心配しないでください。私たちを見つけるのはあなたのHRCIのPHRサンプル問題集試験に合格する保障からです。数年以来IT認証試験のためのソフトを開発している我々Goldmile-Infobizチームは国際的に大好評を博しています。 Goldmile-Infobizには専門的なエリート団体があります。認証専門家や技術者及び全面的な言語天才がずっと最新のHRCIのPHRサンプル問題集試験を研究していて、最新のHRCIのPHRサンプル問題集問題集を提供します。 あなたにHRCIのPHRサンプル問題集試験のソフトの更新情況を了解させます。
HRCI Certifications PHR 」と感謝します。
PHR - Professional in Human Resourcesサンプル問題集試験に合格するには、たくさん時間と精力が必要です。 有効的なHRCI PHR 関連合格問題認定資格試験問題集を見つけられるのは資格試験にとって重要なのです。我々Goldmile-InfobizのHRCI PHR 関連合格問題試験問題と試験解答の正確さは、あなたの試験準備をより簡単にし、あなたが試験に高いポイントを得ることを保証します。
Goldmile-InfobizはHRCIのPHRサンプル問題集「Professional in Human Resources」試験に向けて問題集を提供する専門できなサイトで、君の専門知識を向上させるだけでなく、一回に試験に合格するのを目標にして、君がいい仕事がさがせるのを一生懸命頑張ったウェブサイトでございます。
HRCI PHRサンプル問題集 - 本当に助かりました。
Goldmile-Infobiz を選択して１００％の合格率を確保することができて、もし試験に失敗したら、Goldmile-Infobizが全額で返金いたします。
Goldmile-Infobizが提供した問題集を利用してHRCIのPHRサンプル問題集試験は全然問題にならなくて、高い点数で合格できます。HRCI PHRサンプル問題集試験の合格のために、Goldmile-Infobizを選択してください。
PHR PDF DEMO:
QUESTION NO: 1
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: 2
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: 3
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: 4
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
QUESTION NO: 5
Your manager has approached you regarding her desire to outsource certain functions to an external firm. She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to the vendors in this instance?
A. Request for Proposal
B. Request for Quote
C. Invitation for Bid
D. Request for Information
Answer: A
SAP C_BCBAI_2509 - 弊社はあなた１００％合格率を保証いたします。 ASIS PSP - 弊社の商品は試験の範囲を広くカバーすることが他のサイトがなかなか及ばならないです。 Goldmile-InfobizはHRCIのSAP C_S4CS_2508認定試験「Professional in Human Resources」に向けてもっともよい問題集を研究しています。 IBM C1000-200 - 弊社が提供した問題集がほかのインターネットに比べて問題のカーバ範囲がもっと広くて対応性が強い長所があります。 PRINCE2 PRINCE2Foundation-JPN - Goldmile-Infobizの問題集は最大のお得だね！
Updated: May 28, 2022