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HRCI SPHR, or the Professional in Human Resources certification, is one of the most respected and widely recognized credentials in the HR industry. The Professional in Human Resources (SPHR) certification is designed for HR professionals who have a strategic role in their organization's HR operations. The SPHR certification demonstrates a high level of expertise and knowledge in HR management, including the development of HR strategies, organizational development, talent management, and more.
The Professional in Human Resources (SPHR) certification is a highly respected credential in the HR industry. The SPHR Exam is designed for HR professionals who have extensive experience in HR management and are responsible for strategic planning, policy development, and overall HR operations in their organization. SPHR exam is administered by the HR Certification Institute (HRCI) and is one of the most prestigious credentials for HR professionals.
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The Professional in Human Resources (SPHR) Exam is a certification exam administered by the HR Certification Institute (HRCI) for professionals in the human resources (HR) field. SPHR exam is designed to assess an individual's knowledge and skills in HR management, strategic planning, and leadership. The SPHR Certification is widely recognized as a mark of excellence in the HR field and is highly valued by employers.
NEW QUESTION # 42
ESOPs, ESPPs, and profit-sharing are all examples of which of the following?
Answer: C
Explanation:
Answer option C is correct.Group incentives share common elements including the reward of individuals based on their collective efforts. Employee Stock Ownership Plans, Employee Stock Purchase Plans, profit-sharing, and gainsharing (D) are all examples of group incentives. Deferred compensation (A) refers to tax-deferred retirement plans, and a sales bonus (B) is a type of commission paid to workers. Chapter: Compensation and Benefits Objective: Review Questions
NEW QUESTION # 43
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause.
Answer option A is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option B is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
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 # 44
According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?
Answer: A
Explanation:
Answer option C is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the "faltering company exception" (A) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the "unforeseeable business circumstance" (B) when unexpected circumstances occur, and the "natural disaster" (D) exception. See Chapter for more information. Chapter: Workforce Planning and Employment Objective: Organization Exit/Off-Boarding Processes
NEW QUESTION # 45
Your organization is likely to be purchased by a competitor. The Management has asked you, in confidence, to complete environmental scanning to determine the effects of the purchase on your organization's culture, customers, and employees. What is environmental scanning?
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
Environmental scanning requires the HR Professional to review the opportunities and threats that a condition can have on an organization. In this instance the environmental scan is to consider the effects of the organization's sale on employee's, culture, and customers.
Answer option A is incorrect. This is not a good definition of environmental scanning because the number of factors to be considered or the cultural achievability of a change are not required.
Answer option C is incorrect. The change need not come from an external source - it could be an internal policy, shift in leadership, or other internal catalyst.
Answer option D is incorrect. This isn't a valid definition of environmental scanning as this answer doesn't consider opportunities or threats that can affect the macro and micro elements in the organization.
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: Strategy
NEW QUESTION # 46
Which of the following is conducted to determine what is required to solve a problem?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Human Resource Development
Objective: Talent Management
NEW QUESTION # 47
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