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| Section | Objectives |
|---|---|
| Topic 1: Employee Relations and Engagement | |
| Topic 2: Learning and Development | |
| Topic 3: Leadership and Strategy | |
| Topic 4: Total Rewards | |
| Topic 5: Risk Management | |
| Topic 6: Talent Planning and Acquisition |
With the HRCI SPHR certification exam you will get an opportunity to learn new and in-demand skills. In this way, you will stay updated and competitive in the market and advance your career easily. To do this you just need to pass the The Professional in Human Resources (SPHR) SPHR Certification Exam.
NEW QUESTION # 109
An Affirmative Action Plan must be completed by employers that meet which criteria?
Answer: A
Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Government contractors with 50 or more employees and contracts of $50,000 or more each year must complete Affirmative Action Plans. (C) was the original compliance requirement for Title VII and was changed to 15 employees by the EEOA of 1972. The criteria in (D) apply to employers that must comply with the Rehabilitation Act and federal contractors that must take affirmative action for all terms and conditions of employment based on executive orders. (A) is not a compliance requirement.
Chapter: Workforce Planning and Employment
Objective: Review Questions
NEW QUESTION # 110
Part of organizational development is a commitment to quality. One of the quality pioneers you should be familiar with is Philip
B. Crosby. Which one of Crosby's absolutes of quality management is revealed below?
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
The only absolute of quality management displayed is that quality is achieved by prevention, not appraisal.
The other comments may stem from Crosby followers, but this is the only absolute mentioned.
Answer option A is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Answer option B is incorrect. This is a true statement, but it is not one of Crosby's absolutes.
Answer option D is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
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: Organization Development
NEW QUESTION # 111
All of the following reasons for termination of an employee are examples of wrongful termination except for which one?
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
If an employee violates a company policy then there is justification for terminating an employee.
Answer option B is incorrect. A person cannot be fired for being a member of a protected class.
Answer option C is incorrect. A person that reports unlawful or unsafe conditions is considered to be a whistleblower - and cannot be fired for doing so.
Answer option D is incorrect. Filing a worker's compensation claim is not a valid reason for terminating an employee.
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: Employee Relations
NEW QUESTION # 112
The success of an employee engagement strategy is best measured by its correlation to:
Answer: C
Explanation:
The success of an employee engagement strategy is best measured by its correlation to sustained retention (B). At the SPHR level, engagement is viewed as a leading indicator of long-term workforce stability and organizational performance.
Highly engaged employees are more likely to remain with the organization because they feel connected to its mission, supported by leadership, and satisfied with their work experience. Sustained retention demonstrates that engagement efforts are not producing short-lived enthusiasm but are influencing long-term employment decisions.
While engagement may also influence safety outcomes (C) and ethical behavior (D), these are indirect or situational indicators. Employer evaluations (A) reflect perception but do not capture behavioral outcomes.
Retention, by contrast, is a clear, measurable, and strategically significant result that links engagement to cost reduction, productivity, and knowledge continuity.
SPHR exam content consistently ties engagement strategies to voluntary turnover reduction as a primary measure of success. Organizations that invest effectively in engagement typically experience lower attrition, reduced replacement costs, and stronger workforce continuity.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (engagement metrics; retention).
* HRCI SPHR Study Guide - Measuring engagement effectiveness.
NEW QUESTION # 113
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: B
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 # 114
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