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SPHR Questions - Part 82
1. Which of the following decisions result in a workforce reduction or transfer of employees to other jobs?
A) Offshoring
B) Workforce expansion
C) Corporate restructuring
D) Workforce reduction
2. Which of the following employment visas is used for DOD workers and fashion models?
A) H-1B
B) H-2A
C) H-2B
D) H-3
3. Which of the following identifies the knowledge, skills, and abilities needed to meet the future needs?
A) Workforce goals
B) Job analysis and description
C) Reengineering
D) Corporate restructuring
4. When a reduction in force occurs, the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid, the protected employee must be allowed how long to review and consider the agreement?
A) 21 days
B) 45 days
C) 180 days
D) 7 days
5. Which of the following tests is also known as honesty test?
A) Personality test
B) Integrity test
C) Aptitude test
D) Cognitive Ability Test
A) Offshoring
B) Workforce expansion
C) Corporate restructuring
D) Workforce reduction
2. Which of the following employment visas is used for DOD workers and fashion models?
A) H-1B
B) H-2A
C) H-2B
D) H-3
3. Which of the following identifies the knowledge, skills, and abilities needed to meet the future needs?
A) Workforce goals
B) Job analysis and description
C) Reengineering
D) Corporate restructuring
4. When a reduction in force occurs, the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid, the protected employee must be allowed how long to review and consider the agreement?
A) 21 days
B) 45 days
C) 180 days
D) 7 days
5. Which of the following tests is also known as honesty test?
A) Personality test
B) Integrity test
C) Aptitude test
D) Cognitive Ability Test
1. Right Answer: A
Explanation: Answer option A is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
2. Right Answer: A
Explanation: Answer option A is correct.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
3. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
4. Right Answer: B
Explanation: Answer option B is correct.ADEA waivers are valid during a reduction in force only if the employee has 45 days to consider the agreement. Once employees sign a RIF-related waiver, theADEA requires that they have 7 days (D) to revoke it. Terminations that are not part of a RIF require only 21 days (A) for consideration. An employee has 180 days (C) to file a charge with the EEOC in states that do not have their own EEO enforcement agency.Chapter: Workforce Planning and EmploymentObjective: Review Questions
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
Explanation: Answer option A is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
2. Right Answer: A
Explanation: Answer option A is correct.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
3. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Strategic Workforce Planning
4. Right Answer: B
Explanation: Answer option B is correct.ADEA waivers are valid during a reduction in force only if the employee has 45 days to consider the agreement. Once employees sign a RIF-related waiver, theADEA requires that they have 7 days (D) to revoke it. Terminations that are not part of a RIF require only 21 days (A) for consideration. An employee has 180 days (C) to file a charge with the EEOC in states that do not have their own EEO enforcement agency.Chapter: Workforce Planning and EmploymentObjective: Review Questions
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
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