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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Leadership and Strategy | 40% | - HR governance and ethics
|
| Topic 2: Talent Management and Development | 12% | - Learning and development
|
| Topic 3: Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Topic 4: Employee Relations and Engagement | 20% | - Employee experience and culture
|
| Topic 5: Total Rewards | 12% | - Compensation strategy
|
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NEW QUESTION # 149
An example of action learning as an organizational development tool would be:
Answer: C
Explanation:
Action learning involves groups working on real, current problems, learning through experience, and applying that learning immediately. It's a practical development and problem-solving model.
SPHR models define action learning as "a method combining learning and real-time problem resolution, fostering leadership, innovation, and collaboration".
NEW QUESTION # 150
Which of the following ensures that employees working in different locations are paid at rates competitive in the labor market for specific jobs and locations?
Answer: B
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 151
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?
Answer: C
Explanation:
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 # 152
Part of organizational development is a commitment to quality. What quality control tool shows categories of failures from largest to smallest in a bar chart?
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
A Pareto chart is a special histogram in that it shows categories of failures from the largest failure to the smallest failure. The idea is that the project team or organizational development team will attack the largest problems first.
Pareto chart
A Pareto chart is a special type of bar chart where the values being plotted are arranged in descending order.
The graph is accompanied by a line graph, which shows the cumulative totals of each category, left to right.
The chart is named after Vilfredo Pareto, and its use in quality assurance was popularized by Joseph M. Juran and Kaoru Ishikawa.
A Pareto chart is a histogram where items (such as number of defects) are ordered by frequency of occurrence, as shown in the below example:
Example of a Pareto chart
It is a type of chart that consists both bars and a line graph, where individual values are represented in descending order by bars, and the cumulative total is shown by the line.
Answer option A is incorrect. A histogram is simply a bar chart and isn't ordered from largest to smallest.
Answer option D is incorrect. A fishbone diagram is also known as an Ishikawa diagram or a cause and effect chart.
Ishikawa diagram
The Ishikawa diagram (or fishbone diagram or also cause-and-effect diagram) is a diagram that shows the causes of a certain event. A common use of the Ishikawa diagram is to identify potential factors causing an overall effect. It helps identify causal factors and root causes.
It is known as a fishbone diagram because of its shape, similar to the side view of a fish skeleton. It is considered as a basic tool of quality management.
Answer option B is incorrect. A control chart shows trend analysis by tracking the results of measurements over time.
What are control charts?
Control charts are graphical representations of different processes. These charts contain the maximum and minimum values allowed. Control charts are used to determine whether or not a process is stable or has predictable performance. A process is considered out of control when a data point exceeds a control limit or if seven consecutive points are above or below the mean.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. 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: Organization Development
NEW QUESTION # 153
Which of the following statements about substance-abuse policies is not true?
Answer: A
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
The Drug-Free Workplace Act of 1988 requires only federal contractors and subcontractors to establish substance abuse policies. A fair and effective policy will describe which employees will be tested (D), whether it is all or specific job groups. The policy should describe (B) when tests will be done (pre- employment, randomly, on reasonable suspicion, or according to a predetermined schedule), what drugs are included in the process, and the consequences for employees who test positive (A). See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 154
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