Knowledge 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 Knowledge flashcards as text
Under the FLSA, which of the following employees is correctly classified as exempt from overtime requirements?
Answer: A senior financial analyst earning $70,000/year who exercises independent judgment on significant matters
The FLSA administrative exemption requires the employee to earn at least $684/week and exercise discretion and independent judgment on matters of significance.
Which HR metric best measures the effectiveness of a recruiting process by comparing the number of applicants to those who receive offers?
Answer: Yield ratio
A yield ratio compares the number of applicants at one stage of the recruiting process to the number who advance to or succeed at the next stage.
An organization's mission statement primarily serves to:
Answer: Articulate the organization's fundamental purpose and reason for existence
A mission statement communicates the organization's core purpose—why it exists—and guides strategic and operational decisions.
Which of the following best describes constructive discharge?
Answer: An employer creates intolerable working conditions that force a reasonable employee to resign
Constructive discharge occurs when an employer makes working conditions so intolerable that a reasonable person would feel compelled to resign, treating the resignation as an involuntary termination.
What is the primary purpose of a job evaluation process?
Answer: To determine the relative worth of jobs within an organization for pay purposes
Job evaluation establishes the relative value of jobs within an organization to create an internally equitable pay structure.
The Genetic Information Nondiscrimination Act (GINA) prohibits employers from:
Answer: Using an individual's genetic information in employment decisions
GINA prohibits employers with 15 or more employees from discriminating based on genetic information in hiring, firing, pay, job assignments, and other terms of employment.
A 'broadbanding' compensation strategy differs from traditional pay grades primarily because it:
Answer: Consolidates many pay grades into fewer, wider salary bands
Broadbanding collapses many narrow pay grades into a smaller number of wider bands, allowing greater flexibility in pay decisions and lateral movement.