現在很多IT專業人士都一致認為HRCI PHR參考資料 認證考試的證書就是登上IT行業頂峰的第一塊墊腳石。因此HRCI PHR參考資料認證考試是一個很多IT專業人士關注的考試。 Goldmile-Infobiz承諾如果考試失敗就全額退款。為了你能順利通過PHR參考資料考試，趕緊去Goldmile-Infobiz的網站瞭解更多的資訊吧。 很多選擇使用Goldmile-Infobiz的產品的考生一次性通過了IT相關認證考試，經過他們回饋證明了我們的Goldmile-Infobiz提供的幫助是很有效的。
PHR參考資料認證考試是一個很難的考試。
Goldmile-Infobiz是個為HRCI PHR - Professional in Human Resources參考資料認證考試提供短期有效培訓的網站。 您是否在尋找可靠的學習資料來準備即將來的最新 PHR 試題考試？如果是的話，您可以嘗試Goldmile-Infobiz的產品和服務。我們提供最新的HRCI 最新 PHR 試題考古題是經過眾多考生和專家檢驗過的學習指南，保證成功率百分之百的考古題。
你也可以先在網上免費下載Goldmile-Infobiz提供的部分關於HRCI PHR參考資料 認證考試的練習題和答案作為嘗試，在你瞭解了我們的可靠性後，快將我們Goldmile-Infobiz提供的產品加入您的購物車吧。Goldmile-Infobiz將成就你的夢想。Goldmile-Infobiz的專家團隊為了滿足以大部分IT人士的需求，他們利用自己的經驗和知識努力地研究過去的幾年的HRCI PHR參考資料 認證考試題目，如此，Goldmile-Infobiz的最新的HRCI PHR參考資料 的模擬測試題和答案就問世了。
通過HRCI HRCI PHR參考資料認證考試可以給你帶來很多改變。
我們Goldmile-Infobiz HRCI的PHR參考資料的考試考古題是經過實踐檢驗的，我們可以提供基於廣泛的研究和現實世界的經驗，我們Goldmile-Infobiz擁有超過計畫0年的IT認證經驗，PHR參考資料考試培訓，包括問題和答案。在互聯網上，你可以找到各種培訓工具，準備自己的PHR參考資料考試認證，Goldmile-Infobiz的PHR參考資料考試試題及答案是最好的培訓資料，我們提供了最全面的驗證問題及答案，讓你得到一年的免費更新期。
要想一次性通過HRCI PHR參考資料 認證考試您必須得有一個好的準備和一個完整的知識結構。Goldmile-Infobiz為你提供的資源正好可以完全滿足你的需求。
PHR PDF DEMO:
QUESTION NO: 1
You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?
A. Construct-related validity
B. Predictive validity
C. Criterion-related validity
D. Content validity
Answer: D
QUESTION NO: 2
The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
A. All organizations with employees must abide by this law
B. Organizations with 100 or more employees
C. Organizations with 15 or more employees
D. This law only addresses federal government employees
Answer: C
QUESTION NO: 3
The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the
JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?
A. Perpetuating past unintentional practices
B. Perpetuating past discrimination practices
C. Succumbing to an adverse impact
D. Not finding qualified racially diverse candidates
Answer: B
QUESTION NO: 4
You are an HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which EEO
Report is a survey, collected every other year on even calendar years?
A. EEO-4 Report
B. EEO-5 Report
C. EEO-3 Report
D. EEO-1 Report
Answer: C
QUESTION NO: 5
Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization.
Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?
A. This is an example of an exception by bonafide occupational qualification to the Title VII of the Civil
Rights Act of 1964
B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
C. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
D. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company
Answer: A
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Updated: May 28, 2022