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  2. SHRM Certification
  3. SHRM-CP Exam
  4. SHRM.SHRM-CP.v2023-07-24.q161 Dumps
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Question 126

A corporate university is an

Correct Answer: C
Explanation: A corporate university is an extensive training program administered by a corporation to existing employees. Rather than rely on local colleges to keep their employees up to date, many organizations have created inhouse training programs. Corporate universities often have detailed curricula and "professors" whose only job is to maintain the skills and competence of existing employees. Those who complete a program at a corporate university may be eligible for a raise or promotion. Corporate universities are able to be much more specific and targeted in their instruction.
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Question 127

Which of the following refers to the measurement of the relationship between the characteristics of each employee and his actual performance in the position?

Correct Answer: A
Explanation: Construct validity is the measurement of the relationship between the characteristics of each employee and his actual performance in the position. Criterion validity results when a certain criterion (or work trait) is predicted and then results. Concurrent validity is a type of criterion validity (along with predictive validity). Content validity is simply a test that measures whether or not a candidate is qualified to complete an important part of the job. A simple example might be an audition for a dance company; the job description requires the dancers to perform in the company, so the construct validity starts by measuring whether or not those at the audition have acceptable dance training.
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Question 128

Abbey, the head of the human resources department for a book distribution service, accidentally discovers information about one of the company employees. She learns that the employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to locate or make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?

Correct Answer: E
Explanation: The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident. With that information, however, employers have no legal right to make decisions or change an employee's work situation, so Abbey's only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation. Answer choice D is also incorrect because employee genetic information - if obtained by accident - should not be documented. In fact, documenting it could create legal problems for the company, so Abbey's only choice is to proceed as though she does not know the information.
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Question 129

Which component of an affirmative action plan provides demographic information for the labor market related to each job group?

Correct Answer: B
Explanation: In an affirmative action plan, the determination of availability provides demographic information for the labor market related to each job group. Specifically, this part of the affirmative action plan indicates how many women and minorities are available to fill positions in each job group. A determination of availability should include internal and external candidates. A job group analysis indicates how the business categorizes various positions. The comparison of incumbency to availability calculates the company's success at employing minorities compared with the job market as a whole. Finally, the organizational profile is a simple list of the positions within the business.
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Question 130

Edith, an employee of a small business, is eligible for COBRA coverage through her employer. As it turns out, though, Edith is late of making payments toward her COBRA coverage, and the employer is considering the option of discontinuing the coverage. Edith's employer may choose to discontinue her COBRA coverage if her payments are not received within how many days of being due?

Correct Answer: B
Explanation: Edith's employer may discontinue her COBRA coverage if she fails to make a payment within 30 days of the payment due date. COBRA may not be discontinued after only 15 days without a payment. The employer is not obligated to extend COBRA for 45 days or 60 days after a missed payment.
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