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| Section | Weight | Objectives |
|---|---|---|
| Total Rewards | 17% | - Benefits
|
| Leadership and Strategy | 33% | - Leading the HR Function
|
| HR Information Management, Safety, and Security | 10% | - HR Information Management
|
| Workforce Planning and Talent Acquisition | 17% | - Talent Acquisition
|
| Talent Management | 23% | - Career Development
|
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NEW QUESTION # 10
If an employer ignores stress in employees what symptom are employees likely to develop?
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
Burnout is a symptom that can further eradicate performance because of stress in employees. Employers must recognize stress and address the issues caused by stress. Although burnout is work-related, most responsibility for burnout currently rests on the individual worker in the United States, as well as the individual company, as it is in a company's best interest to ensure burnout doesn't occur. The NIOSH outlines an approach in their booklet "Stress at Work."
Answer option D is incorrect. De-motivation may occur, but burnout is the preferred terminology.
Answer option B is incorrect. Approximately 40 percent of turnover is due to stress, but turnover is not necessarily a symptom of an employee.
Answer option A is incorrect. Stress may cause tumors, though there are more complicated health matters that contribute to this symptom. The best answer is burnout.
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 Assessment
NEW QUESTION # 11
Which of the following strategies is used to connect executive performance to organization objectives?
Answer: C
Explanation:
Stock optionsare a long-term incentive tool that aligns executive interest withshareholder valueand overall corporate performance. Executives are motivated to improve financial performance because theirpersonal gains are tied to stock price growth.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
The SPHR emphasizes "executive compensation structures such as long-term incentives that link financial results to reward." Stock options, restricted stock units (RSUs), and performance shares are common strategic tools tolink organizational success directly to leadership accountability.
NEW QUESTION # 12
What of the following statements defines total rewards?
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Total rewards is the total compensation plus the total benefits a person earns.
Answer option A is incorrect. This isn't a valid definition of total rewards as it is more than just hourly pay.
Answer option B is incorrect. This answer describes just the salary assigned to a person.
Answer option C is incorrect. Total rewards is more than just compensation, it's also the benefits received.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 13
The use of real task behaviors makes training more relevant and assists in:
Answer: B
Explanation:
Using real task behaviors in training most directly assists in the transfer of learning (C). At the SPHR level, learning effectiveness is measured not by completion, but by whether employees apply new skills on the job.
When training mirrors actual job tasks, employees are more likely to understand relevance, practice appropriate behaviors, and apply learning in real work situations. This reduces the gap between training and performance and increases return on investment.
Critical incident identification (A) is an analysis technique, not an outcome of training design. Technology development (B) and organizational integration (D) are not directly influenced by task realism.
SPHR exam content emphasizes that learning transfer is the primary goal of instructional design and is best achieved when training reflects real-world application.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Learning and Development (instructional design; learning transfer).
* HRCI SPHR Study Guide - Techniques to improve training relevance and effectiveness.
NEW QUESTION # 14
What term is used to describe the values, worth, work ethics, attitude, and collective sense of an identity in an organization?
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
The characteristics of an organization's culture are defined by its collective identity, worth, work ethics, and other characteristics.
Answer option B is incorrect. Politics describe the internal politics that are often known, but not documented within an organization.
Answer option C is incorrect. Branding describes the name, logo, colors, and feel of an identity.
Answer option A is incorrect. Organization persona isn't a valid term for organizational development.
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: Human Resource Development
Objective: Organization Development
NEW QUESTION # 15
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