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| Section | Objectives |
|---|---|
| Total Rewards | |
| Employee Relations and Engagement | |
| Risk Management | |
| Talent Planning and Acquisition | |
| Leadership and Strategy | |
| Learning and Development |
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NEW QUESTION # 19
A high-involvement organization is an example of what type of OD intervention?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Techno-structural interventions address issues of how work gets done in an organization. A high-involvement organization is one in which employees at all levels are involved in making decisions about how work is accomplished. Human-process interventions (D) are designed to build competencies at the individual level of the organization. HRM interventions (C) focus on HR processes and programs such as selection procedures or performance management that address individual employee needs. Strategic interventions (A) are used to execute changes to an organization's vision, mission, or values. See Chapter 5 for more information.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 20
What are the most important benefits of incorporating succession management into an organization's culture? (Select TWO options)
Answer: A,E
Explanation:
Succession management creates apipeline of talentready to step into critical roles, ensuringbusiness continuity. It strengthensinternal bench strength(A) and reduces time-to-fill (D) since qualified internal candidates are readily available.
Extract from HRCI-aligned HR knowledge: UnderTalent Planning and Acquisition, the SPHR framework encourages creating "succession planning systems that reduce talent gaps and support long-term workforce strategy," emphasizingreadiness, leadership continuity, andspeed of internal promotion.
NEW QUESTION # 21
You are the Senior HR Professional for your organization. You've just written the following statement in your company's code of conduct: the use of business resources for personal gain compromises the integrity of our company. What does this statement accomplish in the code of conduct?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
This statement is an ethical or value statement for your company's code of conduct. It specifically addresses the conflict of interest.
Answer option C is incorrect. A conduct statement describes how an employee is to act in given situations.
Answer option B is incorrect. An honesty statement defines the expectations for all employees to act honestly in the workplace.
Answer option D is incorrect. The gift statement addresses the acceptance, price limit, and refusal of gifts to employees that could be construed as gifts.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Corporate Governance
NEW QUESTION # 22
Project managers must balance and control five factors in every project: time, cost, quality, scope, and what other factor?\
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
Project managers must always balance time, cost, quality, scope, and risk in every project.
Answer option C is incorrect. Human resources management is part of most projects, but often the management of HR is outside the powers of the project manager, whereas risk is evident and influenced by the project manager in every project.
Answer option A is incorrect. Communication is one of the nine knowledge groups of project management, but it's not the best answer for the question.
Answer option B is incorrect. Budget management is important in project management, but the budget is considered to be included in the balance of costs in the project.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Project Management Concepts
NEW QUESTION # 23
Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
The FDIC is not one of the three agencies that help to enforce the requirements of ERISA.
Answer options A, B, and C are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.
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: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management
NEW QUESTION # 24
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