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NEW QUESTION: 1
Step-by-step procedures to regain normalcy in the event of a major earthquake is PRIMARILY covered by which of the following plans?
A. Damage control plan
B. Business Continuity plan
C. Incident response plan
D. Disaster recovery plan
Answer: D

NEW QUESTION: 2
According ISO27001 ISMS, which of the following are mandatory documents? (Choose 4)
A. Complete Inventory of all information assets
B. Corrective Action Procedure
C. IS Procedures
D. Risk Assessment Reports
E. ISMS Policy
Answer: B,C,D,E

NEW QUESTION: 3
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. Content validity
D. Criterion-related validity
Answer: C
Explanation:
Explanation/Reference:
Answer option C is correct.
The selection criterion for the graphic designer to use the software program and create a brochure is indicative of the type of work the graphic designer should be able to do in the job. This is an example of content validity for the applicant.
Answer option B is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.
Answer option A is incorrect. Construct-related validity measures certain psychological tests to determine whether the applicant possesses the desired characteristics to operate successfully in the position.
Answer option D is incorrect. Predictive-validity is a confirmation of characteristics the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs

NEW QUESTION: 4

A. Option D
B. Option A
C. Option C
D. Option B
Answer: D

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