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| Section | Objectives |
|---|---|
| Total Rewards | |
| Employee Relations and Engagement | |
| Talent Planning and Acquisition | |
| Learning and Development | |
| Risk Management | |
| Leadership and Strategy |
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NEW QUESTION # 88
Martha is the HR Professional for her organization and she's working with her team to complete non-quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
Answer: B
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 # 89
What is the most effective way to attract and retain the best talent?
Answer: C
Explanation:
A . Establish a positive employer brand is the best answer because employer branding affects how both prospective and current employees perceive the organization as a place to work. A credible, attractive employer brand communicates the organization's culture, values, employee experience, career opportunities, work environment, and overall employee value proposition. This directly supports both talent attraction and retention.
HRCI places this concept squarely within Talent Planning and Acquisition. The SPHR outline requires HR to develop, monitor, and assess recruitment strategies and explicitly includes "sourcing and branding strategy." HRCI also lists "employer marketing and branding techniques" as required knowledge. These references make employer branding particularly strong when an examination question asks about simultaneously attracting and retaining talent.
HRCI guidance on talent acquisition emphasizes that organizations need a compelling talent or employer brand to win candidates' attention and communicate what differentiates the employment experience. CIPD likewise defines employer brand as the mechanism through which organizations differentiate themselves in the labor market and states that it enables organizations to attract, recruit, retain, and engage the right people.
B . Eliminate sourcing errors can improve recruiting effectiveness, but sourcing accuracy addresses only part of the attraction process and says little about retention after employees are hired.
C . Utilize a panel interview process is a selection technique. When designed correctly, panels can improve consistency and provide multiple perspectives, but they do not create the broad organizational appeal required to attract and retain high-quality talent.
D . Identify talent gaps and challenges is essential to workforce planning because HR must understand future capability requirements. However, identifying a gap does not itself persuade candidates to join or employees to remain.
A is broader and more strategic. A strong employer brand affects the entire employment lifecycle-from initial awareness and candidate attraction through engagement and retention-and helps distinguish the organization from competing employers.
Therefore, A is the strongest SPHR answer.
Reference:
HRCI, SPHR Exam Content Outline, Functional Area 02: Talent Planning and Acquisition, Responsibility 02; Knowledge Areas 19, 22, and 25.
HRCI, Talent Acquisition Starts With an Excellent Talent Brand.
CIPD, Employer Brand.
CIPD, Activating Your Employer Brand to Recruit and Retain in a Challenging Climate.
NEW QUESTION # 90
Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity?
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
There are four types of validity that HR Professional should be familiar with: content validity, criterion- related validity, construct validity, and predictive validity. There is no such category as professional validity.
Answer options A, B, and D are incorrect. Predictive validity, content validity, and construct validity are the categories of validity, as part of abiding by the Uniform Guidelines on Employee Selection Procedures.
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: Staffing Programs
NEW QUESTION # 91
As a Senior HR Professional, you should be familiar with copyright laws when it comes to organizational development and the usage of materials. There are six categories of protected rights for creators protected by the copyright law. Which of the following is not one of the six categories?
Answer: A
Explanation:
Answer option B is correct.The six categories of protection of the work do not include the right to renew the copyright of the work. Copyrights last for the lifetime of the author plus 70 years. The six areas protected by copyright law are as follows:
Right to duplicate the work
Right to create derivative works
Right to sell copies of the work
Right to perform the work publicly
Right to display the work publicly
Right to digital performance in sound recordings 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: Human Resource Development
------
Objective: Federal Employment Legislation
NEW QUESTION # 92
Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually $50,000. What is the Compa-ratio for Sam?
Answer: B
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 # 93
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