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| Section | Objectives |
|---|---|
| Topic 1: Learning and Development | |
| Topic 2: Leadership and Strategy | |
| Topic 3: Talent Planning and Acquisition | |
| Topic 4: Risk Management | |
| Topic 5: Employee Relations and Engagement | |
| Topic 6: Total Rewards |
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NEW QUESTION # 138
You are the HR Professional for your organization and you're reviewing the performance appraisal systems your company can use. Which performance appraisal approach uses a paired comparison method in the review?
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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: Performance Appraisal
NEW QUESTION # 139
Which of the following collects data from employers throughout the United States in order to put this information on its website?
Answer: D
Explanation:
Answer option B is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 140
John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
Answer: D
Explanation:
Answer option D is correct.The Privacy Act of 1974 requires organizations to keep EEO-related matters private. This law is designed to protect the information the candidate has given to the organization as part of the application for the employment position.Answer options C, B, and A are incorrect. These are not valid years from the Privacy Act of 1974. Chapter: Workforce Planning and Employment Objective: Strategic Workforce Planning
NEW QUESTION # 141
An employee with previously good attendance and performance reviews is exhibiting increased incidences of tardiness, absenteeism, and mistakes. The manager suspects that the employee may have a drinking problem. When conducting an investigation, HR should initially refer to:
Answer: A
Explanation:
TheADA (Americans with Disabilities Act)protects individuals with a history ofsubstance use disorders if they are not currently engaging in illegal use. HR must balance ADA obligations with the organization'sdrug- free policies. Referring to both thelaw(ADA) andinternal policyensures that actions are consistent, legally sound, and defensible.
Extract from HRCI-aligned HR knowledge (Employee Relations and Engagement/ Legal Compliance):
SPHR-level practitioners are expected to apply federal laws (e.g., ADA, FMLA) in investigating employee issues. "When substance abuse is suspected, HR must ensure that responses follow the organization's policy and are ADA-compliant," especially in maintaining confidentiality, allowing for accommodations, and following due process before disciplinary action.
NEW QUESTION # 142
A risk reduction strategy that many organizations use for terminated vested participants or retirees of a defined benefit pension plan is to:
Answer: C
Explanation:
Offeringlump sum payoutsremoves long-term liabilities and actuarial risk for the company. It allows participants to take full control, and organizations toreduce future plan obligations.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR knowledge includes "risk mitigation in legacy retirement plans," and identifiesde-risking strategies such as lump sum offerings to reduce exposure tomarket fluctuations and longevity risk.
NEW QUESTION # 143
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Success in the SPHR test of the HRCI SPHR credential is essential in today's industry to verify the skills and get well-paying jobs in reputed firms around the whole globe. Earning the The Professional in Human Resources (SPHR) SPHR Certification sharpens your skills and helps you to accelerate your career in today's cut throat competition in the HRCI industry. It is not easy to clear the SPHR exam on the maiden attempt.
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