[Mar 31, 2023] Pass SHRM SHRM-CP Exam Info and Free Practice Test
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NEW QUESTION 84
Summarize the ruling in Regents of California v. Bakke (1978).
- A. Nonunion employees are not entitled to Weingarten rights.
- B. Universities may not use quotas to boost minority admissions.
- C. Arbitration clauses are enforceable even when a business is engaged in interstate commerce.
- D. Employees must be given a reasonable opportunity to reject unfair arbitration clauses.
Answer: B
Explanation:
Explanation: In Regents of California v. Bakke (1978), the Supreme Court ruled that universities may not use quotas to boost minority admissions. This case centered on a white man who was denied admission to medical school twice, though in both years minority students with lower grades and test scores were admitted. The white man, Allan Bakke, claimed reverse discrimination. The Supreme Court declared that it was unconstitutional for the University of California to base minority admissions on a quota, though race could be a factor in admissions decisions.
NEW QUESTION 85
What are the four styles of leadership identified by the HerseyBlanchard theory?
- A. managing, administrating, inspiring, following
- B. giving, taking, making, doing
- C. showing, growing, sowing, bestowing
- D. telling, selling, participating, delegating
Answer: D
Explanation:
Explanation: The four styles of leadership identified by the HerseyBlanchard theory are telling, selling, participating, and delegating. This model was developed by Paul Hersey and Kenneth Blanchard in the late 1970s. The appropriate style of leadership in a particular situation depends on the sophistication and experience of the subordinates. The range, from least sophisticated audience to most, is telling, selling, participating, and delegating. Telling is explicit instruction, while selling is more general encouragement and inspiration. Participating is working alongside employees, and delegating is setting goals and assigning responsibility to others.
NEW QUESTION 86
In terms of "foreseeable leave" for FMLA rights, how long in advance must an employee notify his employer?
- A. 60 days
- B. 45 days
- C. 30 days
- D. 15 days
Answer: C
Explanation:
Explanation: If the leave is considered foreseeable, the employee is expected to notify his employer at least 30 days in advance. An advance notice of 15 days is too short, while an advance notice of 45 or 60 days is not required (though certainly not inappropriate, if the employee expects the leave to be necessary that far in advance).
NEW QUESTION 87
Which of the following types of employee rating systems usually results in rating employees along a bell curve?
- A. Nominal scale
- B. Ranking
- C. Forced distribution
- D. Paired comparison
Answer: C
Explanation:
Explanation: A forced distribution usually results in rating employees along a bell curve. In a paired comparison, each employee's performance viewed in the context of another employee's performance. A ranking system is usually better for a smaller group of employees but can be difficult to organize with a larger group. A nominal scale is not recognized as a type of employee rating system.
NEW QUESTION 88
Which element of worker's compensation common law prevented employees from being compensated when their injury was caused by a colleague?
- A. doctrine of contributory negligence
- B. voluntary assumption of risk
- C. good Samaritan law.
- D. fellow servant rule
Answer: D
Explanation:
Explanation: The fellow servant rule prevented employees from being compensated when their injury was caused by a colleague. As the phrase suggests, this notion dates back to the time when workers were entirely uncompensated. In the past century, the legal system has begun to recognize that workers require more protection than is provided by relics of common law like the fellow servant rule.
NEW QUESTION 89
Eric is in charge of interviewing candidates for an open position in a hotel chain. As he considers each candidate, he finds himself quick to write off one young man in particular. This candidate has a strong resume and excellent credentials, but Eric decides that he just does not like this person and is disinclined to consider him a contender for the position. In doing so, Eric is demonstrating which of the following interview biases?
- A. Leniency
- B. First impression
- C. Cultural noise
- D. Gut feeling
- E. Nonverbal bias
Answer: D
Explanation:
Explanation: By allowing his intuition to guide his preference, Eric is relying on the bias of his gut feeling. Answer choice A is incorrect because a first impression bias means the interviewer allows an immediate impression of a candidate to determine a decision. Answer choice B is incorrect because a cultural noise bias means the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. Answer choice D is incorrect because a leniency bias is occurs when the interviewer is lenient in regard to a candidate and fails to take potential weaknesses into account. Answer choice E is incorrect because a nonverbal bias occurs when the interviewer is overinfluenced by body language instead of by the candidate's responses.
NEW QUESTION 90
During the opening conference of an OSHA inspection, the Compliance Health and Safety Officer requests an employee to accompany her around the facilities. What happens if no one volunteers?
- A. The inspection cannot continue.
- B. The company will receive a written reprimand.
- C. The company will be fined a maximum of $10,000.
- D. The CSHO will interview employees about their working conditions.
Answer: D
Explanation:
Explanation: If no employees volunteer to accompany the CSHO on her tour of the building, she will interview employees about their working conditions. It is standard procedure for the CSHO to be escorted by an employee, but if this is impossible for some reason, the CSHO continues the inspection in the most effective way possible. The company will not be penalized for failing to provide an escort.
NEW QUESTION 91
Which of the following is defined as pay provided for employees who respond to a work situation at short notice?
- A. Oncall pay
- B. Callback pay
- C. Reporting pay
- D. Geographic pay
Answer: A
Explanation:
Explanation: Oncall pay is defined as pay provided for employees who respond to a work situation at short notice. Geographic pay is simply the pay scale that applies to employees in different geographic locations (ensuring that they receive a similar ratio of compensation, regardless of location). Reporting pay is defined as pay legally required whether or not an employer has immediate work available for an employee. Callback pay is defined as pay provided for employees who must come into work beyond the scheduled work hours.
NEW QUESTION 92
The development section of a large energy company is in the process of overhauling its risk management program. In particular, the development section expects to assemble a new risk management program that takes previous situations more carefully into account. The head of the development company has contacted the human resources department for advice. What is the role of the human resources professional in this situation?
- A. Recommend a training program for employees of the development section to implement the risk management program
- B. Remain in contact with the department and ensure that the risk management program meets all legal and procedural requirements
- C. Provide the development section of the company with documentation that details current legal requirements for risk management
- D. Establish parameters for the development section to begin assembling its new risk management program
Answer: B
Explanation:
Explanation: In this situation, the human resources professional should remain in contact with the development section of the company to ensure that the new risk management program meets all legal and procedural requirements. Answer choices A and C represent elements of this process, but neither providing the development section of the company with documentation that details current legal requirements for risk management or establishing parameters for the development section to begin assembling its new risk management program is complete in itself. Recommending a training program might be useful, but it is more likely that the development section will create its own training program that fits the unique needs of the new risk management program. In this case, once again, the human resources professional should be involved largely in an advisory position to ensure that all legal/procedural requirements are followed and met.
NEW QUESTION 93
Which metric compares the number of new employees to the total number of employees?
- A. turnover rate
- B. succession rate
- C. replacement rate
- D. accession rate
Answer: D
Explanation:
Explanation: The accession rate compares the number of new employees to the total number of employees. This metric indicates whether an organization is experiencing too much or too little turnover. Human resources departments use the accession rate to identify focus areas for their recruiting and retention efforts.
NEW QUESTION 94
Which of the following is NOT one of the stages of stress identified by Dr. Hans Selye?
- A. resistance
- B. arousal
- C. exhaustion
- D. withdrawal
Answer: D
Explanation:
Explanation: Withdrawal is not one of the stages of stress identified by Dr. Hans Selye. According to his model, the human response to stress passes through three distinct stages. At first, the body responds to stress by arousing the nervous system. During this stage, a person may be anxious or forgetful. During the resistance stage, the person will feel tired and indifferent, and may be unwilling to socialize. In the final phase, exhaustion, the body is worn out from fighting stress, and behavior becomes erratic.
NEW QUESTION 95
How far in advance of a planned union picketing must a representation petition be completed?
- A. 60 days
- B. 45 days
- C. 30 days
- D. 15 days
Answer: C
Explanation:
Explanation: A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notify that far in advance, but it is not necessary.
NEW QUESTION 96
How do corporations fund business operations?
- A. Sale of stock
- B. Bank loans
- C. Investments by partners
- D. Government subsidies
Answer: A
Explanation:
Explanation: Corporations fund business operations through the sale of stock. The purchasers of the stock are known as shareholders, and they are the ultimate owners of the corporation. They appoint a board of directors, which oversees the daytoday managers of the corporation. When a corporation is successful, shareholders are paid dividends. When a corporation is unsuccessful, the value of stock shares may plummet.
NEW QUESTION 97
The Latin phrase respondeat superior translates to which of the following?
- A. Let the master answer
- B. Friend of the court
- C. With connected strength
- D. Thrown to the lions
Answer: A
Explanation:
Explanation: The Latin phrase respondeat superior translates to mean "let the master answer" and suggests that companies have a measure of responsibility for employee actions, if employee actions result from job responsibilities. The phrase "friend of the court" comes from the Latin amicus curiae. The phrase "with connected strength" comes from the Latin coniunctis viribus. The phrase "thrown to the lions" comes from the Latin damnatio ad bestias.
NEW QUESTION 98
Which of the following is not a stated category of OSHA violation?
- A. Accidental
- B. Serious
- C. Repeat
- D. Failure to abate
- E. Otherthanserious
Answer: A
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 99
Which Department of Labor form is appropriate for FMLA regulations that apply to caring for a covered service member?
- A. WH384
- B. WH385
- C. WH380E
- D. WH380F
Answer: B
Explanation:
Explanation: Department of Labor form WH385 is appropriate for FMLA regulations that apply to caring for a covered service member. Form WH380E applies to employees facing serious health conditions. Form WH380F applies to employees who are caring for family members with serious health conditions. Form WH384 applies to exigency leave for family of military service members.
NEW QUESTION 100
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