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| Section | Objectives |
|---|---|
| Topic 1: Talent Planning and Acquisition | |
| Topic 2: Total Rewards | |
| Topic 3: Leadership and Strategy | |
| Topic 4: Learning and Development | |
| Topic 5: Employee Relations and Engagement | |
| Topic 6: Risk Management |
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NEW QUESTION # 149
Lee is a worker in a facility that offers a ten percent shift premium. Lee's hourly rate for the day shift is $12, but he's volunteered to work the next month on the swing shift. What will Lee's hourly rate be for the next month?
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
Lee's base pay is 12 dollars. The shift premium adds ten percent to the base pay for an hour rate of
$13.20.
Answer option B is incorrect. $528 is the weekly pay, but the question asked for the hourly rate of pay.
Answer option C is incorrect. $2,112 is the pay for 160 hours, but the question asked for just the hourly rate of pay.
Answer option D is incorrect. This isn't a true statement and doesn't answer the question.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 150
What is an Excelsior list?
Answer: C
Explanation:
Answer option B is correct.Once an election has been scheduled, the employer must provide a list, known as an Excelsior list, containing the names and address of all employees in the bargaining unit determined by the NLRB. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Union Organization
NEW QUESTION # 151
Which kind of analysis is used when an organization is researching the possibility of replacing three workers with a machine capable of producing more units per hour?
Answer: A
Explanation:
When evaluating whether to replace human labor with automation, the appropriate analytical approach is a cost-benefit analysis (C). This type of analysis compares the total costs of an investment with its expected financial and operational benefits to determine overall feasibility and return on investment.
At the SPHR level, cost-benefit analysis is a critical tool for strategic workforce planning and capital decision-making. In this scenario, HR and leadership would examine costs such as equipment purchase, maintenance, training, downtime, and potential workforce impacts, alongside benefits like increased productivity, reduced labor costs, consistency, and long-term savings.
Total quality (A) and Six Sigma (D) are methodologies focused on process improvement and defect reduction, not on evaluating financial trade-offs between labor and technology. Production output (B) is a metric rather than an analytical framework and does not account for costs, risks, or strategic implications.
HR leaders play an important role by assessing human capital implications, including redeployment, reskilling, morale, engagement, and potential employee relations concerns. SPHR practice stresses that workforce-related costs and risks must be incorporated into financial analyses-not evaluated in isolation.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (business analysis; workforce planning; financial decision-making).
HRCI SPHR Study Guide - Application of cost-benefit analysis to workforce and technology decisions.
NEW QUESTION # 152
People Logistics recently began scheduling offsite meetings for its management team to review the operational realities of implementing elements of the strategic plan. This is an example of which of the following development activities?
Answer: A
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Peer-to-peer coaching is useful when a management work group has shared values or objectives.
Assigning a one-on-one peer coach or using a team approach maximizes the diversity of skills available in any particular peer group. A mentor relationship (B) implies a hierarchy (the mentor and a subordinate), an executive coach (C) is used for more one-on-one upper level management development, and strategic planning (D) is a broad organization-wide string of activities related to the planning the direction of the company.
Chapter: Human Resource Development
Objective: Review Questions
NEW QUESTION # 153
Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. In her questions, Jane is careful not to ask all of the following questions, except for which one?
Answer: A
Explanation:
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: Staffing Programs
NEW QUESTION # 154
......
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