FreeQAs
 Request Exam  Contact
  • Home
  • View All Exams
  • New QA's
  • Upload
PRACTICE EXAMS:
  • Oracle
  • Fortinet
  • Juniper
  • Microsoft
  • Cisco
  • Citrix
  • CompTIA
  • VMware
  • SAP
  • EMC
  • PMI
  • HP
  • Salesforce
  • Other
  • Oracle
    Oracle
  • Fortinet
    Fortinet
  • Juniper
    Juniper
  • Microsoft
    Microsoft
  • Cisco
    Cisco
  • Citrix
    Citrix
  • CompTIA
    CompTIA
  • VMware
    VMware
  • SAP
    SAP
  • EMC
    EMC
  • PMI
    PMI
  • HP
    HP
  • Salesforce
    Salesforce
  1. Home
  2. SHRM Certification
  3. SHRM-CP Exam
  4. SHRM.SHRM-CP.v2023-07-24.q161 Dumps
  • «
  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • 9
  • 10
  • …
  • »
  • »»
Download Now

Question 1

Which of the following pieces of legislation does not play a role in regulating voluntary benefits programs?

Correct Answer: D
Explanation: VEVRA is the Vietnam Era Veterans' Readjustment Act and does not play a role in regulating voluntary benefits programs. The other answer choices - ERISA (Employee Retirement Income Security Act), HIPAA (Health Insurance Portability and Accountability Act), and COBRA (Consolidated Omnibus Budget Reconciliation Act) - are all related to regulating voluntary benefits programs.
insert code

Question 2

Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?

Correct Answer: A
Explanation: The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.
insert code

Question 3

Which of the following end results represents a way that a human resources professional can measure how the HR department is bringing value to a company?

Correct Answer: A
Explanation: A reduced number of lawsuits against a company definitely indicates that the human resources department is bringing value to a company. Lawsuits often occur when serious policy mistakes are made. If policy mistakes are being reduced or eliminated, the company is moving in a positive direction. Answer choice B is incorrect because an increase in expenses within the human resources department indicates nothing more in the immediate sense than that the human resource department is spending more money. Whether or not that money is being put to good use is not explained sufficiently. Answer choice C makes no sense because an increase in employee complaints cannot indicate if any department - and definitely not the human resources department - is bringing value to the company. Similar to answer choice A, answer choice D does not show anything tangible in terms of value; an increase in employees within human resources only shows that more people are needed and not that better work is being done. And answer choice E has no real relevance to human resources. Outsourcing occurs for a variety of reasons that may or may not relate to the value that the human resources department brings to a company.
insert code

Question 4

Which of the following is not considered a bottomup method of communication delivery?

Correct Answer: B
Explanation: Bottomup methods of communication include an opendoor policy, webcasts, and staff meetings; in each case, the employees are considered an active part of the discussion and even decision making. Individual letters represent a topdown method of communication, because topdown communication focuses more on the management informing employees of decisions.
insert code

Question 5

All of the following relate specifically to workers' compensation laws for particular industries except:

Correct Answer: D
Explanation: NLRA, or the National Labor Relations Act of 1935, applies primarily to labor standards in the United States, as well as the relationship between employers and their workers. FECA refers to the Federal Employees Compensation Act of 1916; BLBA refers to the Black Lung Benefits Act of 1969/1977; LHWCA refers to the Longshore and Harbor Workers' Compensation Act of 1927.
insert code
  • «
  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • 9
  • 10
  • …
  • »
  • »»
[×]

Download PDF File

Enter your email address to download SHRM.SHRM-CP.v2023-07-24.q161 Dumps

Email:

FreeQAs

Our website provides the Largest and the most Latest vendors Certification Exam materials around the world.

Using dumps we provide to Pass the Exam, we has the Valid Dumps with passing guranteed just which you need.

  • DMCA
  • About
  • Contact Us
  • Privacy Policy
  • Terms & Conditions
©2025 FreeQAs

www.freeqas.com materials do not contain actual questions and answers from Cisco's certification exams.