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| Section | Weight | Objectives |
|---|---|---|
| Leadership and Strategy | 40% | - HR governance and ethics
|
| Total Rewards | 12% | - Benefits and recognition
|
| Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Talent Management and Development | 12% | - Performance management
|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
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NEW QUESTION # 54
Which of the following are the best approaches to use when evaluating the effectiveness of a staffing plan?
(Select TWO options.)
Answer: B,C
Explanation:
C offers measurable outcomes like time-to-fill, quality of hire, and turnover for before/after comparison.
D uses A/B testing logic, comparing a test group to a control group for a grounded assessment.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):
SPHR-level HR must "use data analytics and benchmarking to assess staffing effectiveness." Metrics such as pre/post KPIs and pilot program evaluations are essential for continuous improvement.
NEW QUESTION # 55
As an HR Professional, you must be aware of traditional corporate governance. Within corporate governance, there are typically three key stakeholders that influence decisions of the organizations. Which of the following is a key stakeholder as part of corporate governance?
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Management is one of the three key stakeholders of corporate governance. Shareholders and the board of directors are the other two.
Answer option C is incorrect. Stakeholders are people that have a vested interest in the outcome of operations or projects.
Answer option D is incorrect. Customers are people that purchase goods or services from the organization.
Answer option A is incorrect. Employees are part of the stakeholder group, but they are not technically part of the stakeholders of corporate governance.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Corporate Governance
NEW QUESTION # 56
As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act?
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The Clayton Act clarified language in The Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from The Sherman Antitrust Act.
Answer option B is incorrect. The Railway Labor Act applied onto, to interstate railroads, and required workers to keep the trains moving.
Answer option C is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.
Answer option D is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choosing.
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: Employee and Labor Relations
Objective: Labor Relations
NEW QUESTION # 57
The correlation coefficient is a statistical measurement that is useful for which of the following?
Answer: C
Explanation:
Answer option D is correct.The correlation coefficient is useful in determining whether two factors are connected. For example, the correlation coefficient will tell you whether an increase in resignations is related to a change in location of the worksite and, if so, whether the change had a strong impact on resignations. See Chapter 2 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Qualitative and Quantitative Analysis
NEW QUESTION # 58
When developing a job enrichment strategy, what is the most critical component to consider?
Answer: A
Explanation:
Job enrichmentenhances employee motivation by increasing responsibility, variety, andautonomy.
Autonomy allows employees to take ownership and make decisions, which boostsengagement and intrinsic motivation.
Extract from HRCI-aligned HR knowledge: The SPHRTalent Planning and Acquisitionfunctional area includes strategies to "enhance role clarity and autonomy to improve motivation and retention." According to Herzberg's Two-Factor Theory, autonomy is amotivatorthat contributes to job satisfaction and enriched job design.
NEW QUESTION # 59
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