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| Section | Weight | Objectives |
|---|---|---|
| Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Leadership and Strategy | 40% | - Organizational strategy alignment
|
| Total Rewards | 12% | - Compensation strategy
|
| Talent Management and Development | 12% | - Performance management
|
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NEW QUESTION # 153
The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This act clearly defines four areas that affect all employees. Which one of the following is not one of the four areas of employment covered by this act?
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
The Federal Labor Standards Act does not address commissions, royalties, and tips. The four things the act does address are minimum wage, record keeping, overtime, and child labor.
Answer options D, B, and C are incorrect. Minimum wage, record keeping, and overtime are addressed by the Federal Labor Standards Act.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 154
_________ is one of several learning organization characteristics.
Answer: B
Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Systems thinking refer to the characteristic of a learning organization that uses a variety of information- gathering techniques to acquire knowledge about new technology, determine its value, and convert this knowledge into new and improved practices and procedures. Assessment centers (D) are used to determine what kind of training an individual needs. Massed practice (C) is a form of practicing job tasks during training in which all tasks are practiced at the same time. Programmed instruction (A) is a type of self-instruction that requires trainees to complete each step in the training before moving on to the next step.
Chapter: Human Resource Development
Objective: Review Questions
NEW QUESTION # 155
Which of the following encourages individual employee self esteem, such as satisfaction from challenging and exciting assignments?
Answer: B
Explanation:
Answer option B is correct. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION # 156
Which of the following union security clauses specifies that all employees must either join the union or pay union dues if they choose not to join the union?
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.
Answer option B is incorrect. The closed shop clause requires that all new hires be members of the union before they are hired.
Answer option A is incorrect. The maintenance of membership clause allows employees to choose whether to join the union, but once they join, they must remain members until the expiration of the contract.
Answer option D is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 157
After an election is ordered by the NLRB, which of the following management efforts could constitute an unfair labor practice by the employer?
Answer: B
Explanation:
The action most likely to constitute an unfair labor practice (ULP) is holding small group meetings immediately after the beginning of the work shift on election day to influence voting (B).
Under the NLRB's Peerless Plywood rule, employers (and unions) are prohibited from holding captive audience meetings within 24 hours of a representation election if the purpose is to influence employees' votes. These meetings interfere with employees' free choice and are therefore unlawful.
Option A may be permissible if statements are factual and non-threatening. Option C is lawful because it communicates accurate information about collective bargaining. Option D is also permissible if the information is factual, non-coercive, and not misleading.
SPHR exam content emphasizes employer free speech rights balanced against restrictions on timing, coercion, and interference during union campaigns. Violations often hinge on when and how communication occurs-not just content.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (unfair labor practices; election rules).
* HRCI SPHR Study Guide - Employer conduct during union representation campaigns.
NEW QUESTION # 158
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