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| Section | Objectives |
|---|---|
| Topic 1: Total Rewards | |
| Topic 2: Learning and Development | |
| Topic 3: Talent Planning and Acquisition | |
| Topic 4: Risk Management | |
| Topic 5: Leadership and Strategy | |
| Topic 6: Employee Relations and Engagement |
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NEW QUESTION # 302
One aspect of organizational development is leadership development. According to Pano's model, there are five components needed to bridge the gap between management and leadership. Which of the following is not one of the five components of Pano's model of Leadership Development?
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 5: Human Resource Development. 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: Leadership Concepts
NEW QUESTION # 303
As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?
Answer: B
Explanation:
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: Labor Relations
NEW QUESTION # 304
Which of the following Acts provides protection to workers in the event of mass layoffs or plant closings?
Answer: A
Explanation:
Answer option A is correct.The WARN Act was passed by Congress to provide protection to workers in the event of mass layoffs or plant closings. According to the act, 60 days advance notice is given to either the individual worker or their union representatives. The purpose of providing time to workers is to obtain new employment or training before the loss of their jobs. This act is administered by the department of labor, and enforced through the federal court. Answer option B is incorrect. The Black Lung Benefits Act (BLBA) is a law that provides benefits to coal miners who have been disabled by pneumoconiosis as a result of their work in the mines. Benefits are also paid to surviving dependents if the miner dies from the disease. Answer option D is incorrect. OSHA stands for Occupational Safety and Health Administration. OSHA is an agency of the United States Department of Labor. It was created by Congress of the United States under the Occupational Safety and Health Act, signed by President Richard M.
Nixon, on December 29, 1970. Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health. The agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues guidelines and regulations for the safe use of a computer. Answer option C is incorrect. Federal Employees Compensation Act (FECA) is a law that provides rules for compensation benefits to federal employees for work-related injuries or illnesses. FECA contains legal provision for giving compensation to their surviving dependents if a work-related injury or illness results in the employee's death. Chapter: Workforce Planning and Employment Objective: Organization Exit/Off-Boarding Processes
NEW QUESTION # 305
What is the best way to ensure that employees comply with the Drug-Free Workplace Act?
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
Although all of these are steps in the process, the best way to ensure that employees will comply with the Drug-Free Workplace Act is to develop and publish a written policy.
Chapter: Risk Management
Objective: Review Questions
NEW QUESTION # 306
The primary goal of conducting an exit interview is to:
Answer: D
Explanation:
B . Inform retention strategies is the best answer because the strategic value of exit interviews lies in collecting information about why employees leave and then using patterns in that information to improve the employment experience and reduce avoidable turnover. Exit interviews are not merely administrative separation meetings; they are a diagnostic source of workforce intelligence.
Under the five-domain SPHR framework, this question aligns most closely with Learning and Development, which HRCI defines as developing training, development, and employee retention strategies. The outline specifically requires HR to "develop and evaluate employee retention strategies and practices" and identifies employee retention strategies as a required knowledge area.
Exit-interview information can identify recurring causes of voluntary turnover such as lack of career opportunities, poor management practices, workload concerns, inadequate recognition, compensation issues, culture problems, or deficiencies in development. The strategic objective is to aggregate and analyze this information rather than treating each departure as an isolated event. SHRM describes exit interviews as a diagnostic tool that can directly inform policies and retention-focused strategies. CIPD similarly emphasizes that understanding why employees leave enables organizations to develop initiatives that reduce turnover and improve retention.
A is incorrect because providing final-pay information is an offboarding administration responsibility, not the primary purpose of the interview itself.
C is too narrow. Exit data may reveal inclusion problems and therefore support inclusion initiatives, but this represents only one possible application.
D is also too narrow. Employees should often be asked about their manager, and managerial patterns may reveal significant retention risks. However, manager feedback is one category of information collected during an exit interview rather than its overarching purpose.
The SPHR perspective focuses on converting employee-departure information into organizational action. HR should analyze exit data for trends, identify controllable causes of turnover, and use the findings to improve retention, engagement, management practices, and the employee experience.
Therefore, B is the strongest answer.
Reference:
HRCI, SPHR Exam Content Outline, Functional Area 03: Learning and Development, Responsibility 03; Knowledge Area 39.
SHRM, What Can Exit Interviews Teach Us About Employee Retention?
SHRM, How Do You Analyze Exit Interview Data Effectively?
CIPD, Employee Turnover and Retention.
NEW QUESTION # 307
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