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| Section | Weight | Objectives |
|---|---|---|
| Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Leadership and Strategy | 40% | - Risk management and compliance
|
| Employee Relations and Engagement | 20% | - Employee experience and culture
|
| Total Rewards | 12% | - Compensation strategy
|
| Talent Management and Development | 12% | - Learning and development
|
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NEW QUESTION # 159
"When the workplace is permeated with discriminatory intimidation, ridicule and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment, Title VII is violated." This is a statement made with regard to which of the following sexual- harassment court cases?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
Harris v. Forklift Systems Inc. was referenced in the case of same-sex harassment brought to the Supreme Court in Oncale v. Sundowner (D). Oncalehelped determine that gender is of little consequence when harassment meets the statutory requirements defined in Harris. Faragher v. City of Boca Raton (B) and Burlington Industries v. Ellerth (C) were also important cases aiding in interpreting the concept of sexual harassment in the workplace.
Chapter: Employee and Labor Relations
Objective: Review Questions
NEW QUESTION # 160
Which of the following organizational structures would be most effective for a company with three distinct commodities for sale?
Answer: C
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
A product-based structure is useful for an organization with multiple well-defined product lines. The structure and subsequent job responsibilities are divided by product line, rather than shared company-wide. The functional structure (A) is the more traditional format where the organization is divided by departments such as production and sales. A divisional structure (C) groups the company based on market or industry, useful for decentralized divisions. A flat line structure (B) is a different term for a seamless organization, one in which hierarchies do not exist.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 161
Which of the following requires that employees act in the best interest of the employer?
Answer: A
Explanation:
Section: Volume G
Explanation/Reference:
swer option D is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 162
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option B is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.
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 # 163
Which of the following pension options best serves an organization that has a practice of hiring mid-career workers with high mobility?
Answer: B
Explanation:
A defined contribution plan (C) best serves organizations that hire mid-career workers with high mobility
. At the SPHR level, benefit plan design must align with workforce demographics and employment patterns.
Defined contribution plans-such as 401(k) plans-are portable, allowing employees to retain and transfer accumulated retirement savings as they move between employers. This portability is highly attractive to mobile, mid-career professionals who do not expect long-term tenure with a single organization.
Defined benefit plans (B) reward long service and are less valuable to employees who change employers frequently. Traditional IRAs (A) are individually established and not employer-sponsored pension plans.
Rabbi trusts (D) are used for nonqualified deferred compensation for executives, not broad employee retirement coverage.
SPHR exam content stresses that effective total rewards strategies consider workforce mobility, retention patterns, and employee preferences, making defined contribution plans the most appropriate option in this scenario.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (retirement plans).
* HRCI SPHR Study Guide - Matching retirement plan design to workforce demographics.
NEW QUESTION # 164
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