FREE Associate Professional in Human Resources Question and Answers
What are marketing's four Ps?
The product, price, place, and promotion make up the four Ps of marketing. The term "product" refers to the features, specifications, and appearance of the good or service being sold. By choosing the appropriate pricing for a product, price refers to the art of maximizing profits. The places where the good or service will be sold are referred to as placemen. The term "promotion" also refers to a group of marketing and PR initiatives designed to increase product sales.
What is the most reliable source, in the opinion of the Office of Federal Contract Compliance Program, for information on employee racial and ethnic composition?
The Office of Federal Contract Compliance Program prefers that self-reporting be used to produce employee racial and ethnic statistics. It is better if employees express their race or ethnicity in words, as is frequently done during the employment process. Data that is self-reported is more reliable and is less likely to be affected by the need to show diversity.
What constitutes the first step in enterprise risk management for human resources departments?
An audit is an initial stage in enterprise risk management for human resources departments. Enterprise risk management is the systematic evaluation of potential risks to businesses and the development of a plan to reduce such risks. An audit of human resources looks for areas where the company may be at risk due to poor working conditions or regulatory violations. Interviews with employees might be included in the audit. One result of an audit could be the acquisition of insurance. Forecasting is only permitted when an audit is finished.
Except for the following, all of the following would be regarded by law as unfair labor practices for an employer:
Employers have a variety of choices for bargaining, and engaging in positional bargaining is not regarded as an unfair labor practice. However, engaging in a hot cargo arrangement with the union, punishing employees for joining unions, and refusing to negotiate with the employee union may all be viewed by employers as engaging in unfair labor practices.
The Injury and Illness Incident Report is one of which of the following OSHA forms?
The Injury and Illness Incident Report is found on OSHA Form 301. The Log of Work-Related Injuries and Illnesses is OSHA Form 300. The Summary of Work-Related Injuries and Illnesses is on OSHA Form 300A. No OSHA Form 301A is available.
In order to lower the turnover rates of important seasoned employees, which of the following retention tactics would be the most useful for a human resource professional to employ?
For newly hired employees who are just getting acquainted with the company, streamline onboarding is a useful retention tool. Although some employees may find remote work to be a desirable perk or requirement, it is not a universal solution and is not practical for all jobs or organizations. Reviewing job descriptions can be helpful during job analysis processes, but if a worker has taken on more responsibility and developed in their position to the point where a review is necessary, utilizing internal mobility is a more effective way to acknowledge the value the worker brings to the company. Employee retention and career growth are influenced by recognition for value-added and a job well done in the form of a promotion or other career advancement.
Which of the following is NOT a requirement for the NLRB to recognize a new employer that has acquired a company as a successor employer?
The following are some of the requirements that the NLRB uses to determine whether a new employer who has acquired a company qualifies as a successor employer: demonstrating a clear parallel in the company's products and operating procedures; demonstrating a significant continuity in standard business operations; and establishing a clear agreement with the prior employer. The NLRB also identifies a successor employer as one who assimilates a respectable number of employees from under the prior company, though the successor employer is not required to do so.