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| Section | Weight | Objectives |
|---|---|---|
| Talent Management and Development | 12% | - Performance management
|
| Leadership and Strategy | 40% | - Risk management and compliance
|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Total Rewards | 12% | - Benefits and recognition
|
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NEW QUESTION # 62
Which of the following is additional pay for working in dangerous conditions?
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
Hazard pay is additional pay for working in dangerous conditions.
Answer option A is incorrect. If an employee is called by the employer for work and there is no work available, the employer may be required by state law or employment agreements to pay for a minimum number of hours of work. This is known as reporting pay.
Answer option B is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.
Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 63
What common law term best describes an employee's obligation to act with reasonable care and skill for the employer?
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
The common law term duty of diligence describes an employee's responsibility to act with reasonable care and skill for the employer. This is part of the employee-employer payment contract.
Answer option D is incorrect. The duty of loyalty describes an employee's obligation to act in the best interest of the employer and not solicit work away from the employer to benefit themselves.
Answer option B is incorrect. The duty of obedience describes an employee's obligation to follow the employer's authority and reasonable and legal policies, procedures, and rules.
Answer option C is incorrect. There's not an applicable human resource common law term called duty of honor.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
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 # 64
Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business, new employees can bring risk to the organization's operations, goals, and endeavors.
Answer option A is incorrect. This is a correct definition of risk, but it does not address the human resource-related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse.
Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Identification
NEW QUESTION # 65
A US company has offices throughout the US and in Europe. What accounting rules are the company required to use?
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
US-based companies are required to use the Generally Accepted Accounting Principles (GAAP) rules. In
2008, the SEC began to consider allowing companies to use the International Financial Reporting Standards.
Answer option A is incorrect. The American Institute of Certified Public Accountants created the GAAP rules.
Answer option B is incorrect. International Financial Reporting Standards are being considered to standardize accounting practices worldwide.
Answer option C is incorrect. The Securities Exchange Act rules aren't valid rules. This act of 134 gave authority to the Securities and Exchange Commission (SEC) for overseeing accounting standards or publicly traded companies.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION # 66
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 # 67
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