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| Section | Weight | Objectives |
|---|---|---|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Leadership and Strategy | 40% | - Risk management and compliance
|
| Talent Management and Development | 12% | - Performance management
|
| Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Total Rewards | 12% | - Benefits and recognition
|
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NEW QUESTION # 229
What can an employer legally do when a union approaches employees about forming a bargaining unit?
Answer: A
Explanation:
According to theNational Labor Relations Act (NLRA)and best practices in union-related employee relations, employers may sharefactual informationsuch as thecost of union dues, but cannotthreaten, interrogate,promise benefits, orspyon employees (the "TIPS" rule). Option C is legal because it is a fact- based communication. The other options involve coercive or invasive actions. This aligns with SPHR knowledge underEmployeeandLabor Relationsin theEmployee Relations and Engagementdomain.
NEW QUESTION # 230
Fran is the HR Professional for her organization and she's working with a new recruit in the HR department. Fran wants to explain the role of HR to the new recruit. Which of the following statements most accurately describes the role of an HR in an organization?
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
The best definition of HR is that HR is evolving into a role that provides strategic, administrative, and operational services for the entire organization.
Answer option A is incorrect. This isn't the best definition of HR as this answer doesn't include the administrative role of HR in the organization and it includes legal, which isn't valid.
Answer option B is incorrect. This isn't the best definition of HR as this answer doesn't include strategic services.
Answer option D is incorrect. This isn't the best definition of HR as doesn't include a direct component of cultural awareness.
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: Strategy
NEW QUESTION # 231
Which of the following HR strategies would be most useful in dealing with a workforce that lacks accountability?
Answer: B
Explanation:
Answer option C is correct.Employee-engagement activities center around the function of gathering meaningful feedback. Surveys, interviews, and focus groups are just some of the examples of formal feedback systems that can be used to improve organizational outcomes. From this feedback, solutions such as training (A) and targeted performance improvement plans (B, D) can be assessed. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Union Organization
NEW QUESTION # 232
Which of the following is a process that occurs due to mergers, outsourcing or changing business needs?
Answer: B
Explanation:
Explanation/Reference:
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 # 233
During integration following an acquisition, which of the following are the most critical HR actions?
(Select TWO options.)
Answer: B,C
Explanation:
* A: Retaininghigh performers and leadersensures business continuity.
* E: Organizational structure affects roles, decision-making, and operational alignment.
Post-merger HR priorities includeretention, role clarity, and org designto support integration.
NEW QUESTION # 234
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