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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Total Rewards | 12% | - Compensation strategy
|
| Topic 2: Leadership and Strategy | 40% | - Risk management and compliance
|
| Topic 3: Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Topic 4: Talent Management and Development | 12% | - Learning and development
|
| Topic 5: Employee Relations and Engagement | 20% | - Employee experience and culture
|
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NEW QUESTION # 103
A _________ measures one variable against another.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis
NEW QUESTION # 104
Which of the following focuses on building systems that retain corporate knowledge accessible as needed by the organization?
Answer: B
Explanation:
Answer option A is correct.
Chapter: Human Resource Development
Objective: Federal Employment Legislation
NEW QUESTION # 105
The alleged management actions-interrogating, threatening, and dismissing employees for union support-violate:
Answer: D
Explanation:
The alleged actions violate employees' rights to protected concerted activity (C) under the National Labor Relations Act (NLRA). At the SPHR level, protected concerted activity includes employees' rights to organize, join, or support a union without employer interference, restraint, or coercion.
Interrogating employees about union activity, threatening adverse consequences, or terminating employees due to union support are classic unfair labor practices that directly interfere with these protected rights.
Weingarten Rights (B) apply to union-represented employees' right to representation during investigatory interviews and are not relevant here. Collective bargaining agreements (A) apply only after a union is certified. Good faith employee relations (D) is not a legal standard under the NLRA.
SPHR exam questions frequently test recognition of protected concerted activity violations, making this a high-probability concept.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (NLRA; protected activity).
HRCI SPHR Study Guide - Employer interference and unfair labor practices.
NEW QUESTION # 106
What law requires organizations to pay their non-exempt employees one and one half times the regularly hour wage for work that exceeds 40 hours in one week?
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
The Fair Labor Standards Act accomplishes many things for workers including the requirements for non- exempt workers to be paid one and one half times their wage for hours worked beyond 40 hours in one work week.
Answer option C is incorrect. The Walsh Healy Public Contracts Act requires government contractors with contracts of more than $10,000 to pay their employees the wage of the local areas as established by the Secretary of Labor.
Answer option A is incorrect. The Davis Bacon Act was the first act regulating minimum payment for employees.
Answer option B is incorrect. The Service Contract Act requires any federal service contractor with a contract exceeding $2,500 to pay its employees the prevailing wage and fringe benefits for the area - and provide safe, clean working conditions.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 107
Which of the following is an example of a nonqualified deferred-compensation plan?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by ERISA; they are limited to a small group of executives or highly compensated employees. A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money-purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
NEW QUESTION # 108
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