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| Section | Weight | Objectives |
|---|---|---|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Total Rewards | 12% | - Benefits and recognition
|
| Leadership and Strategy | 40% | - Risk management and compliance
|
| Talent Management and Development | 12% | - Learning and development
|
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NEW QUESTION # 235
Which of the following is a basic principle behind job analysis?
Answer: A
Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
The correct focus of a job analysis is the job itself, not the incumbent in the job. Performance management focuses on the person in the job (D). An analysis may use a number of sources in addition to task inventories and questionnaires (C), including interviews, observation, and supervisory input. The required qualifications should be related to the essential functions of the job to avoid complaints of discrimination (B).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 236
Your New Orleans plant has an opening for a controller, and four candidates have been selected for interviews. Jack, the son of a plant employee, worked as an accountant for two years to put himself through the Wharton Business School and recently earned his MBA. Richard is a CPA with eight years of experience in a public accounting firm. Susan also has a CPA and has worked as an accounting manager in the corporate office of a large corporation in the same industry. Jane does not have a CPA or MBA but has worked as controller of a smaller local competitor for eight years. After interviewing all four candidates, the general manager told you that he wants to hire Jack because he shows promise. You know from previous conversation with the GM that he also worked his way through college. Which of the following biases could be influencing the GM's decision?
Answer: D
Explanation:
Answer option C is correct.The GM could be influenced by his similar experience working his way through college. Knowledge-of-predictor bias (A) is a factor when the interviewer knows that a candidate scored particularly high or low on an assessment test. The halo effect (B) occurs when interviewers allow one positive characteristic to overshadow other, less positive attributes. The gut feeling bias (D) occurs when interviewers rely on intuition to make hiring decisions. Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 237
The police arrest an employee at the workplace for failing to register as a sexual offender. The employer did not request conviction information prior to hire.
What should HR do first?
Answer: B
Explanation:
The first action HR should take is to arrange to speak with the employee to understand the nature of the crime (A). At the SPHR level, handling arrests and criminal matters requires fact-finding, due process, and risk assessment.
An arrest alone does not establish guilt, and employment decisions should not be made without understanding the circumstances, job relevance, and potential risk. HR must gather information to determine whether the situation affects workplace safety, job duties, or legal compliance.
Immediate termination (B) without investigation may expose the organization to wrongful termination claims. Suspension (C) may be appropriate later but should follow initial assessment. Taking no action (D) ignores potential safety and reputational risks.
SPHR exam content emphasizes that HR must balance employee rights, workplace safety, and organizational liability through careful, consistent investigation.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (employee discipline; workplace safety).
* HRCI SPHR Study Guide - Managing arrests and criminal conduct in the workplace.
NEW QUESTION # 238
CORRECT TEXT
Which of the following processes requires job evaluators to compare the value of jobs to one another?
Job evaluation Classification method Job sharing Ranking method
Answer:
Explanation:
D
Answer option D is correct. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION # 239
The FLSA requires employers to pay nonexempt employees for time spent where?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
A nonexempt employee who is waiting for an assignment while at work must be paid for the time spent waiting. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 240
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