PHR 無料問題集「HRCI Professional in Human Resources」

（A）Ask employees in the work group if they have related allergies.

（B）Request that the employee supplies their provider's certification.

（C）Approve the request as required by the Americans with Disabilities Act (ADA).

（D）Conduct an investigation to determine if an emotional support animal is needed.

（A）Focus on retention rather than recruitment

（B）Focus on recruitment rather than retention

（C）Encompass the entire employment life cycle

（D）Vary throughout the year with the hiring cycle

（A）Should document discovery of the information for the employee's medical file.

（B）Violated the Genetic Information Nondiscrimination Act (GINA) by listening to the conversation.

（C）Should report the conversation as a violation of GINA.

（D）Did not violate any laws since the conversation was overheard unintentionally.

（A）Based on first impressions.

（B）As meeting expectations.

（C）Based on their most recent performance.

（D）According to their previous evaluation.

（A）Validity index

（B）Reliability quotient

（C）Standard deviation

（D）Mode indicator

（A）Administers processing of benefit claims

（B）Does not need to purchase stop-loss coverage

（C）Shares in the cost savings

（D）Can raise the co-pay and deductible

（A）HR delivers the rewards to employees.

（B）The organization is recognized as a "best place to work."

（C）Significant effort is put forth by managers.

（D）Outside consultants handle the transition.

（A）Nonintrusive on the privacy of the employee

（B）Considered as essential to the employee's best interests

（C）An outcome of a private business transaction

（D）Connected to a legitimate business interest

（A）Was not aware of the alleged discriminatory action.

（B）Could not reasonably be expected to have known that the action in question was discriminatory.

（C）Had a legitimate, non-discriminatory reason for taking the action in question.

（D）Has been consistent in past practice with similarly-situated employees.