HRCI PHR Dumps PDF Free Download - Page: 5

QUESTION: 21

As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management.

Who addressed organizational culture as "that's the way we do things around here"?

Frederick Herzberg
Allen A Kennedy
Edgard Schein
W Edwards Deming

Answer(s): C

Explanation:

Edgard Schein of MIT's Sloan School of Management is the individual who defined organizational culture as "that's the way we do things around here."
Answer option A is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual.
Answer option D is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly.
Answer option B is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.

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QUESTION: 22

As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967.
What is the maximum age this act applies to people?

There is no age limit in the act
65
70
75

Answer(s): A

Explanation:

The Age Discrimination in Employment Act 1967 has no age limit on the employees or job applicants. Answer options B, C, and D are incorrect. The Age Discrimination in Employment Act 1967 has no age limit on the employees or job applicants.

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QUESTION: 23

You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?

Financial control
Locale of work performed
Behavioral control
Type of relationship

Answer(s): B

Explanation:

The locale of the work performed is not one of the three levels of control as defined by the IRS. The three levels are: Behavioral control, financial control, and the type of relationship. Answer option C is incorrect. Behavioral control defines who does the work, who controls the work, who directs the work, and how each action is done. Organizations train employees to perform services in a particular manner, while independent contractors determine their own methods. Answer option A is incorrect. Financial control defines whether the business has a right to control the financial business aspects of the worker's job. The business aspects are as follows:
The extent to which the worker makes services available to the relevant market versus a single business
How the worker is paid
The extent to which the business expenses are not reimbursed The extent of investment made by the worker in the business Answer option D is incorrect. The type of relationship should be defined in the written contract, assuming one exists, between the person and the organization.

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QUESTION: 24

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?

One year from the date of the incident
Five years following the year of the incident
Three years following the year of the incident
90 days following the year of the incident

Answer(s): B

Explanation:

OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for five years following the year of the injury.
Answer option A is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option D is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option C is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.

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QUESTION: 25

Which one of the following best describes Progressive discipline?

Discussion of substandard performance, written warning, final written warning, termination.
Series of documents of employee's incompetence or insubordination that precedes an employee's termination.
Discussion of substandard performance, verbal warning, written warning, and final written warning.
Series of documents of employee's substandard performance prior to each step of discipline or termination.

Answer(s): C

Explanation:

Progressive discipline usually follows a series of steps of discipline, where each step is slightly more serious than the previous step. The most common steps are: Discussion of substandard performance, verbal warning, written warning, and final written warning. Answer options A, D, and B are incorrect. These are'nt valid descriptions of progressive discipline.

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HRCI Professional in Human Resources PHR Dumps in PDF

Free HRCI PHR Real Questions (page: 5)

QUESTION: 21

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QUESTION: 22

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QUESTION: 23

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QUESTION: 24

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QUESTION: 25

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