The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed
unions and engaged in certain types of secondary boycotts. What is a secondary boycott?

A.

It is an effort to convince others to stop doing business with a particular organization that
is the subject of a primary boycott.

B.

It is an effort to create more than one boycott on an organization, on two or more
revenue streams.

C.

It is two or more boycotts by two or more union-backed organizations against one
company.

D.

It is additional boycotts against companies that do business with a company which the
union is boycotting.

The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of
wages or benefits, to men and women who perform substantially equal work for the same
employer, in the same establishment, and under similar working conditions. The law
defined substantial equality of job content on four factors. Which one of the following is not
one of the four factors this law defines?

A.

Effort

B.

Working conditions

C.

Skill

D.

Education

Which of the following are the key components of gainsharing? Each correct answer
represents a complete solution. Choose three.

A.

The organization and theemployees share the financial gains.

B.

If goals for improvements are met, employees and managers share the success.

C.

Managers and employees provide their part of salary for charity.

D.

Employees and management work together for reviewing organizational performance.

Beth is a HR Professional for her organization and she's discussing the risk of growing her
organization's business. What is risk and why would it be considered in HR for
organizational growth?

A.

Risk is an uncertain event or condition that may help or hinder an organization. Adding
employees can help positive risks or amplify negativerisk events.

B.

Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.

C.

Risk is a negative event that an organization must consider when adding new
employees to grow a company.

D.

Risk is an uncertain event or conditionthat can have a positive or negative effect on the
goals of an organization

On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make
the rules more accessible and easier to implement. Which of the following statements is not
part of this significant update to the Affirmative Action program in CFR Part 60-2?

A.

Reduced the number of additional required elements of the written Affirmative Action
Plan from 10 to 4

B.

Reaffirmed that affirmative action isn't to establish quotes, but to create goals

C.

Granted employers with fewer than 100 employees, permission to prepare a job group
analysis that uses EEO-1 categories as job groups

D.

Workforce analysis was replaced with a one-page organizational profile

Deal and Kennedy defined the four dimensions of organizational culture that you should be
familiar with, as an HR Professional. What dimension of organizational culture is best
defined by the hidden hierarchy of power?

A.

Culture network

B.

Joy

C.

 Values

D.

Heroes

You are an HR Professional for your organization. Your organization employs 120 people
in the United States. You are required to file the EEO-1 report for your organization by what
date?

A.

April 15 of each year

B.

The anniversary date of your organization reaching 100 employees

C.

January 1 of each year

D.

September 30 of each year

Organizational functions, according to Fayol, conform to one of the six functional areas.
Which one of the following is not an area of organizational functions for strategic planning?

A.

Sales and marketing

B.

Financial activities

C.

Human resource management

D.

Technical activities

The Department of Labor establishes the rules for unemployment insurance and
associated claims. Who administers the unemployment?

A.

Each organization

B.

The Department of Labor

C.

Insurance companies

D.

Each state

Your organization will be using the factor comparison technique in their evaluations of job
performance. You need to communicate what the factor comparison technique
accomplishes as you're the HR Professional for your organization. Which of the following
best describes the factor comparison technique?

A.

Factor comparison is an evaluation technique that involves the ranking of each
compensable factor of each job.

B.

Factor comparison is an evaluation technique that involves the ranking of each
compensable factor of each job. A monetary value is assigned for each factor to determine
its worth. Based on performance, historical information, and value this approach
determines the importance and value of each job.

C.

Factor comparison is an evaluationtechnique that involves the ranking of each
compensable factor of each job. A monetary value is assigned for each factor to determine
its worth. Based on performance, historical information, and value this approach
determines a bonus structure for each job.

D.

Factor comparison is an evaluation technique that involves the ranking of each
compensable factor of each job. A monetary value is assigned for each factor to determine
its worth. Based on performance, historical information, and value this approachdetermines
a pay rate for each job.

What term describes a manager who makes himself visible, being present for employees,
and getting out of his office to interact with employees?

A.

Open door policy

B.

Progressive discipline

C.

Active management

D.

Management by walking around

The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against
employees on the basis of pregnancy, child birth, or other related medical conditions. This
law affects organizations having what minimum number of employees?

A.

All organizations with employees must abide by this law

B.

Organizations with 100 or more employees

C.

Organizations with 15 or more employees

D.

This law only addresses federal government employees