Society for Human Resource Management MCQ Flashcards
7 cards from real SHRM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Society for Human Resource Management MCQ flashcards as text
An employee reports that a supervisor has been making unwanted sexual comments. The employer conducts no investigation. The employer may be liable under Title VII because:
Answer: The employer failed to take prompt, corrective action after notice
Employers are liable for supervisor harassment when they knew or should have known and failed to take prompt corrective action to remedy the situation.
Which organizational development intervention is specifically designed to improve communication and collaboration between two conflicting work groups?
Answer: Intergroup development
Intergroup development is an OD technique that addresses dysfunctional relationships between groups by facilitating dialogue and shared goal identification.
Under the ADA, an employer must provide a reasonable accommodation unless it would cause:
Answer: Undue hardship based on cost and operational impact
The ADA requires reasonable accommodation unless it imposes an undue hardship, evaluated based on factors like cost, resources, and operational impact.
A company's HR team calculates a turnover rate of 25% for the year. Which formula correctly represents this metric?
Answer: (Number of separations / Average number of employees) × 100
Turnover rate is calculated by dividing the number of separations by the average number of employees and multiplying by 100.
Which pay structure is characterized by broad salary ranges that cover multiple traditional pay grades, giving managers more flexibility in rewarding performance?
Answer: Broadbanding
Broadbanding consolidates many narrow pay grades into fewer, wider bands, providing flexibility to recognize performance and career development within a band.
During a union organizing campaign, which employer action is permissible under the National Labor Relations Act?
Answer: Sharing factual information about the costs and risks of unionization
Employers may share accurate, factual information about unionization, but may not threaten, interrogate, promise benefits, or spy on organizing activities (TIPS).
An HR professional using a competency-based approach to training needs analysis would focus primarily on:
Answer: Gaps between desired and current employee knowledge, skills, and behaviors
Competency-based training needs analysis identifies gaps between the competencies employees currently have and those required for effective job performance.