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| Section | Weight | Objectives |
|---|---|---|
| Total Rewards | 17% | - Compensation
|
| Workforce Planning and Talent Acquisition | 17% | - Talent Acquisition
|
| HR Information Management, Safety, and Security | 10% | - Workplace Safety and Security
|
| Talent Management | 23% | - Performance Management
|
| Leadership and Strategy | 33% | - Developing HR Strategy
|
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NEW QUESTION # 253
Which of the following focuses on building systems that retain corporate knowledge accessible as needed by the organization?
Answer: B
Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Human Resource Development
Objective: Federal Employment Legislation
NEW QUESTION # 254
The court case that identified adverse impact as an unlawful employment practice was which of the following?
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
Griggs identified adverse impact to mean that discrimination need not be intentional to exist; Albemarle Paper (D) extended the concept to require that tests must be validated in accordance with the EEOC Uniform Guidelines for Employee Selection Procedures. Washington (A) determined that employment tests resulting in adverse impact are acceptable if they predict future success on the job. Taxman (B) found that employment decisions made on the basis of race are discriminatory.
Chapter: Workforce Planning and Employment
Objective: Review Questions
NEW QUESTION # 255
As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers?
Answer: A
Explanation:
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 256
The most effective succession plans include: (Select TWO options.)
Answer: A,C
Explanation:
The most effective succession plans include customized development options (B) and emergency replacements for critical positions (C). At the SPHR level, succession planning is both a developmental and risk-management process.
Customized development options ensure that high-potential employees receive targeted experiences, coaching, stretch assignments, and learning opportunities aligned to the specific competencies required for future roles. This individualization increases readiness and accelerates leadership effectiveness.
Emergency replacements-often referred to as "ready now" successors-are essential for business continuity. They ensure that unexpected vacancies due to resignation, illness, or termination do not disrupt operations or leadership stability.
Standardized career paths (A) may support transparency but lack flexibility. Scorecard data (E) supports identification but is not sufficient without development and contingency planning. Cost-benefit analysis of feedback time (D) is unrelated to succession effectiveness.
SPHR exam content emphasizes that strong succession planning balances immediate continuity needs with long-term leadership development, making readiness and customization critical success factors.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (succession planning; leadership continuity).
HRCI SPHR Study Guide - Components of effective succession systems.
NEW QUESTION # 257
Mark is a contractor for the CleanSweep Chimney Company. When the CleanSweep Chimney Company has work that they can't manage they'll send Mark to the customer site to quote on the work based on their standardized fees and complete the work on their behalf. The company will pay Mark for his time. Mark, however, often tells the home owners what the CleanSweep Chimney Company will charge, but he can personally do the job for less than the CleanSweep Chimney Company. What is this an example of?
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
When Mark influences the home owner's decision to benefit himself he's breaching the common law of duty of loyalty.
Answer option A is incorrect. Bait and switch is sales ploy that offers a price on one product, but then the salesperson offers a higher price on the similar item. For example, an advertisement offers a television for
$500, but when you visit the store they're out of that model. The salesperson shows you a similar model that sells for $599.
Answer option C is incorrect. The common law term duty of diligence describes an employee's responsibility to act with reasonable care and skill for the employer. This is part of the employee-employer payment contract.
Answer option D is incorrect. Duty of obedience describes an employee's obligation to follow the employer's authority and reasonable and legal policies, procedures, and rules.
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: Federal Employment Legislation
NEW QUESTION # 258
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