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| Section | Weight | Objectives |
|---|---|---|
| Employee Relations and Engagement | 20% | - Employee experience and culture
|
| Leadership and Strategy | 40% | - Organizational strategy alignment
|
| Talent Management and Development | 12% | - Performance management
|
| Total Rewards | 12% | - Compensation strategy
|
| Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
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NEW QUESTION # 97
A market-driven compensation system is determined by the:
Answer: C
Explanation:
A market-driven compensation system bases pay decisions on external competitiveness, meaning compensation levels are aligned with what comparable employers pay for similar work. Therefore, the correct answer is the rate most employers in the area are paying (B).
At the SPHR level, compensation strategy is often framed around three core considerations: market competitiveness, internal equity, and compliance. A market-driven system prioritizes external labor market data obtained through salary surveys and benchmarking studies. This approach helps organizations attract and retain talent by ensuring pay rates are competitive within the relevant labor market.
The value of the position to the organization (C) reflects an internally driven compensation philosophy, often associated with job evaluation and internal equity models-not market-driven systems. Federal wage and hour laws (D) establish minimum standards but do not determine competitive pay levels. Regional labor statistics indicators (A) may inform market analysis, but they are data sources rather than the determining factor; the actual benchmark is what employers are paying in practice.
SPHR professionals must understand how to select appropriate labor markets, interpret survey data, and apply market pricing to compensation structures. A market-driven approach is particularly important in tight labor markets or for critical roles where external competition strongly influences attraction and retention.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (compensation strategy; market pricing; external competitiveness).
* HRCI SPHR Study Guide - Market-based compensation systems and salary survey utilization.
NEW QUESTION # 98
Molly is the Director of HR at a large multinational corporation. She extended the open enrollment period for benefits in order to accommodate her spouse, who needed a different plan. This is an example of what?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
As the Director of HR, Molly is in a position of control over the administration of HR policies, procedures, and rules. As such, she is held to a high standard of responsibility that goes beyond unethical conduct (A).
Fiduciary responsibility requires that the HR professional act without regard for their own self interests. A choice of law clause (C) applies in the administration of expatriate agreement, and extending pen enrollment is not necessarily illegal (D).
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION # 99
The Americans with Disabilities Act of 1990 identifies an individual with a disability, as a person who has one or more of the following characteristics except for which one?
Answer: C
Explanation:
Explanation/Reference:
Answer option D is correct.
The basis of an individual with a disability is not left to the interpretation of the employer so this choice is incorrect.
Answer options B, C, and A are incorrect. These are valid statements based on the definitions provided in the Americans with Disabilities Act of 1990.
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: Federal Employment Legislation
NEW QUESTION # 100
OSHA defines occupational safety and health hazards and how employers are to respond to certain scenarios that could happen in the workplace. One such standard is The General Duty Standard, Section
5. What does this standard mandate for employers?
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
The General Duty Standard, Section 5 is the general purpose of OSHA: to provide employees with a safe working environment with safety standards.
Answer option A is incorrect. This statement describes the OSHA requirements of Emergency Action Plans, section 1910.38.
Answer option D is incorrect. This statement describes the OSHA requirements of Fire Prevention Plans, section 1910.39.
Answer option C is incorrect. This statement describes the OSHA requirements of Occupational Noise Exposure, 1910.95.
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: Risk Management
Objective: Risk Assessment
NEW QUESTION # 101
As a Senior HR Professional, you have been asked to also serve as the project manager for a new HR project in human resources. As a project manager, you must always plan for three constraints in every project. Which of the following is NOT one of the triple constraints of project management?
Answer: D
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Human resources is one of the nine knowledge areas of project management, but it is not a constraint in every project.
Answer option A is incorrect. Time, or schedule, is one of the three constraints of project management.
NEW QUESTION # 102
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