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| Section | Objectives |
|---|---|
| Topic 1: Learning and Development | |
| Topic 2: Leadership and Strategy | |
| Topic 3: Employee Relations and Engagement | |
| Topic 4: Risk Management | |
| Topic 5: Talent Planning and Acquisition | |
| Topic 6: Total Rewards |
>> SPHR Current Exam Content <<
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NEW QUESTION # 170
Based on an analysis of the industry and labor market trends, a VP of Human Resources has determined that the best course of action for her company is to change from a narrow to a broadband salary structure.
The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (B) and CBA (D) may be included as part of the business case, and a SWOT analysis (C) may have identified the need for a program or action.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 171
Each collective bargaining agreement outlines the process to file a grievance. Most agreements define a four-step approach to the grievance procedure. During which one of the following steps of the grievance procedure, might the president of the local union meet with the manager of the plant at which the employee with the grievance works?
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint internally, Reach the highest level of internal escalation, and then Participate in binding arbitration. The second phase of the grievance procedure likely has the local union's president meet with the plant manager to try to find a resolution.
Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor of the person who experienced the grievance is notified of the complaint and offered a time period to find a resolution.
Answer option C is incorrect. This phase of the grievance procedure may actually bring the president of the national union to meet with president of the company, where the union member works.
Answer option D is incorrect. If no resolution has been met, this final procedure causes the grievance to move onto the court systems.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Strategy
NEW QUESTION # 172
What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year?
Answer: D
Explanation:
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: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 173
Deal and Kennedy defined the four dimensions of organizational culture that you should be familiar with, as an HR Professional. What dimension of organizational culture is best defined by the hidden hierarchy of power?
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
The culture network is the information system of communication - also called the hidden hierarchy of power
- within an organization.
Answer option D is incorrect. Joy is not one of the four dimensions, as defined by Deal and Kennedy.
Answer option C is incorrect. Values describe the beliefs that lie at the heart of the corporate culture.
Answer option A is incorrect. Heroes describes individuals who embody the organizational values.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION # 174
Which of the following is a productivity type of statistical HR measurement?
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
There are three types of statistical HR measurements: employee measures, such as turnover/retention (C) and job satisfaction (B); productivity measures, such as revenue per employee and OSHA incident rates; and HR activities measures, such as cost per hire (D) and ratio of total employees to HR staff. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: HR Metrics: Measuring Results
NEW QUESTION # 175
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