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NEW QUESTION: 1

A. Option C
B. Option F
C. Option E
D. Option D
E. Option A
F. Option B
Answer: B,C,F

NEW QUESTION: 2
What conclusion can be reached by comparing a random sample of vendor invoices to purchase orders?
A. Authorized invoices were paid.
B. No duplicate invoices were received.
C. Invoices were for authorized purchases.
D. No duplicate payments were made.
Answer: C

NEW QUESTION: 3
What is used to deploy changes on Meta-Data to different org? Choose 2
A. Username and password
B. Settings of Fields
C. Force.com IDE
D. Change Set
Answer: A,C

NEW QUESTION: 4
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?
A. Integrative bargaining
B. Good faith bargaining
C. Interest-based bargaining
D. Distributive bargaining
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem. This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.
Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.
Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.
Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization