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| Section | Objectives |
|---|---|
| Topic 1: Risk Management | |
| Topic 2: Leadership and Strategy | |
| Topic 3: Employee Relations and Engagement | |
| Topic 4: Total Rewards | |
| Topic 5: Talent Planning and Acquisition | |
| Topic 6: Learning and Development |
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NEW QUESTION # 265
Which of the following standards establishes permissible noise levels for the workplace?
Answer: D
Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 266
Your organization has employed a temporary worker for a position in your company. During employment the individual has been called to military duty. Under the Uniformed Services Employment and Reemployment Rights Act of 1994 are you obligated to reinstate the individual upon his return from duty?
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 267
OSHA defines occupational safety and health hazards and how employers are to respond to certain scenarios that could happen in the workplace. One such standard is The General Duty Standard, Section 5. What does this standard mandate for employers?
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
The General Duty Standard, Section 5 is the general purpose of OSHA: to provide employees with a safe working environment with safety standards.
Answer option A is incorrect. This statement describes the OSHA requirements of Emergency Action Plans, section 1910.38.
Answer option D is incorrect. This statement describes the OSHA requirements of Fire Prevention Plans, section 1910.39.
Answer option C is incorrect. This statement describes the OSHA requirements of Occupational Noise Exposure, 1910.95.
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: Risk Management
Objective: Risk Assessment
NEW QUESTION # 268
The best examples of using analytics to make informed decisions for workforce planning are: (Select TWO options.)
Answer: B,E
Explanation:
The strongest examples of analytics-driven workforce planning are using behavioral data to identify employees most likely to resign (B) and calculating the percentage of employees reaching retirement age in five years (C). These approaches directly support predictive and proactive workforce decisions.
Predictive attrition modeling enables HR to identify retention risks early and implement targeted interventions. Retirement eligibility analysis supports succession planning, leadership continuity, and long-term talent supply forecasting. Both are core SPHR workforce planning capabilities.
Prioritizing resources for low performers (A) is a performance management decision, not workforce planning. Identifying trends while maintaining current practices (D) contradicts analytics-driven change. Using historical data to predict attrition (E) is useful but less forward-looking than behavioral and demographic analytics.
SPHR exam content emphasizes that advanced workforce planning relies on predictive insights, not descriptive reporting alone.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (workforce analytics; planning).
HRCI SPHR Study Guide - Predictive analytics in strategic workforce planning.
NEW QUESTION # 269
Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?
Answer: C
Explanation:
Explanation/Reference:
Answer option C is correct.
Fran should not inspect Lucas' work just because he has asked for time off based on a religious holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example.
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based on religion falls into disparate discrimination.
Answer option D is incorrect. Quality control does inspect the quality of the work, but it's equal for all project deliverables, not just the deliverables tied to Lucas and his request for time off for the religious holiday.
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: Risk Management
Objective: Risk Assessment
NEW QUESTION # 270
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