Answer: A
Explanation:
Explanation: A correlation coefficient of +0.8 would be the strongest suggestion that productivity increases with experience. Only a positive correlation coefficient indicates that productivity and experience are positively correlated. A negative correlation coefficient would indicate that productivity declines with experience. For this reason, the answer is +0.8, even though 0.9 (answer choice D) represents the strongest correlation.
NEW QUESTION 89
The Immigration Reform and Control Act (IRCA) of 1986 applies to businesses with minimum of how many employees?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: B
Explanation:
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 90
Which of the following is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA?
- A. WH380
- B. WH383
- C. WH382
- D. WH381
Answer: D
Explanation:
Explanation: Form WH381 is identified as the "eligibility, rights, and responsibilities notice" for employees regarding FMLA. Form WH382 is identified as a "designation notice" to inform employees about FMLA requirements for factors such as a required medical certification or a required fitnessforduty certification. The other answer choices do not reflect significant FMLA forms.
NEW QUESTION 91
The Consolidated Omnibus Reconciliation Act (COBRA) requires that companies employing a certain number of people - or more - must offer a specified amount of health benefits. What is the minimum number of employees that a company must have for COBRA guidelines to be in effect?
- A. 0
- B. 1
- C. 2
- D. 3
- E. 4
Answer: D
Explanation:
Explanation: COBRA regulations state that a company with at least 20 employees must provide a defined amount of health benefits for employees. Answer choices A, C, D, and E are all correct because they fail to recognize the requirements of COBRA regarding minimum number of employees.
NEW QUESTION 92
Which of the following is closest to the national LWDI average for privatesector organizations?
- A. 0
- B. 2.5
- C. 0.25
- D. 1
Answer: B
Explanation:
Explanation: The national lost work day index (LWDI) average for privatesector organizations is approximately 2.5. This means that there are about 2.5 lost work days per day for every hundred employees. This figure is calculated by the Occupational Health and Safety Administration. LWDI is calculated by dividing the number of workdays missed because of personal injury for each hundred employees, dividing by the total number of employees, and then multiplying by a hundred.
NEW QUESTION 93
Which of the following is the best definition of an employee brand?
- A. The total rewards philosophy for a company
- B. The human resources policy of marketing the company to prospective employees
- C. A clear portrayal of the company's identity
- D. The logo that represents a company
- E. The public relations strategy for a company's success
Answer: C
Explanation:
Explanation: An employer brand is simply a clear indication of a company's identity; it is essentially the unique characteristic(s) that define a company. An employer brand might be related to a public relations strategy (answer choice A), but it is not contained entirely within the public relations strategy. Similarly, the human resources policy of marketing (answer choice B) might reflect the employer brand, but this is not a clear definition of it. The total rewards philosophy is a separate part of a company's identity, so answer choice D is incorrect. And while the company might design a logo that reflects its employer brand, the logo is not equivalent to the brand.
NEW QUESTION 94
Which of the following OSHA forms is intended to be a Summary of WorkRelated Injuries and Illnesses?
- A. OSHA Form 300
- B. OSHA Form 301
- C. OSHA Form 301A
- D. OSHA Form 300A
Answer: D
Explanation:
Explanation: OSHA Form 300A is intended to be a Summary of WorkRelated Injuries and Illnesses. OSHA Form 300 is intended to be a Log of WorkRelated Injuries and Illnesses. OSHA Form 301 is intended to be an Injury and Illness Incident Report. OSHA Form 301A does not exist.
NEW QUESTION 95
Which of the following is considered indirect compensation?
- A. leave of absence
- B. variable compensation
- C. base pay
- D. performance bonus
Answer: A
Explanation:
Explanation: A leave of absence is considered indirect compensation. Compensation is indirect when it cannot easily be assigned a monetary value. Since an employee is not paid during a leave of absence, granting one is not a direct expense for the company. Of course, the employee's absence may result in diminished productivity and therefore less revenue for the company, but it is difficult to quantify this loss.
NEW QUESTION 96
The largest number of workrelated injuries and health problems in the United States each year belong to which of the following categories?
- A. Jobrelated stress
- B. Excess physical output
- C. Poor ergonomics
- D. Psychological strain
Answer: C
Explanation:
Explanation: Poor ergonomics result in the largest number of workrelated injuries and health problems in the United States each year. Jobrelated stress and psychological strain no doubt contribute to a number of problems as well, but these areas are much more difficult to quantify. Excess physical output would apply largely to jobs with high physical activity - which is not necessarily a high percentage of jobs in the United States - whereas poor ergonomics can affect employees in almost every job.
NEW QUESTION 97
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