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| Section | Objectives |
|---|---|
| Topic 1: Talent Planning and Acquisition | |
| Topic 2: Learning and Development | |
| Topic 3: Employee Relations and Engagement | |
| Topic 4: Risk Management | |
| Topic 5: Leadership and Strategy | |
| Topic 6: Total Rewards |
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NEW QUESTION # 308
Impact objectives are a critical measure of HR program effectiveness because they describe expected:
Answer: B
Explanation:
Impact objectives are critical because they define expected business outcomes (D) resulting from an HR program. At the SPHR level, program effectiveness is measured not by activity or learning alone, but by organizational results.
Impact objectives link HR initiatives-such as training, engagement, or leadership development-to outcomes like increased productivity, reduced turnover, improved quality, higher sales, or stronger safety performance. They demonstrate how HR programs contribute to achieving business goals.
On-the-job behavior changes (B) and proficiency gains (C) are intermediate outcomes. ROI (A) quantifies financial return but depends on clearly defined impact objectives.
SPHR exam content emphasizes evaluation models where impact and business results represent the highest level of effectiveness measurement.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Learning and Development (program evaluation; impact measurement).
* HRCI SPHR Study Guide - Measuring HR and training effectiveness.
NEW QUESTION # 309
Which of the following creates a variety of affirmative action obligations for employers with federal government contracts?
Answer: C
Explanation:
Answer option D is correct. Chapter: Workforce Planning and Employment Objective: Federal Employment Legislation
NEW QUESTION # 310
As a Senior HR Professional you should be familiar with employment laws and their effect on your company. What did the lawsuit Payne v. The Western & Atlantic Railroad Company establish?
Answer: A
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 # 311
During an interview test John scored highly as being an individual who possesses empathy for others.
John has been awarded the job and is now performing in the organization. Evidence since John's hiring has shown that John is indeed someone who is empathetic to others. This is an example of what type of validity?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
Predictive-validity is a confirmation of characteristics, the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired. John was tested to be someone who is empathetic to others and his job performance has validated this belief.
Answer option D is incorrect. Content validity is an evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option C is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs so applicants must be able to use the particular software program to qualify for the position.
Answer option B is incorrect. Construct-related validity measures certain psychological tests to determine if the applicant possesses the desired characteristics to operate successfully in the position.
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 # 312
Which of the following would be considered an extrinsic reward?
Answer: C
Explanation:
Answer option D is correct.Extrinsic rewards are nonmonetary rewards where self-esteem comes from others, such as formal recognition for a job well done. Challenging work on a new project (C) is an intrinsic reward. Salary increases (B) are monetary rewards. A feeling of accomplishment after completing a tough assignment (A) is another type of intrinsic reward. See Chapter 6 for more information. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION # 313
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