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| Section | Objectives |
|---|---|
| Employee Relations and Engagement | |
| Leadership and Strategy | |
| Risk Management | |
| Total Rewards | |
| Learning and Development | |
| Talent Planning and Acquisition |
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NEW QUESTION # 146
Which of the following points is important to effective lobbying: that is, attempting to influence or persuade an elected official to pass, defeat, or modify a piece of legislation?
Answer: B
Explanation:
Answer option A is correct.To be effective, most experts agree that it is best to first do your homework: that is, learn how the legislative and political process works. In this way, you can participate effectively in the process. Persuasive skills (B) are useful in presenting your point of view. (C) Big financial contributions are often used by lobbyists to ensure that elected representatives will listen to their points of view. Lobbyists prefer to present a proposed solution to elected officials (D). See Chapter 3 for more information. Chapter: Business Management and Strategy Objective: Legislative and Regulatory Processes
NEW QUESTION # 147
There are four levels of evaluation according to Kirkpatrick's Theory. Which of the following is NOT one of the four levels of evaluation?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Confirmation is not one of the four levels of evaluation in Kirkpatrick's Theory of Evaluation. The four levels are reaction, learning, behavior, and results.
Kirkpatrick's four levels of evaluation model are as follows:
* Reaction of student: This level of evolution measures the initial reaction of the participants.
* Learning: The learning evaluation method uses a test to measure whether the students have learned the presented information.
* Behavior: This level of evaluation uses a test to measure how well participants have learned the information presented in the training.
* Results: This level of evolution provides the feedback to the business whether the training have an impact on the business results or not.
Answer option B is incorrect. Reaction is one of the four levels of evaluation in Kirkpatrick's Theory.
Answer option D is incorrect. Learning is one of the four levels of evaluation in Kirkpatrick's Theory.
Answer option A is incorrect. Behavior is one of the four levels of evaluation in Kirkpatrick's Theory.
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 # 148
Which kind of analysis is used when an organization is researching the possibility of replacing three workers with a machine capable of producing more units per hour?
Answer: A
Explanation:
When evaluating whether to replace human labor with automation, the appropriate analytical approach is a cost-benefit analysis (C). This type of analysis compares the total costs of an investment with its expected financial and operational benefits to determine overall feasibility and return on investment.
At the SPHR level, cost-benefit analysis is a critical tool for strategic workforce planning and capital decision-making. In this scenario, HR and leadership would examine costs such as equipment purchase, maintenance, training, downtime, and potential workforce impacts, alongside benefits like increased productivity, reduced labor costs, consistency, and long-term savings.
Total quality (A) and Six Sigma (D) are methodologies focused on process improvement and defect reduction, not on evaluating financial trade-offs between labor and technology. Production output (B) is a metric rather than an analytical framework and does not account for costs, risks, or strategic implications.
HR leaders play an important role by assessing human capital implications, including redeployment, reskilling, morale, engagement, and potential employee relations concerns. SPHR practice stresses that workforce-related costs and risks must be incorporated into financial analyses-not evaluated in isolation.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (business analysis; workforce planning; financial decision-making).
HRCI SPHR Study Guide - Application of cost-benefit analysis to workforce and technology decisions.
NEW QUESTION # 149
e FLSA defined the maximum work week for nonexempt employees as _______ hours per week.
Answer: D
Explanation:
Section: Volume F
Explanation/Reference:
Answer option C is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 150
Holly is a senior worker in her organization and she is a member of the union. Her position will be eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly asks the union to move her to a less senior position and release a junior employee. If the union agrees to this, what will this term be known as?
Answer: C
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge. .
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes
NEW QUESTION # 151
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