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| Section | Weight | Objectives |
|---|---|---|
| Leadership and Strategy | 33% | - Leading the HR Function
|
| Total Rewards | 17% | - Benefits
|
| Workforce Planning and Talent Acquisition | 17% | - Talent Acquisition
|
| HR Information Management, Safety, and Security | 10% | - HR Information Management
|
| Talent Management | 23% | - Employee Development
|
>> SPHR Practical Information <<
In today's competitive technology sector, the HRCI SPHR certification is a vital credential. Many applicants, however, struggle to obtain up-to-date and genuine HRCI SPHR exam questions in order to successfully prepare for the exam. If you find yourself in this circumstance, don't worry since PassTorrent has you covered with their real HRCI SPHR Exam Questions. Let's look at the characteristics of these The Professional in Human Resources (SPHR) test Questions and how they can help you pass the HRCI SPHR certification exam on the first try.
NEW QUESTION # 119
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?
Answer: B
Explanation:
Explanation/Reference:
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 # 120
What is a target-benefit plan?
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
A target benefit plan is a hybrid plan that has similarities to defined-benefit pension plans and money-purchase plans. These plans use actuarial formulas to calculate individual pension contribution amounts. Deferral percentage tests (A) are required each year for 401(k) plans. An ESOP provides a means for employees to become owners of the company (B). A money purchase plan (C) defers a fixed percentage of employee earnings. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
NEW QUESTION # 121
An organization has over 5,000 employees and a union has been trying to persuade the employees to join their union. Before the employees can vote in a union election, what percentage of the employee population must sign an authorization card for the union?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
The minimum amount of employees that must sign an authorization card is 30 percent before a union election may be held among the employees.
Answer option A is incorrect. Ten percent is too low for an election to be considered.
Answer option C is incorrect. While 30 percent is the minimum amount, most unions prefer fifty percent of the employee population to sign the authorization cards.
Answer option D is incorrect. Eighty percent is not a valid number for the minimum amount of voters.
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: Union Organization
NEW QUESTION # 122
Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Fran should not inspect Lucas' work just because he has asked for time off based on a religious holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example.
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based on religion falls into disparate discrimination.
Answer option D is incorrect. Quality control does inspect the quality of the work, but it's equal for all project deliverables, not just the deliverables tied to Lucas and his request for time off for the religious holiday.
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: Risk Management
Objective: Risk Assessment
NEW QUESTION # 123
Strategic recruitment activities include all of the following except which one?
Answer: D
Explanation:
Answer option C is correct.Strategic staffing and recruitment involves taking a picture of the company at a 30,000-foot level, rather than from an operational perspective. Identifying recruitment sources such as employee referrals may prove to be valuable once the strategies have been defined. Conducting a labor market analysis allows HR to identify the availability of a qualified workforce for use in the achievement of strategic objectives. Total rewards packages include conducting wage surveys and utilization reviews to understand compensation and benefits trends, designed to compete with internal and external market conditions. Defining the employer brand not only creates an employer identity, but helps to differentiate a company from their competition. Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 124
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