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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Leadership and Strategy | 40% | - Risk management and compliance
|
| Topic 2: Employee Relations and Engagement | 20% | - Employee experience and culture
|
| Topic 3: Talent Management and Development | 12% | - Learning and development
|
| Topic 4: Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Topic 5: Total Rewards | 12% | - Compensation strategy
|
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NEW QUESTION # 39
Which of the following is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels?
Answer: B
Explanation:
Answer option C is correct.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.Answer option D is incorrect. Job evaluation is an objective mechanism used to determine the worth of different jobs to the company.Answer option B is incorrect. Gross pay is the amount earned by an employee before taxes are pending.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. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION # 40
You are a HR Professional for your organization and you're educating your staff on the Pregnancy Discrimination Act. Which one of the following statements about the Pregnancy Discrimination Act is not true?
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
An employer cannot refuse to hire a woman based on her pregnancy.
Answer options C, D, and A are incorrect. These are true statements and are part of the Pregnancy Discrimination Act.
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: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 41
A corporate manager regularly participates in discussion boards with a group of peers and one-on-one emails with a development specialist. He is mostlikely engaged in which of the following development activities?
Answer: B
Explanation:
Answer option D is correct.Virtual coaching is one method of leadership development. Used as part of overall coaching activities, it employs multiple sources of electronic media to reinforce management development. See Chapter 5 for more information. Mentoring (A), Peer to peer (B) and Leadership coaching (C) all primarily take place in a face-to-face setting. Chapter: Human Resource Development Objective: Talent Management
NEW QUESTION # 42
Which of the following standards establishes permissible noise levels for the workplace?
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 43
When creating a workforce plan, it is important to start with:
Answer: A
Explanation:
C . Strategic action plans is the best answer because workforce planning should begin with an understanding of what the organization intends to accomplish. HR must know the organization's future strategic direction, business objectives, growth or restructuring plans, products or services, and operating priorities before determining what workforce capabilities, numbers, locations, and skills will be needed.
HRCI explicitly requires HR plans to be aligned with the organization's strategic plan. Within Talent Planning and Acquisition, the SPHR outline further requires HR to "evaluate and forecast organizational needs" in order to create or develop workforce plans. This establishes an important sequence: organizational strategy drives workforce requirements; the workforce plan is not developed independently of business direction.
CIPD workforce-planning guidance similarly states that workforce planning must be linked to organizational goals and form part of strategic business planning. Its workforce-planning checklist starts by asking what the organization's strategic plans are and what is driving workforce demand before moving into detailed environmental analysis.
A . Leadership succession plans are a product or component of workforce and talent planning. Organizations cannot determine appropriate succession priorities until they understand critical roles and future organizational requirements.
B . 360-degree feedback is primarily an employee or leadership-development assessment method. It may provide useful information about individual development needs but does not establish enterprise workforce demand.
D . A SWOT analysis is a valuable environmental-scanning tool and is explicitly identified by HRCI as a method for gathering strategic information. However, SWOT supports analysis of the strategy and operating environment; it does not replace the need to begin with the organization's strategic direction.
Therefore, among the choices, strategic action plans provide the essential starting point because they establish what the business is trying to accomplish. Workforce planning can then determine the talent required to execute those plans.
Reference:
HRCI, SPHR Exam Content Outline, Functional Area 01: Leadership and Strategy, Responsibilities 01 and 07; Knowledge Area 11.
HRCI, SPHR Exam Content Outline, Functional Area 02: Talent Planning and Acquisition, Responsibility 01.
CIPD, Workforce Planning.
CIPD, Strategic Workforce Planning: Guide for People Professionals.
NEW QUESTION # 44
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