CPHR STUDY EXAM EVALUATION QUESTIONS WITH
ANSWERS 2025/2026 GRADED A+
Three distinct approaches to avoiding discrimination from paying mean and women
differently are used - - Equal pay for equal work,
- Equal pay for work of equal value
- Pay equity
Human Rights Legislation - Limit discrimination based on race and colour, age, sex,
marital status, religion, sexual orientation, physical and mental disability, family status,
and criminal record. This scope includes recruitment, HRM planning, performance
appraisal, and compensation
The five core job dimensions (characteristics) - - Skills Variety
- Task Variety
- Task Significance
- Autonomy
- Feedback
Focus Group - A small group of people who meet under the direction of a discussion
leader to communicate their opinions about an organization, its products, or other given
issues. Cost effective way of gathering worker feedback.
Content Vaildity - Based on an actual job specification
Predictive Validity - Whether test score correlate with performance criteria. There should
be a strong relationship between the predictor (test scores) and the criterion (job
performance)
Construct Validity - The test accurately measures what it purports to measure (such as
intelligence)
Criterion Validity - Criterion is a outcome or measurement. Criterion Validity illustrates
the correlation between two measures.
Face Validity - Relies on the belief that the assessment is valid
Graphic Rating Scale - method of performance measurement that lists traits and
provides a rating scale for each trait; the employer uses the scale to indicate the extent
to which an employee displays each trait
Alternation Ranking - a variation of simple ranking job evaluation plans, orders all jobs
from lowest to highest, based on alternately identifying the jobs of lowest and highest
worth
Critical Incidence Method - Evaluates critical successes and failures
, Behaviorally Anchored Rating Scales - use of examples of critical incidents to evaluate
an employee's job performance behaviors directly
Behaviour Observation Scale - based on critical incidents, raters rate employees on the
frequency of critical incidents
Management by Objectives (MBO) - a process of setting mutually agreed upon goals
and using those goals to evaluate employee performance
Begley and Boyd -
Control Test - Employer's control over the employee. Has the employer retained the
right to control and direct the way the work is done, how the employee is paid, how the
employee is disciplined?
Due Process - Employee has the right to present his or her position during a disciplinary
process
Constructive Dismissal - When an employee resigns as a result of the employer
creating a hostile work environment. Changing an employee's working conditions such
that compensation, status, or prestige is reduced
Alternative Dispute Resolution (ADR) - Identify common ground and achieve an
outcome that has a high level of commitment from the parties
Arbitration - Both sides submit their "cases" to the arbitrator who reviews the arguments
and decides on the merits of the position. The arbitrator makes the ruling as to which
side "wins". The decision is typically, is final and binding on the parties
What is the five conflict management style? - - Compromising
- Collaborating
- Competing
- Avoiding
- Accommodating
Progressive Discipline - A system where an employer applies discipline for relatively
minor infractions and misconduct on a progressive basis or in a series of steps
Steps in Progressive Discipline procedure - - verbal warning
- written warning
- suspension
- termination of employment
ANSWERS 2025/2026 GRADED A+
Three distinct approaches to avoiding discrimination from paying mean and women
differently are used - - Equal pay for equal work,
- Equal pay for work of equal value
- Pay equity
Human Rights Legislation - Limit discrimination based on race and colour, age, sex,
marital status, religion, sexual orientation, physical and mental disability, family status,
and criminal record. This scope includes recruitment, HRM planning, performance
appraisal, and compensation
The five core job dimensions (characteristics) - - Skills Variety
- Task Variety
- Task Significance
- Autonomy
- Feedback
Focus Group - A small group of people who meet under the direction of a discussion
leader to communicate their opinions about an organization, its products, or other given
issues. Cost effective way of gathering worker feedback.
Content Vaildity - Based on an actual job specification
Predictive Validity - Whether test score correlate with performance criteria. There should
be a strong relationship between the predictor (test scores) and the criterion (job
performance)
Construct Validity - The test accurately measures what it purports to measure (such as
intelligence)
Criterion Validity - Criterion is a outcome or measurement. Criterion Validity illustrates
the correlation between two measures.
Face Validity - Relies on the belief that the assessment is valid
Graphic Rating Scale - method of performance measurement that lists traits and
provides a rating scale for each trait; the employer uses the scale to indicate the extent
to which an employee displays each trait
Alternation Ranking - a variation of simple ranking job evaluation plans, orders all jobs
from lowest to highest, based on alternately identifying the jobs of lowest and highest
worth
Critical Incidence Method - Evaluates critical successes and failures
, Behaviorally Anchored Rating Scales - use of examples of critical incidents to evaluate
an employee's job performance behaviors directly
Behaviour Observation Scale - based on critical incidents, raters rate employees on the
frequency of critical incidents
Management by Objectives (MBO) - a process of setting mutually agreed upon goals
and using those goals to evaluate employee performance
Begley and Boyd -
Control Test - Employer's control over the employee. Has the employer retained the
right to control and direct the way the work is done, how the employee is paid, how the
employee is disciplined?
Due Process - Employee has the right to present his or her position during a disciplinary
process
Constructive Dismissal - When an employee resigns as a result of the employer
creating a hostile work environment. Changing an employee's working conditions such
that compensation, status, or prestige is reduced
Alternative Dispute Resolution (ADR) - Identify common ground and achieve an
outcome that has a high level of commitment from the parties
Arbitration - Both sides submit their "cases" to the arbitrator who reviews the arguments
and decides on the merits of the position. The arbitrator makes the ruling as to which
side "wins". The decision is typically, is final and binding on the parties
What is the five conflict management style? - - Compromising
- Collaborating
- Competing
- Avoiding
- Accommodating
Progressive Discipline - A system where an employer applies discipline for relatively
minor infractions and misconduct on a progressive basis or in a series of steps
Steps in Progressive Discipline procedure - - verbal warning
- written warning
- suspension
- termination of employment
