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Grab these 25 verified practice test questions for the HRCI and SHRM exams. Includes downloadable pdf with answer key to help you prepare for your HR certification exam.
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Terms in this set (29)
Answer: B. Develop a "gap analysis" based on the benchmarking data
A large corporation's board requires its president and CEO to retire upon reaching age 65. Which of the statements below is most correct?
A. Under the ADEA, companies may not have mandatory retirement policies.
B. There are exceptions to the ADEA that allow mandatory retirement if certain specific conditions are met.
C. Companies may only have mandatory retirement policies for safety-sensitive positions where age may be a factor in job performance.
D. Companies may have mandatory retirement policies only if applied to individuals over 70.
A. Under the ADEA, companies may not have mandatory retirement policies.
B. There are exceptions to the ADEA that allow mandatory retirement if certain specific conditions are met.
C. Companies may only have mandatory retirement policies for safety-sensitive positions where age may be a factor in job performance.
D. Companies may have mandatory retirement policies only if applied to individuals over 70.
Answer: B. There are exceptions to the ADEA that allow mandatory retirement if certain specific conditions are met.
Answer: C. Multiple evaluations by different managers
If your company has an ""experience-rated"" health insurance plan, it means that:
A. Health insurance rates are based on the age of each member.
B. The anticipated future expenses are the basis for rate adjustments
C. The surplus premium not paid out in claims from last year is deducted from the next year's premium.
D. The actual previous claims experience is the basis for determining the next year's premium rates.
A. Health insurance rates are based on the age of each member.
B. The anticipated future expenses are the basis for rate adjustments
C. The surplus premium not paid out in claims from last year is deducted from the next year's premium.
D. The actual previous claims experience is the basis for determining the next year's premium rates.
Answer: D. The actual previous claims experience is the basis for determining the next year's premium rates.
Answer: C. Learning management system
Improshare plan bonuses are different from bonuses under the Scanlon or Rucker plans in that:
A. It is given for productivity gains resulting from a reduction in production time.
B. It is based on individual contributions to the goal.
C. It is based on the number of dollars saved.
D. The group members receive the total amount saved.
A. It is given for productivity gains resulting from a reduction in production time.
B. It is based on individual contributions to the goal.
C. It is based on the number of dollars saved.
D. The group members receive the total amount saved.
Answer: A. It is given for productivity gains resulting from a reduction in production time.
In an employment-at-will state, which of the following items is a legally acceptable reason for terminating an employee?
A. Sherry complained about her workload on a daily basis to her supervisor and anyone else who would listen to her.
B. Andrew talked to union organizers about trying to start a union at his firm
C. Becky violated company policy when she spent more than two weeks on jury duty.
D. Karen fell and broke her ankle in an unauthorized section of the building and filed a workers compensation claim.
A. Sherry complained about her workload on a daily basis to her supervisor and anyone else who would listen to her.
B. Andrew talked to union organizers about trying to start a union at his firm
C. Becky violated company policy when she spent more than two weeks on jury duty.
D. Karen fell and broke her ankle in an unauthorized section of the building and filed a workers compensation claim.
Answer: A. Sherry complained about her workload on a daily basis to her supervisor and anyone else who would listen to her.
Which group of people typically make up a peer-review panel?
A. Supervisors and non-supervisory employees.
B. Managers above the level of the employee's supervisor whose decision is being appealed.
C. Co-workers of the employee making the appeal.
D. Managers, peers of the employee, and an unbiased third-party who does not work for the company.
A. Supervisors and non-supervisory employees.
B. Managers above the level of the employee's supervisor whose decision is being appealed.
C. Co-workers of the employee making the appeal.
D. Managers, peers of the employee, and an unbiased third-party who does not work for the company.
Answer: A. Supervisors and non-supervisory employees.
Which components of contingency plans is HR typically responsible for?
A. Communication systems, government and community relations, client relationships, and customer success
B. Policies, emergency contact information, and workplace relocation, communication, training, development
C. Budget, cash management, contracting and purchasing, reserve fund, investment oversight, contract workers
D. Internet security, data procedures, data protection, privacy, incident response, system capacity
A. Communication systems, government and community relations, client relationships, and customer success
B. Policies, emergency contact information, and workplace relocation, communication, training, development
C. Budget, cash management, contracting and purchasing, reserve fund, investment oversight, contract workers
D. Internet security, data procedures, data protection, privacy, incident response, system capacity
Answer: B. Policies, emergency contact information and workplace relocation, communication, training, development
For collective bargaining purposes, when determining the bargaining unit, temporary workers:
A. Are employees of a temporary agency and not considered part of the bargaining unit.
B. May be considered within the bargaining unit if both the temporary agency and the contracting employer consent.
C. Are only part-time employees and not considered part of the bargaining unit.
D. Are considered joint employees of the employer and the temporary agency and are eligible to vote in the bargaining unit election.
A. Are employees of a temporary agency and not considered part of the bargaining unit.
B. May be considered within the bargaining unit if both the temporary agency and the contracting employer consent.
C. Are only part-time employees and not considered part of the bargaining unit.
D. Are considered joint employees of the employer and the temporary agency and are eligible to vote in the bargaining unit election.
Answer: B. May be considered within the bargaining unit if both the temporary agency and the contracting employer consent.