[Dec-2021] HRCI SPHR Official Cert Guide PDF
Exam SPHR: The Professional in Human Resources (SPHR) - PassLeader
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NEW QUESTION 28
What is the purpose of an HR budget?
- A. To evaluate the effectiveness of HR strategy
- B. To ensure that the outcomes match the strategic plan
- C. To hold departments accountable for outcomes
- D. To determine how much cash is required to achieve a goal
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
An HR budget reflects how many and what types of resources are necessary to accomplish a goal. The addition of employees, costs to train, and the purchase of new equipment are all examples of items that require cash to achieve strategic goals.
Chapter: Business Management and Strategy
Objective: Review Questions
NEW QUESTION 29
The motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve it is known as what?
- A. McClelland's acquired needs theory
- B. Vroom's expectancy theory
- C. Adams' equity theory
- D. McGregor's Theory X and Theory Y
Answer: B
Explanation:
Answer option A is correct.Vroom explains his theory with three terms: expectancy (the individual's assessment of their ability to achieve the goal), instrumentality (whether the individual believes they are capable of achieving the goal), and valence (whether the anticipated goal is worth the effort required to achieve it). Adams' equity theory (B) states that people are constantly comparing what they put into work to what they get from it. McClelland's acquired needs theory (C) states that people are motivated by one of three factors: achievement, affiliation, or power. McGregor's Theory X and Theory Y (D) explain how managers relate to employees. Theory X managers are autocratic, believing that employees do not want to take responsibility. Theory Y managers encourage employees to participate in the decision-making process, believing that they respond to challenges. See Chapters 2 and 5 for more information.
Chapter: Core Knowledge Requirements for HR Professionals Objective: Motivation Concepts
NEW QUESTION 30
John is a nonexempt employee in your company and he works Monday through Friday, 8AM to 5 PM. He will be flying from Chicago to Nashville on Sunday afternoon to represent your company in a trade show on Monday. The flight from Chicago leaves at 4PM and will arrive in Nashville at 6PM. How many hours of compensation is John eligible for because of the Sunday flight according to the Fair Labor Standards Act?
- A. Zero
- B. 0
- C. 1
- D. 2
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The Department of Labor and the FLSA does not consider travel time outside of normal working hours to be compensable. Because John works between the hours of 8AM and 5PM his flight is eligible for just one hour of compensation. This is true even though the flight happens to be on the weekend.
Answer option A is incorrect. John will receive one hour of payment, not zero.
Answer option C is incorrect. John will only receive one hour of payment as one hour is between his regular working hours and the other is not.
Answer option D is incorrect. John won't receive time and a half for his travel.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 31
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
- A. McDonnell Douglas Corp. versus Green, 1973
- B. Albemarle Paper versus Moody, 1975
- C. Griggs versus Duke Power, 1971
- D. Washington versus Davis, 1976
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of
1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option B is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.
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: Federal Employment Legislation
NEW QUESTION 32
A Total Rewards philosophy can help achieve an organization's strategic goals by doing which of the following?
- A. Maintaining an entitlement culture
- B. Positioning the company to lead the competition for employees
- C. Establishing a pecking order for jobs in the organization
- D. Attracting and retaining employees with the necessary KSAs
Answer: D
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
A Total Rewards philosophy helps determine what kind of employees will be attracted to the organization.
Developing a philosophy to target employees with the KSAs needed by the organization can help advance the organization's mission. The pecking order for jobs (D) is based on the value of those jobs to the organization. The philosophy defines leading the competition as a strategy; positioning the company to do so (C) is a result of creating the compensation structure. An entitlement culture is maintained (B) by continuing to pay employees for time on the job instead of for performance.
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION 33
As a Senior HR Professional you should be familiar with the rights of employees and how it relates to the performance and relationship with management and the organization. In this light, what are Weingarten Rights?
- A. It is the right of an employee to have a union representative present at any investigatory interview that the employee believes may lead to a disciplinary action.
- B. It is the right of the employee to leave the organization's employment at anytime without retribution by withholding or delaying payments due for work.
- C. It is the right of an exempt employee to refuse to work more than 40 hours per week in seven-day time period.
- D. It is the right of the employee to refuse to work overtime hours that may have been requested by management.
Answer: A
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION 34
Which of the following is the enforcement agency for compensation?
- A. Employment Standards Administration
- B. Wage and Hour Division
- C. Equal Employment Opportunity Commission (EEOC)
- D. Department of Labor (DOL)
Answer: D
Explanation:
Answer option A is correct.
Chapter: Compensation and Benefits
Objective: Benefits
Topic 7, Volume G
NEW QUESTION 35
Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?
- A. A federation is the same as a union.
- B. A federation is a group of national unions.
- C. A federation is the governing body of a union.
- D. A federation is a union that has international members.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
A federation is a collection of national unions. Federations usually lobby on behalf of its union members to speak collectively for the labor which the federation represents. The AFL-CIO is one of the largest federations.
Answer option A is incorrect. A federation is not the same as a union. Federations are made up of unions.
Answer option is incorrect. A federation represents national unions, not international unions.
Answer option D is incorrect. A federation is not the governing body of unions. Federations do not get involved with bargaining or contract administration.
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: Compensation and Benefits
Objective: Executive Compensation
NEW QUESTION 36
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?
- A. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
- B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
- C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
- D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
Answer: A
Explanation:
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 37
Which one of the following statements is true of a hostile work environment?
- A. A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
- B. When a single incident of unwanted touching occurs, a hostile work environment has been created.
- C. A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
- D. Only a supervisor can create a hostile work environment.
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION 38
DRAG DROP
Drag and drop the types of Qualified Deferred Compensation Plans that correspond to their descriptions.
Answer:
Explanation:
NEW QUESTION 39
Which of the following is best defined as a benefit plan that makes contributions based on a percentage of company earnings each year?
- A. 401(k) plan
- B. Target benefit plan
- C. Money purchase plan
- D. Profit sharing plan
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
The profit sharing plan makes contributions based on a percentage of employer earnings each year.
A profit sharing plan is an employee motivation plan. This plan is established and maintained by an employer. In this plan, employees receive a share of the firm's profits determined by an agreed upon formula.
Answer option A is incorrect. A money purchase plan uses a fixed percentage of employee earnings to defer compensation.
Answer option B is incorrect. The target benefit plan uses a predetermined amount, or target amount, to calculate contributions needed to reach the amount by a given date of anticipated retirement.
Answer option C is incorrect. A 401(k) plan allows contribution from employees and employers.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 40
A PEST analysis is used during the strategic planning process. What is PEST an acronym for?
- A. Political, economic, social, technology
- B. Product, environment, social, technology
- C. Political, economic, specific, timely
- D. Political, environmental, strengths, threats
Answer: A
Explanation:
Section: Volume E
Explanation/Reference:
Answer option C is correct.
A PEST analysis is used to scan the political, economic, social, and technological conditions in the external environment to determine what impact those conditions will have on the success of the organization. See Chapter 3 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Environmental Scanning Concepts
NEW QUESTION 41
Which of the following Acts was the first federal legislation to regulate minimum wages?
- A. Service Contract Act
- B. Davis Bacon Act
- C. Walsh Healy Public Contracts Act
- D. Fair Labor Standards Act
Answer: B
Explanation:
Section: Volume E
Explanation/Reference:
Answer option C is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management
NEW QUESTION 42
Management and human resource professionals must be aware of unlawful interference with union activities.
One such method to remember what employers may do is called the TIPS approach. What does TIPS mean?
- A. TIPS refers to the four actions employers cannot legally do: terminate, investigate, promise, and segregate
- B. TIPS refers to the four actions employers cannot legally do: threaten, interrogate, promise, and spy
- C. TIPS refers to the four actions employers cannot legally do: terminate, instigate, police, and sever
- D. TIPS refers to the four actions employers cannot legally do: threaten, investigate, police, and spy
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
TIPS refers to the four actions employers cannot legally do: threaten, interrogate, promise, and spy.
Answer options D, C, and A are incorrect. These are not valid definitions of TIPS. TIPS means that an employer cannot threaten, interrogate, promise, and spy.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations
NEW QUESTION 43
Which of the following Acts requires employers to pay nonexempt employees who perform regular duties before or after their regular hours or for working during their lunch period?
- A. Equal Pay Act (EPA)
- B. Service Contract Act
- C. Portal to Portal Act
- D. Davis Bacon Act
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION 44
Which of the following refers to the process of attracting, screening, and selecting qualified people for a job at an organization?
- A. Straight-line operation
- B. HR audit
- C. Green circle
- D. Recruitment
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
Answer option A is incorrect. An HR audit identifies practice areas in an organization that are working well and those that may be out of compliance with legal requirements.
Answer option D is incorrect. Green circle refers to salaries that are below the minimum of the salary range.
Answer option C is incorrect. A straight-line operation refers to two businesses that perform operations complementing each other.
Reference:"http://en.wikipedia.org/wiki/Recruitment"
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION 45
Which of the following is provided by the companies to their employees who are called to work before or after their scheduled work hours?
- A. Call-back pay
- B. Base pay
- C. Shift premium
- D. Reporting pay
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION 46
Kelly would like to conduct the Delphi Technique with her employees to find out what issues and concerns the team has collectively. What is the Delphi Technique?
- A. It's a survey that allows participants to provide essay answers on problems within the organization
- B. It's a series of interviews with neutral moderators to uncover core issues and concerns about management, issues, or risks.
- C. It's a series of anonymous surveys to build consensus about issues, risks, or concerns.
- D. It's a one-on-one interview with an employee and a neutral moderator.
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
The Delphi Technique uses rounds of anonymous surveys to build consensus on issues, risks, and concerns within the company, about a project, or other objectives.
Answer options A and B are incorrect. These aren't valid descriptions of the Delphi Technique.
Answer option D is incorrect. This is a definition of an open-ended survey, not the Delphi Technique.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysi
NEW QUESTION 47
Which of the following is a form of principled bargaining in which the parties look at all the issues and are able to make mutually agreeable trade-offs between those issues?
- A. Interest-based bargaining
- B. Integrative bargaining
- C. Parallel bargaining
- D. Single-unit bargaining
Answer: B
Explanation:
Answer option B is correct.Integrative bargaining is a form of principled bargaining in which the parties look at all the issues and are able to make mutually agreeable trade-offs between those issues.Answer option A is incorrect. Interest-based bargaining (IBB) is based on the concept that both sides in the negotiation have harmonious interests.Answer option D is incorrect. Single-unit bargaining occurs when one union meets with one employer to bargain.Answer option C is incorrect. Parallel bargaining occurs when the union negotiates with one employer at a time. Once a contract has been reached with one employer, the union uses the gains made during the negotiation as a base for negotiating with the next employer. Chapter: Employee and Labor Relations Objective: Union Organization
NEW QUESTION 48
Which of the following statements is most true about rater bias?
- A. Rater bias nullifies the positive outcomes of providing meaningful performance feedback.
- B. Rater bias is illegal.
- C. Rater bias exists in all exchanges of performance feedback.
- D. Performance feedback bias is similar to interview bias.
Answer: D
Explanation:
Answer option C is correct.Performance feedback bias such as the halo/horn effect, leniency, and central tendency can (but don't always) exist whenever managers are asked to make a discriminatory judgment, including in rating performance and selecting new hires. Note that not all discrimination is unlawful; it is in fact necessary to make distinguishing decisions on the job. Discrimination becomes unlawful when the performance is not rated according to neutral, job-related standards. Chapter: Human Resource Development Objective: Review Questions
NEW QUESTION 49
One type of risk, HR Professionals must be aware of and combat is job stress. Which of the following is the best definition of job stress?
- A. Stress is the lack of exercise, sleep, and good diet combined with work demands that are beyond the scope of a person's capabilities.
- B. Stress is a harmful physical and emotional response that occurs when the requirements of the job don't match the capabilities, resources, or needs of the worker.
- C. Stress is pressure from requirements in a workplace that are beyond the scope of job satisfaction.
- D. Stress is the degree of physical, emotional, and mental strain upon a worker from the demands and constraints of employment.
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
This definition of stress is from the NIOSH booklet "Stress at Work" and it's the best definition given of stress in the workplace. The HR Professional must be aware of stress and the risk it introduces to the workplace.
Stress is harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker.
Answer option A is incorrect. This is a good definition of stress, but it doesn't address the capabilities, resources, or needs of the employee.
Answer option B is incorrect. Poor diet, lack of exercise, and lack of sleep may contribute to stress, but this isn't always the case.
Answer option D is incorrect. This is a good definition of stress, but it's not as robust as the definition from the NIOSH booklet "Stress at Work." Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION 50
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Certification Details
As you may probably guess, the SPHR certificate is designed for forward-thinking professionals who are willing to take their careers to a new level. Organizations across the globe are always in search of competent strategists who can perform much more than just executing HR policies. Thus, as a senior professional in human resources, you will be valued for your accountability and exceptional knowledge of the relevant HR disciplines. So, if you want to prove your technical skills beyond HR function, the SPHR designation is the way to go. However, be sure to satisfy at least one of the following eligibility requirements before opting to work towards your long-term career goals:
- Alternatively, you can opt for the SPHR validation in case you have 7-year experience in a professional-level HR position.
- Possess a minimum of 5 years of proven experience in a professional-level HR position plus a Bachelor’s degree;
- Have a minimum of 4 years of proven experience in a professional-level HR position and a Master’s degree or higher qualification;
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