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| Section | Objectives |
|---|---|
| Topic 1: Total Rewards | |
| Topic 2: Risk Management | |
| Topic 3: Employee Relations and Engagement | |
| Topic 4: Learning and Development | |
| Topic 5: Leadership and Strategy | |
| Topic 6: Talent Planning and Acquisition |
>> SPHR Practical Information <<
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NEW QUESTION # 198
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. What is the zipper clause in regard to negotiations?
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
Once management and union are in agreement with the terms of the contract and they sign the agreement, new demands or negotiations are not allowed. The contract is zipped closed for its duration.
Answer option C, D, and A are incorrect. These are'nt valid definitions of the zipper clause.
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: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 199
What law prohibits employers from hiring undocumented workers?
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Staffing Programs
NEW QUESTION # 200
An organization finds that a large percentage of its employees are not enrolled in its 401(k) plan. The best way to increase participation is to:
Answer: D
Explanation:
The most effective way to increase participation in a 401(k) plan is to implement automatic plan enrollment (C). SPHR-level benefits strategy recognizes that employee participation is heavily influenced by behavioral factors, particularly inertia and decision avoidance.
Automatic enrollment shifts the default choice from "opt in" to "opt out," significantly increasing participation rates without requiring active employee decision-making. Numerous workforce studies and benefits best practices demonstrate that automatic enrollment leads to substantial and sustained increases in plan participation across demographic groups.
While reducing fees (A) and shortening vesting periods (B) may improve plan attractiveness, they do not address the primary barrier to participation-failure to take action. Increasing fund options (D) can actually decrease participation by overwhelming employees with choices.
SPHR exam content emphasizes that effective benefits design leverages behavioral economics to drive desired outcomes. Automatic enrollment is considered a best practice for retirement readiness and aligns with fiduciary responsibility to support employees' long-term financial well-being.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (retirement benefits; plan design).
HRCI SPHR Study Guide - Strategies to increase employee participation in retirement plans.
NEW QUESTION # 201
Which of the following refers to salaries that are below the minimum of the salary range?
Answer: C
Explanation:
Answer option C is correct.Green circle refers to salaries that are below the minimum of the salary range.Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.Answer option A is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.Answer option B is incorrect. A salary survey is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION # 202
Strategic recruitment activities include all of the following except which one?
Answer: D
Explanation:
Explanation/Reference:
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 # 203
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