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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Topic 2: Leadership and Strategy | 40% | - Risk management and compliance
|
| Topic 3: Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Topic 4: Talent Management and Development | 12% | - Performance management
|
| Topic 5: Total Rewards | 12% | - Compensation strategy
|
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NEW QUESTION # 299
Human resource professionals are likely to use third-party contracts when doing which of the following?
Answer: A
Explanation:
Answer option D is correct.In a third-party contract, some or all of the work is performed by an individual who is not a party to the contract. There are many examples of third-party contracts in business; perhaps the best known for HR professionals is an agreement with a temp agency in which the company agrees to pay the temp agency for services provided by an employee of the agency. See Chapters 2 and 4 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Third-Party Contract Management
NEW QUESTION # 300
A US company has offices throughout the US and in Europe. What accounting rules are the company required to use?
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
US-based companies are required to use the Generally Accepted Accounting Principles (GAAP) rules. In
2008, the SEC began to consider allowing companies to use the International Financial Reporting Standards.
Answer option A is incorrect. The American Institute of Certified Public Accountants created the GAAP rules.
Answer option B is incorrect. International Financial Reporting Standards are being considered to standardize accounting practices worldwide.
Answer option C is incorrect. The Securities Exchange Act rules aren't valid rules. This act of 134 gave authority to the Securities and Exchange Commission (SEC) for overseeing accounting standards or publicly traded companies.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION # 301
A manager makes a sexual advancement to an employee who rejects the advance. Later, the manager does not allow the employee to be promoted because of the rejection of the sexual advancement. This is an example of what type of sexual harassment?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
This is an example of quid pro quo sexual harassment. This happens when employment decisions are rewarded or punished based on the sexual advance of management or employees to others in the organization.
Answer option D is incorrect. This isn't an example of disparate impact, as there's no policy requiring an action.
Answer option B is incorrect. This isn't an example of disparate treatment, as a member of a protected class isn't intentionally treated differently than other employees in this scenario.
Answer option A is incorrect. This isn't an example of a hostile work environment, which is a form of sexual advancement.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. 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 # 302
What is the minimum amount of employees an organization must have to be covered by the Americans with Disabilities Act of 1990?
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
The Americans with Disabilities Act of 1990 requires organizations that have 15 or more employees to abide by this law.
Answer option A is incorrect. This law does not affect organizations with less than 15 employees.
Answer option C is incorrect. The Americans with Disabilities Act of 1990 applies to all employers with 15 or more employees, not 45.
Answer option D is incorrect. The Americans with Disabilities Act of 1990 applies to all employers with 15 or more employees, not 100.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 303
There are many different types of organizations that people create to accomplish business goals. Which business organization has just one person who is responsible for all decisions in the business, retains all profits, and has unlimited personal liability for all business decisions?
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION # 304
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