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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Total Rewards | 17% | - Compensation
|
| Topic 2: Leadership and Strategy | 33% | - Leading the HR Function
|
| Topic 3: Talent Management | 23% | - Performance Management
|
| Topic 4: Workforce Planning and Talent Acquisition | 17% | - Workforce Planning
|
| Topic 5: HR Information Management, Safety, and Security | 10% | - Workplace Safety and Security
|
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NEW QUESTION # 175
Which of the following is an example of a reference guide?
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
Collecting large amounts of data into one coherent document can be done through the use of an employee handbook that references policies (A), standard operating procedures (B), or reference guides. A troubleshooting manual (D) best represents the type of document designed for short-term reference of a specific nature.
Chapter: Employee and Labor Relations
NEW QUESTION # 176
Which of the following formulas is used to calculate the number of sales positions required to achieve desired sales goals?
Answer: A
Explanation:
The correct answer is Option B, which reflects the appropriate workforce planning formula used to calculate the number of sales positions required to meet a desired sales goal, taking into account existing staff.
At the SPHR level, this question tests quantitative workforce planning and demand forecasting, a critical competency in Talent Planning and Acquisition. The goal is to determine how many sales representatives are required based on productivity assumptions and then adjust for current headcount.
From the data provided:
Desired sales goal: $6,000 per month
Orders per representative: 200 per month
Price per order: $3.00
Current sales representatives: 4
First, calculate the monthly revenue generated by one sales representative:
200 orders × $3.00 = $600 per representative per month
Next, calculate the total number of representatives required to meet the sales goal:
$6,000 ÷ $600 = 10 total representatives required
Because the organization already has 4 current sales representatives, the formula must subtract the existing headcount to determine additional positions needed:
10 − 4 = 6 additional sales representatives
Option B correctly represents this logic mathematically:
6,000 ÷ (200 × 3) − 4
The other options incorrectly reverse the formula or subtract values in a way that does not align with workforce demand logic, resulting in invalid staffing conclusions.
The SPHR Exam Content Outline emphasizes that effective workforce planning must:
Translate business goals into productivity assumptions
Use mathematically sound formulas
Account for current workforce supply
Option B is the only choice that satisfies all three requirements.
NEW QUESTION # 177
Which of the following is a communication that damages an individual's reputation in the community, preventing them from obtaining employment?
Answer: A
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Defamation can be described as a communication, which is responsible for damaging an individual's reputation in the community, preventing him from obtaining employment or other benefits.
Answer option B is incorrect. A constructive discharge occurs when an employer makes the workplace so hostile and inhospitable that an employee resigns.
Answer option A is incorrect. The duty of loyalty requires that all employees act in the best interest of the employer and not solicit work away from the employer to benefit themselves.
Answer option D is incorrect. Gainsharing is a system of management used by a business to get higher levels of performance through the involvement and participation of its people. As performance improves, employees share financially in the gain (improvement). Gainsharing is about people working smarter together and not just working harder.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 178
Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business, new employees can bring risk to the organization's operations, goals, and endeavors.
Answer option A is incorrect. This is a correct definition of risk, but it does not address the human resource- related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse.
Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.
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: Risk Management
Objective: Risk Identification
NEW QUESTION # 179
Which of the following is a process that occurs due to mergers, outsourcing or changing business needs?
Answer: C
Explanation:
Answer option B is correct.An involuntary exit is a process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option D is incorrect. Plant closing is an act of shutting down the operation of a plant.Answer option C is incorrect. In the voluntary exit, employees leave the organization by either resigning or retiring.Answer option A is incorrect. Outplacement is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and helps them re-orientate to the job market. Chapter: Workforce Planning and Employment Objective: Organization Exit/Off-Boarding Processes
NEW QUESTION # 180
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