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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 |
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NEW QUESTION # 304
An organization developing an OSHA emergency response plan for a site located more than 50 miles from a healthcare facility should be primarily concerned with:
Answer: D
Explanation:
OSHA regulations require that organizations, particularly those inremote locations, ensure thatmedical services and first aidare available in a timely manner. The greater the distance from a medical facility, the more critical it becomes to havetrained personnel and first-aid resources onsite.
Extract from HRCI-aligned HR knowledge: In theEmployee Relations and Engagement/ Risk Managementdomain, SPHR identifies the need to "develop emergency preparedness plans to mitigate workplace risks, especially in isolated environments," with OSHA guidelines requiringonsite emergency readinesswhen off-site help is delayed.
NEW QUESTION # 305
An HR director has been hired by a high-technology business that has been growing at a rapid rate.
There are 300 professional employees in manufacturing and 80 in clerical and laboratory support.
There has been no formal human resource function in the past, with each department head controlling the hiring, salary adjustments, and other details of that department. There are noestablished working hours except for non-exempt employees and the work environment is very informal in dress and supervisory relationships. The president wants the new director to identify the key areas of importance.
To plan for future staffing needs, the first step should be to:
Answer: A
Explanation:
To build a sustainable staffing plan, HR must start by identifyingexisting skills and capabilities. Askills inventoryis a comprehensive internal scan that identifiesgaps, strengths, and development needs, enabling the organization to prepare for growth, succession, and future workforce demands.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisitiondomain):
SPHR-level HR strategy includes "conducting internal talent assessments to anticipate future organizational needs." Developing anemployee skills inventoryis the first step instrategic workforce planning, forming the basis for recruitment, development, and succession actions.
NEW QUESTION # 306
Employees experience catastrophic damage to their homes after a hurricane causes massive flooding. In addition, a mandatory evacuation order closes the local office for three days. Some nonexempt employees show up at the office after the evacuation order is lifted.
When is the organization required to pay them?
Answer: D
Explanation:
The organization is required to pay nonexempt employees if they show up and are asked to wait onsite until the situation is assessed (C). Under wage and hour principles, nonexempt employees must be paid for hours worked, which includes time spent engaged to wait.
If employees are required to remain on-site, even without performing active work, that time is compensable because it is controlled by the employer and primarily benefits the organization. This includes waiting for instructions, assessments, or decisions.
Simply reporting to work (A) does not require pay if employees are immediately sent home and perform no work. Scheduled hours (B) are not automatically paid for nonexempt employees unless work is performed or required waiting occurs. Being sent home subject to recall (D) is not compensable if employees are free to use the time for their own purposes.
SPHR exam content emphasizes correct application of wage and hour rules during emergencies, particularly distinguishing between "engaged to wait" (paid) and "waiting to be engaged" (unpaid).
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (wage and hour compliance).
* HRCI SPHR Study Guide - Compensable time rules for nonexempt employees.
NEW QUESTION # 307
OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Payment of employees is not something covered by OSHA so this choice is incorrect. The six standards as defined by OSHA are hazard communication standard, emergency action plan standard, fire safety standard, exit routes standard, walking/working surfaces standard, and the medical and first aid standard.
Answer option B is incorrect. The exit routes standard is one of the six standards defined by OSHA.
Answer option D is incorrect. The fire safety standard is one of the six standards defined by OSHA.
Answer option A is incorrect. The emergency action plan standard is one of the six standards defined by OSHA.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
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 # 308
One purpose of a diversity initiative is to do what?
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce, which includes increased creativity (C) and an enhanced ability to attract customers (A). See Chapter 2 for more information.
Chapter: Human Resource Development
Objective: Unique Employee Needs
NEW QUESTION # 309
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