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HRCI PHRca (Professional in Human Resources - California) Exam is designed for human resource professionals who are seeking a certification that is recognized by the State of California. Professional in Human Resources - California certification is provided by the Human Resource Certification Institute (HRCI) and is a credential that affirmatively demonstrates to employers and other HR professionals that you possess the skills and knowledge necessary to succeed in the field of human resources. As a certified PHRca professional, you will be able to strategically navigate the complex human resources landscape of California.
HRCI PHRca exam is an important certification for individuals who work in the human resources field in California. It is designed to test the knowledge and skills of individuals who have a deep understanding of the field, and it is intended to help ensure that certified professionals are able to provide high-quality services to their clients and employers.
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HRCI Professional in Human Resources - California Sample Questions (Q135-Q140):
NEW QUESTION # 135
Match the Employee Involvement Strategies with their descriptions.
Answer:
Explanation:
Explanation:
Diagram Description automatically generated
Employee involvement can be very simple, such as a suggestion box, or more complex, such as a self-directed work team. The next section discusses a number of communication strategies that are a key aspect of effective employee-involvement programs. Other strategies for involving employees include the following:Suggestion Boxes:A suggestion box provides an anonymous means by which employees can provide management with ideas for improvements. As with any method of soliciting information from employees, it's important that suggestions be acted on in a timely manner, or the concept of the suggestion system loses its credibility.
Delegating Authority:Management demonstrates respect for its employees by trusting them to make the decisions necessary to do their jobs. To do this effectively, management needs to delegate a sufficient level of authority to employees for making decisions or incurring expenses so they're free to act without waiting for approval to take necessary action.Task Force:A task force is brought together to research and recommend solutions for a significant undertaking or problem; once the solution has been determined, the task force disbands. A task force might be created to analyze technological improvements in a manufacturing plant and recommend improvements that will meet the long-term strategic objectives of the organization.Committees:
Committees are often formed to address ongoing issues in the organization and may be permanent, such as a safety committee, or ad hoc, such as a group appointed to plan a company function.Work Team:A work team consists of employees who work together each day to accomplish their assignments. The team can be composed of members in a single functional area, or it can have members from several functions that are needed to accomplish the goal. A functional work team might consist of employees in the marketing department who develop collateral pieces for company products. A cross-functional work team might consist of employees from the research and development, manufacturing, marketing, operations, and accounting departments who are responsible for developing, launching, and marketing a specific product.Virtual Work Team:A virtual work team operates in much the same way as a work team, with one major exception: team members aren't located in the same building but may work anywhere in the world and connect through the Internet to accomplish team assignments.Employee-Management Committees:Employee-management committees are used to solve problems in a variety of areas, such as production schedules, safety, and employee social events. The inclusion of employees on these committees helps to bring all the information to the table for making decisions and provides employees with input into how they do their jobs. From this point of view, they make positive contributions to operations.
Chapter:Employee and Labor Relations
Objective:Employee Relations
NEW QUESTION # 136
Which of the following describes salting?
- A. The union hires an individual to apply for a job with an employer and begin to organize the company.
- B. The union hires an individual to picket the employer's business.
- C. The union hires an individual to distribute leaflets to employees as they are leaving work at the end of the day.
- D. The union hires an individual to publicize its reasons for targeting an employer for unionization.
Answer: A
Explanation:
Answer option B is correct.Salting occurs when a union hires an individual experienced at organizing tactics to apply for a job with a company that has been targeted for an organizing campaign (B). Options C, D, and A are tactics used by unions during organizing campaigns.
Chapter:Employee and Labor Relations
Objective:Review Questions
NEW QUESTION # 137
Job fulfillment from working with a talented peer group is an example of which of the following types of compensation?
- A. Intrinsic
- B. Total rewards
- C. Monetary
- D. Extrinsic
Answer: A
Explanation:
Answer option B is correct.Intrinsic rewards are driven by internal versus external factors. Job fulfillment based on work relationships, the opportunity to use strengths, and career growth are examples of nonmonetary compensation. Extrinsic rewards (C) are those rewards that are driven by external factors, usually in the form of monetary (A) or benefit rewards (components of a total rewards system (D)).
Chapter:Compensation and Benefits
Objective:Review Questions
NEW QUESTION # 138
As an HR Professional, you must be familiar with the collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. Consider an arbitration process between the management and the union. What term is assigned to the resolutionof the disagreement, by an arbitrator's interpretation of the language of the contract?
- A. Outcome
- B. Resolution
- C. Decision
- D. Interpretation
Answer: C
NEW QUESTION # 139
An employee has resigned. During the exit interview, the employee tells HR that the reason for the resignation is that for the last 3 months the supervisor has been hostile, refused to provide instructions on work assignments, given the employee all the most unpleasant tasks in the department, and verbally reprimanded the employee in front of co-workers and customers. The employee may have a cause of legal action based on which of the following?
- A. The employer's duty of good faith and fair dealing
- B. Promissory estoppel
- C. Constructive discharge
- D. Fraudulent misrepresentation
Answer: C
Explanation:
Answer option C is correct.Constructive discharge occurs when the employer forces an employee to resign by creating a work environment that is so unpleasant a reasonable person would resign. The duty of good faith and fair dealing (B) applies to contracts, requiring both parties to act in a fair and honest manner with each other to ensure that benefits of the contract are realized. Promissory estoppel (D) occurs when an employer entices an employee to take an action by promising a reward but then does not follow through on the reward.
Fraudulent misrepresentation (A) occurs when an employer makes untrue promises or claims to a candidate.
Chapter:Employee and Labor Relations
Objective:Review Questions
NEW QUESTION # 140
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