최신HRCI Associate Professional in Human Resources - aPHR무료샘플문제

A. Temp-to-lease arrangement

B. Outsources or managed services

C. Master vendor contract

D. Payrolling

A. A wage/salary conversion table

B. A scale based on compensable factors

C. Predetermined wage classes

D. A comparison with market pricing

A. Ranking method

B. Narrative essays

C. Management by objectives (MBO)

D. Critical incident

A. Checking with colleagues in competing organizations

B. Advising senior management

C. Tracking birthdays

D. Determining reasons for turnover rates

A. MSHA rules apply to all mining operations in the United States. The Golden Nugget Mine will have to study those rules and get ready for inspections by the government.

B. There are MSHA regulations to be considered, but because they are not in the coal mining business, the Golden Nugget Mine won't have to worry about them.

C. MSHA can tell the mine what to do, but it has no authority to conduct inspections because the Golden Nugget is not a coal mine.

D. There are only OSHA regulations in general. All of those rules still apply.

A. "That's okay. We won't process a W-4 form for you. We will give you a Form 1099."

B. "I'll check with the accounting department to find out whether you can do that."

C. "Unfortunately, all employees are subject to payroll tax withholding."

D. "If you can show me a W-10 form you have submitted to the IRS, we can block your paycheck withholding."

A. Government-regulated benefits

B. Employer-sponsored benefits

C. Medical benefits

D. Social benefits

A. Gig workers

B. Internships

C. Job rotation

D. Cross-training

A. Nope. They are guidelines only. The union will work out any deviations in the grievance process.

B. Arrrrggggg. Never. If the employer tells the union it isn't going to enter into a contract, then the agreement is only an informal set of working rules.

C. Hmmm. Maybe. If the agreement says it is a contract, then it is a contract. If it doesn't claim to be a contract, then it isn't.

D. Yup. They are written expressions of a set of workplace rules and benefits the employer will provide in exchange for employee work performance.

A. Retinal scans, Social Security numbers, home address

B. Parking space assignment, company savings plan offerings, exempt status

C. Medical insurance plan content, compensation ranges, attendance score

D. Food preferences, day-off preferences, corporate insurance plan content

A. Behavior observation

B. Graphic rating scale

C. Forced distribution

D. Paired comparison

A. Taking a candidate on a tour of the facility

B. Having a panel interview with a group of employees who are currently performing the job

C. Completing a pre-employment assessment test

D. Having the candidate job shadow

A. Violent behavior of any kind is justification for immediate dismissal. Even if there is no policy that says violence can result in immediate termination, that is how this situation should be handled.

B. This is the reason people should learn self-defense. When someone is defending themselves, there should be no reason for employer-imposed discipline. The aggressive employee should be given a written warning, though.

C. It depends on how other aggressive behavior has been treated in the past. Even though there have not been fights per se, the employee treatment should be guided by history.

D. It is hard for someone to start a fight by themselves. Both employees should be written up, skipping the oral warning step of progressive discipline.