As a Senior HR Professional for your organization, you're coaching one of your employees on civil rights and employment. What does Title VII of the Civil Rights Act of 1964 accomplish?
Answer(s): C
Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470- 43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Federal Employment Legislation
It's important for an instructor to have clarity of presentation. Which of the following statements is an example of clarity of presentation?
Answer(s): A
Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Organization Development
Part of organizational development is a commitment to quality. One of the quality pioneers you should be familiar with is Philip B. Crosby. Which one of Crosby's absolutes of quality management is revealed below?
A corporate manager regularly participates in discussion boards with a group of peers and one- on-one emails with a development specialist. He is mostlikely engaged in which of the following development activities?
Answer(s): D
Answer option D is correct. Virtual coaching is one method of leadership development. Used as part of overall coaching activities, it employs multiple sources of electronic media to reinforce management development. See Chapter 5 for more information. Mentoring (A), Peer to peer (B)and Leadership coaching (C) all primarily take place in a face-to-face setting.Chapter: Human Resource DevelopmentObjective: Talent Management
Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?
Answer option D is correct. The result measures whether the training had a positive impact on the bottom line. Answer option A is incorrect. Reaction measures immediate feedback of the training. Answer option B is incorrect. Learning measures what was learned through testing. Answer option C is incorrect. Behavior measures job performance of six months or more after training.Chapter: Human Resource DevelopmentObjective: Talent Management
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