[Free New Updation] Best Cisco Business 810-403 Dumps Practice Exam Selling Business Outcomes [With Video]
Cisco exam 810-403 dumps which study guides are better? “Selling Business Outcomes” is the name of Cisco 810-403 exam dumps which covers all the knowledge points of the real Cisco exam. Best Cisco Business 810-403 dumps practice exam Selling Business Outcomes. Pass4itsure Cisco 810-403 dumps exam questions answers are updated (166 Q&As) are verified by experts.
The associated certifications of 810-403 dumps is Cisco Business Value Specialist. Owning the Pass4itsure https://www.pass4itsure.com/810-403.html dumps materials is equal to have a bright future, and equal to own the key to success.
Exam Code: 810-403
Exam Name: Selling Business Outcomes
Q&As: 166
[Free New Cisco 810-403 Dumps Updation From Google Drive]: https://drive.google.com/open?id=0BwxjZr-ZDwwWZ0laMkIyTHdXeWM
[Free New 070-347 Dumps Updation From Google Drive]: https://drive.google.com/open?id=0BwxjZr-ZDwwWdkVZWTJKYnNWUzA
Question: 34
As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?
A. Yellow dog contract
B. Scab
C. Shill contract
D. Non-union agreement
810-403 exam Answer: A
Explanation:
A yellow dog contract is an agreement between management and an individual that gives a person a job as long as the person does not join a union. The Norris-LaGuardia Act prohibited federal courts from enforcing yellow dog contracts. Answer option B is incorrect. A scab is a derogatory term assigned to a person who will cross a picket line to work for an organization experiencing a strike by workers. Answer option C is incorrect. A shill contract is not a valid term. Answer option D is incorrect. A non-union agreement is not a valid term for this scenario.
Question: 35
Which one of the following presents the seven stages of internal consulting in the correct order?
A. Exploring the situation, Gathering data, analyzing, and identifying findings, Gathering agreement to the project plan, Developing recommendations, Implementing, Presenting the findings and recommendations, Reviewing, transitioning, and evaluating the project.
B. Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Presenting the findings and recommendations, Developing recommendations, Implementing, Reviewing, transitioning, and evaluating the project.
C. Gathering agreement to the project plan, Exploring the situation, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.
D. Exploring the situation, Gathering agreement to the project plan, Gathering data, analyzing, and identifying findings, Developing recommendations, Presenting the findings and recommendations, Implementing, Reviewing, transitioning, and evaluating the project.
810-403 dumps Answer: D
Explanation:
The seven stages of internal consulting are as follows:
1.Exploring the situation
2.Gathering agreement to the project plan
3.Gathering data, analyzing, and identifying findings
4.Developing recommendations
5.Presenting the findings and recommendations
6.Implementing
7.Reviewing, transitioning, and evaluating the project
Answer option B is incorrect. This is not the correct order of the seven stages of internal consulting. Answer option A is incorrect. This is not the correct order of the seven stages of internal consulting. Answer option C is incorrect. This is not the correct order of the seven stages of internal consulting.
Question: 36
The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, to men and women who perform substantially equal work for the same employer, in the same establishment, and under similar working conditions. The law defined substantial equality of job content on four factors. Which one of the following is not one of the four factors this law defines?
A. Effort
B. Working conditions
C. Skill
D. Education
Answer: D
Explanation:
The Equal Pay Act of 1963 defines the substantial equality of job contents based on skills, effort, responsibility, and working conditions. Answer options C, A, and B are incorrect. Skill, effort, and working conditions are defined as part of the Equal Pay Act of 1963.
Question: 37
Which of the following is the process of constantly working with employees to enhance their ability to perform their jobs productively?
A. Performance appraisal
B. Employee self-assessment
C. Performance management
D. Supervisory training
810-403 pdf Answer: C
Explanation:
Performance management is the process of constantly working with employees to enhance their ability to perform their jobs productively. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
Answer option D is incorrect. Supervisory training generally involves topics related to interactions with employees, such as performance management, progressive discipline, performance appraisals, workplace safety, and training. Answer option A is incorrect. Performance appraisal is a structure for documenting individual performance. Performance appraisal can contribute to productive relationships between employees and their supervisors. Answer option B is incorrect. Employee self-assessment process is meant to be a two-way conversation. In this process, employees are asked to assess their own performance as part of the appraisal.
Question: 38
Which of the following are established by Fair Labor Standards Act (FLSA) of 1938?
Each correct answer represents a complete solution. Choose three.
A. Criteria for exempt and nonexempt employees
B. Minimum wage requirement
C. Laws for protecting American children against labor exploitation
D. Health insurance requirement
Answer: B, C, and A
Explanation:
The Fair Labor Standards Act (FLSA) of 1938 established the following:
Minimum wage requirement Laws for protecting American children against labor exploitation
Criteria for exempt and nonexempt employees Answer option D is incorrect. Health insurance requirement are not established by FLSA.
Question: 39
You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?
A. Driver’s license
B. Expired US passport
C. Certificate of naturalization
D. Unexpired reentry permit
810-403 vce Answer: A
Explanation:
A driver’s license is a document that is acceptable to establish identity, but it is not acceptable as a document that confirms eligibility of employment. Answer options B, C, and D are incorrect. An expired US passport, certificate of naturalization, and unexpired reentry permit are legitimate documents for the proof of employment eligibility and for identity.
After you purchase Pass4itsure’s 810-403 dumps, we will provide one year free renewal service. If there’s any quality problem in https://www.pass4itsure.com/810-403.html dumps or you fail 810-403 dumps, we will give a full refund unconditionally.