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| Section | Objectives |
|---|---|
| Employee Relations and Engagement | |
| Talent Planning and Acquisition | |
| Learning and Development | |
| Total Rewards | |
| Leadership and Strategy | |
| Risk Management |
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NEW QUESTION # 140
Data integrity, employment practices liability insurance, OSHA, and workplace violence policies are all examples of which of the following HR functions?
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
Risk management has influence that goes beyond the traditional safety role of HR, often influencing other HR functions such as EEO compliance (C), workforce planning (A) and employee relations (B). It revolves around removing or mitigating business risks, whether they are internal or external, or data- or employee- driven. See Chapters 4, 7, and 8 for more information.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION # 141
An organization has over 5,000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation. Who will decertify the union in this instance?
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 142
If an employee files a complaint with OSHA, under which of the following would they be protected?
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
Whistleblower standards protect an employee's right to file a complaint to OSHA about a workplace safety or health hazard. It is considered a basic employee right granted under the OSH act in 1970. Emergency action (D) is a type of plan required by OSHA, and the general duty clause (B) states that employers have a general duty to provide a safe and healthy workplace for employees.
Chapter: Risk Management
Objective: Review Questions
NEW QUESTION # 143
John's organization has collected several applications for an employment position within his organization.
The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
The Privacy Act of 1974 requires organizations to keep EEO-related matters private. This law is designed to protect the information the candidate has given to the organization as part of the application for the employment position.
Answer options C, B, and A are incorrect. These are not valid years from the Privacy Act of 1974.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 144
Which group is ultimately responsible for carrying out a successful crisis management plan?
Answer: A
Explanation:
While crisis management plans are designed and sponsored at senior levels, managers at all levels (C) are ultimately responsible for carrying out a successful crisis management plan. Execution-not design-is the defining factor of crisis response effectiveness, and managers are the link between strategy and action.
SPHR-level leadership frameworks emphasize that crisis plans rely on distributed accountability. Managers translate plans into operational decisions, communicate with employees, ensure compliance with procedures, and adapt responses to real-time conditions. Without manager engagement and competence, even the most comprehensive crisis plan will fail.
Senior leadership (B) plays a critical role in setting direction, allocating resources, and signaling priorities, but they are not present in every operational area during a crisis. Emergency response teams (A) and internal safety departments (D) provide expertise and coordination, yet they do not manage day-to-day employee actions across the organization.
This question reinforces an SPHR principle: leadership responsibility is shared, and crisis preparedness depends on training, empowerment, and accountability at every management level. HR supports this by ensuring managers are trained, informed, and prepared to lead during disruptions.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (risk management; crisis leadership; organizational accountability).
* HRCI SPHR Study Guide - Roles of managers in crisis and business continuity planning.
NEW QUESTION # 145
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