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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: HR Information Management, Safety, and Security | 10% | - HR Information Management
|
| Topic 2: Leadership and Strategy | 33% | - Developing HR Strategy
|
| Topic 3: Workforce Planning and Talent Acquisition | 17% | - Talent Acquisition
|
| Topic 4: Talent Management | 23% | - Performance Management
|
| Topic 5: Total Rewards | 17% | - Benefits
|
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NEW QUESTION # 194
There are four levels of evaluation according to Kirkpatrick's Theory. Which of the following is NOT one of the four levels of evaluation?
Answer: D
Explanation:
Answer option C is correct.Confirmation is not one of the four levels of evaluation in Kirkpatrick's Theory of Evaluation. The four levels are reaction, learning, behavior, and results.Kirkpatrick's four levels of evaluation model are as follows:
- Reaction of student: This level of evolution measures the initial reaction of the participants. - Learning: The learning evaluation method uses a test to measure whether the students have learned the presented information. - Behavior: This level of evaluation uses a test to measure how well participants have learned the information presented in the training. - Results: This level of evolution provides the feedback to the business whether the
training have an impact on the business results or not. 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: Organization Development
NEW QUESTION # 195
Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Under the Pregnancy Discrimination Act of 1978, organizations must treat employees that are temporarily unable to complete their jobs due to pregnancy, the same way the organization would treat any other temporarily disabled employee.
Answer option D is incorrect. Thomas can't terminate Carrie's employment because of pregnancy.
Answer option A is incorrect. The Pregnancy Discrimination Act actually applies to organizations with 15 or more employees.
Answer option B is incorrect. There is no 28-day time limit to the requirements of the Pregnancy Discrimination Act.
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 # 196
Which of the following processes is taken to reduce the risk?
Answer: B
Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION # 197
Richard, who works at the customer service counter in an auto-supply store, told his manager that because of chronic back pain, it is difficult for him stand for long periods and asked for an accommodation. The manager isn't sure, based on the essential job functions, how an accommodation can be provided. You advise the manager to begin the interactive process with the employee. What should the manager do to begin this process?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
To assess the reasonableness of a requested accommodation, employers should ask employees to describe their limitations, how those limitations affect their performance of essential job functions, and whether they have suggestions for an accommodation that would allow them to perform the functions. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION # 198
Which of the following strategies is used to connect executive performance to organizational objectives?
Answer: C
Explanation:
Stock options (A) are a primary strategy used to connect executive performance to organizational objectives, particularly long-term financial performance and shareholder value. At the SPHR level, executive compensation is designed to align leaders' decisions with sustainable organizational success.
Stock options reward executives based on the organization's market performance over time, thereby encouraging strategic decision-making that supports growth, profitability, and competitiveness. Because the value of stock options increases only if the organization performs well, executives share in both risk and reward-creating strong alignment with organizational outcomes.
Signing bonuses (B) are short-term attraction tools and do not reinforce ongoing performance. Golden parachutes (C) provide severance protection and are unrelated to performance alignment. Customized benefits (D) may support retention but do not directly link executive behavior to organizational results.
SPHR exam content emphasizes pay-for-performance alignment, especially at senior leadership levels, where compensation structures influence strategic behavior. Long-term incentives such as stock options are central to executive rewards strategies because they reinforce accountability for sustained organizational success.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (executive compensation; incentive alignment).
* HRCI SPHR Study Guide - Long-term incentive plans and executive performance linkage.
NEW QUESTION # 199
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