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| Section | Weight | Objectives |
|---|---|---|
| Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Total Rewards | 12% | - Benefits and recognition
|
| Leadership and Strategy | 40% | - Organizational strategy alignment
|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Talent Management and Development | 12% | - Learning and development
|
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NEW QUESTION # 154
Which of the following is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels?
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
A salary survey is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels.
Answer option D is incorrect. Job evaluation is an objective mechanism used to determine the worth of different jobs to the company.
Answer option B is incorrect. Gross pay is the amount earned by an employee before taxes are pending.
Answer option A 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.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 155
There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?
Answer: C
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Three: Strategic 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: Business Management and Strategy
Objective: Strategic Management
NEW QUESTION # 156
A large organization will most effectively increase peer-to-peer recognition by:
Answer: A
Explanation:
In a large organization, the most effective way to increase peer-to-peer recognition is to utilize a real-time vendor platform (C). Scale, accessibility, and consistency are critical success factors in large, geographically dispersed or matrixed organizations, and technology-enabled platforms address these challenges directly.
Peer-to-peer recognition programs are most successful when recognition is timely, visible, easy to give, and easy to track. A real-time platform allows employees across locations, functions, and shifts to recognize one another immediately, reinforcing desired behaviors as they occur. These systems often integrate with collaboration tools, enable social visibility, and provide analytics that HR can use to monitor participation, equity, and alignment with organizational values.
Training leaders to provide public recognition (A) supports leader-driven recognition, not peer-to-peer recognition. Awarding those who provide feedback (B) risks incentivizing quantity over quality and may undermine authenticity. Encouraging participation in current efforts (D) is vague and insufficient to overcome structural barriers common in large organizations.
SPHR exam content emphasizes that engagement strategies must be designed for organizational scale and sustainability. Technology-enabled recognition platforms support cultural consistency, reinforce values, and empower employees at all levels to participate in recognition-making them the most effective solution in large organizations.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (engagement strategies; recognition systems).
HRCI SPHR Study Guide - Peer recognition practices and scalable engagement tools.
NEW QUESTION # 157
An employee can be terminated for declining to join a union if:
Answer: B
Explanation:
In aunion shop(a type of union security agreement), employees may be required tojoin the union within a certain periodafter being hired. Refusal may lead to termination, provided it aligns with the collective bargaining agreement (CBA) andstate labor laws.
Extract from HRCI-aligned HR knowledge (EmployeeandLabor Relations domain):
SPHR coverage of labor law and union practices includes union security clauses likeunion shop, agency shop, and closed shop. In a legal union shop, termination is permitted if an employee refuses union membership, assuming the terms are consistent with theNLRA and applicable CBAs.
NEW QUESTION # 158
As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The OSHA poster with the employee's rights is OSHA poster 3165.
Answer options D, B, and C are incorrect. The OSHA poster with the employee's rights is OSHA poster
3165.
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 # 159
......
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