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| Section | Objectives |
|---|---|
| Topic 1: Total Rewards | |
| Topic 2: Learning and Development | |
| Topic 3: Leadership and Strategy | |
| Topic 4: Risk Management | |
| Topic 5: Employee Relations and Engagement | |
| Topic 6: Talent Planning and Acquisition |
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NEW QUESTION # 246
As an SPHR you know that it's important for the management to show recognition for employees that have gone above and beyond what's expected of them. For rewards and recognition to be useful, the employees must be interested in the recognition. What other factor must be true?
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Rewards and recognitions systems underscore and promote performance for employees. However, for recognition to be effective it must be genuine when it is expressed.
Answer option D is incorrect. Recognition for work does not need to be public, though public recognition is sometimes effective.
Answer option A is incorrect. Not all recognitions must be monetary. While monetary recognition is nice, it may not always be feasible or appropriate.
Answer option B is incorrect. Recognition for good work should swiftly follow the work, but this answer is not as important as the recognition being genuine.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION # 247
Federal legislation does not specifically prohibit disparate treatment of caregivers, but claims of disparate treatment for employees caring for elders, children, or disabled family members increased 450 percent between 1990 and 2005. On what basis are these claims filed?
Each correct answer represents a complete solution. Choose all that apply.
Answer: B,C,D
Explanation:
Section: Volume F
Explanation/Reference:
Answer options D, A, and B are correct.
According to guidance published by the EEOC, caregivers are not a protected class, but there are circumstances in which disparate treatment becomes unlawful based on stereotyping prohibited by Title VII, association with disabled individuals prohibited by the ADA, or violations of FMLA caregiving requirements. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 248
Ken is an employee in your organization. When it comes to training and learning new skills, Ken says that he learns best by listening to lectures, audio recordings, and podcasts. What type of a learner is Ken?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Ken is an auditory learner as he learned best by listening.
Answer option B is incorrect. There is not a category of learning called audible learners.
Answer option A is incorrect. A tactile learner, also known as a kinesthetic learner, learns best with hands- on exercises.
Answer option D is incorrect. A visual learner learns best by what they see, such as reading, demonstrations, and DVD types of learning.
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: Human Resource Development
Objective: Talent Management
NEW QUESTION # 249
Which of the following alternative staffing methods would be most appropriate for a company with ongoing yet sporadic needs for a specific job to be done?
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
An on-call worker is the best solution for situation in which the employer needs the same job to be done on a sporadic basis. This allows the employer to rely on the same person to do the job, reducing training requirements. An intern program (B) would not be appropriate because it is a short-term training solution.
Seasonal workers (D) are generally required only at specific times of the year. Temp workers (A) provided by agencies may not be available when needed because they may be on other assignments. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 250
Which EEO Report must an employer file by September 30 of each year if the employer has 100 or more employees to identify a count of employees by job category, ethnicity, race, and gender?
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
The EEO-1 Report, also known as the Employer Information Report, must be filed by September 30 of each year for employers with 100 or more employees. It's also a requirement for federal contractors with
50 or more employees and federal contracts worth $50,000 or more.
Answer option A is incorrect. The EEO-3 Report is filed every other year in the even calendar years.
Answer option D is incorrect. The EEO-4 Report is filed on odd numbered years for local and state governments.
Answer option C is incorrect. The EEO-5 Report is conducted biennially in the even number years for public and secondary schools.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 251
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