SHRM Knowledge 3

Question 1

Which of the following is an example of disparate impact discrimination?

Accepted Answer

A neutral pre-employment test disproportionately screens out a protected class without business justification

Answer

Disparate impact occurs when a facially neutral employment practice has a disproportionately adverse effect on a protected group and is not justified by business necessity.

Question 2

Under the FMLA, which employee is eligible to take protected leave?

Accepted Answer

An employee who has worked 1,250 hours over the past 12 months at a company with 55 employees

Answer

FMLA eligibility requires working for a covered employer (50+ employees), having 12 months of employment, and at least 1,250 hours worked in the past 12 months.

Question 3

In organizational development, 'force field analysis' is used to:

Accepted Answer

Identify driving and restraining forces affecting a proposed change

Answer

Force field analysis, developed by Kurt Lewin, identifies the forces that support or hinder a planned change, helping organizations strengthen drivers and reduce barriers.

Question 4

An employer wants to conduct a compensation survey to benchmark pay. Which approach provides the most reliable external market data?

Accepted Answer

Using published third-party compensation surveys from reputable industry sources

Answer

Third-party compensation surveys aggregate validated pay data across many organizations, providing statistically reliable market benchmarks for compensation decisions.

Question 5

Which of the following describes the 'halo effect' in performance appraisals?

Accepted Answer

A rater allows one positive trait to positively influence ratings on all other dimensions

Answer

The halo effect occurs when a rater's positive impression of one trait or behavior skews their ratings of unrelated performance dimensions upward.

SHRM - Society for Human Resource Management Practice Test

SHRM - Society for Human Resource Management Practice Test

SHRM Knowledge 3