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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Leadership and Strategy | 33% | - Leading the HR Function
|
| Topic 2: Total Rewards | 17% | - Compensation
|
| Topic 3: HR Information Management, Safety, and Security | 10% | - HR Information Management
|
| Topic 4: Talent Management | 23% | - Performance Management
|
| Topic 5: Workforce Planning and Talent Acquisition | 17% | - Talent Acquisition
|
>> SPHR Valid Dumps Questions <<
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NEW QUESTION # 42
Which of the following tests is used to determine whether candidates are physically capable of performing specific job duties?
Answer: D
Explanation:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 43
What is the best option to encourage participation in a spot bonus program?
Answer: C
Explanation:
Even the best-designed reward programs fail without awareness and understanding. A well-structured communication campaign ensures employees know the program exists, how it works, and how to earn rewards.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR-level strategies include "communication as a critical success factor in compensation programs." Without proper rollout, recognition systems lose visibility, perceived fairness, and effectiveness.
NEW QUESTION # 44
Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
When there is arbitration between management and the union regarding contract language, it is commonly referred to as interest arbitration.
Answer option A is incorrect. Decisions describe the resolution of grievances based on the interpretation of the contract.
Answer option C is incorrect. Ad hoc arbitration isn't technically a term associated with contract language.
Ad hoc arbitrators, however, is. Ad hoc arbitrators describe the ability of either management or union to be forced to use an arbitrator which they're not happy with.
Answer option D is incorrect. Permanent arbitration isn't technically a term associated with contract language. Permanent arbitrators, however, are. Permanent arbitrators describer an arbitrator that stays with the party (management or union) for the duration of the contract.
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 # 45
You are a HR Professional for your organization. You have presented an idea to your staff. The staff members then discuss their ideas based on your presentation. All of the ideas are recorded and collectively ranked from most important to least important (or some other ordinal scale). Through this process a selection or forecast can be made for the organization. What forecasting technique have you used in this scenario?
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
The nominal group technique is a facilitated workshop to present an idea, allow brainstorming of additional ideas, and then the solutions are ranked by the group. A forecast can then be created based on the outcome of the exercise.
Answer option D is incorrect. This is more than just brainstorming as brainstorming does not begin with a presented idea or a ranking of ideas to predict an outcome.
Answer option B is incorrect. The Delphi Technique uses rounds of anonymous surveys to build consensus.
Answer option A is incorrect. Ratio analysis is a mathematical forecasting technique using two or more variables to predict a likely outcome.
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: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis
NEW QUESTION # 46
A manager always requires a female member of the project team to take the meeting minutes. This is an example of what type of discrimination?
Answer: A
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
This is an example of disparate treatment, as the manager always asks a female member of the project team to take the meeting minutes. The manager should rotate the assignment among men and women rather than consistently asking females to record the meeting minutes.
Answer option A is incorrect. This isn't an example of disparate impact, as there's no evident of a neutral policy that females must keep the meeting minutes.
Answer option C is incorrect. This isn't sexual harassment, as the manager is not making sexual advances in the scenario.
Answer option D is incorrect. Adverse impact is synonymous with disparate treatment.
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: Human Resource Development
Objective: Unique Employee Needs
NEW QUESTION # 47
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