[Nov 15, 2021] ExamsReviews SPHR dumps & HRCI Certifications sure practice dumps
HRCI SPHR Actual Questions and Braindumps
NEW QUESTION 43
How can an employer determine whether a job creates an ergonomic hazard for an employee?
- A. Review the MSDS.
- B. Observe the incumbent performing the job duties.
- C. Review and analyze the OSHA logs.
- D. Review and analyze the workers' compensation records.
Answer: B
Explanation:
Answer option B is correct.Although a review and analysis of OSHA logs (C) or workers' compensation records (D) can be used to determine any injury patterns occurring in the workplace, observing the incumbent (B) performing the work is necessary to determine whether there is an ergonomic hazard in the job. An MSDS (A) describes chemical hazards unrelated to ergonomics. Chapter: Risk Management Objective: Review Questions
NEW QUESTION 44
The Fair Labor Standards Act does provide some instances of when travel time is payable to nonexempt employees. Which of the following is an example of a nonexempt employee being reimbursed for travel time?
- A. A daily train commute from the employee's home to the city
- B. A plumber who is traveling between job sites
- C. An employee who must travel to the worksite for overtime work
- D. An airplane pilot who is waiting for a customer to fly
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Of all the scenarios, only the plumber's travel from one worksite to another is applicable for time payment.
Answer option C is incorrect. A daily commute isn't applicable for time compensation.
Answer option D is incorrect. While the pilot's waiting time may be payable, this is not an example of travel time compensation.
Answer option B is incorrect. Travel time to a worksite is not applicable for compensation.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-
1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 45
Which of the following occurs when two or more organizations are combined into a single entity?
- A. Lockout
- B. Workforce reduction
- C. Reengineering
- D. Merger
Answer: D
Explanation:
Answer option C is correct.
Chapter: Business Management and Strategy
Objective: Strategic Management
NEW QUESTION 46
The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
- A. This law only addresses federal government employees
- B. Organizations with 100 or more employees
- C. All organizations with employees must abide by this law
- D. Organizations with 15 or more employees
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
This law addresses all organizations that have 15 or more employees.
Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this law.
Answer option C is incorrect. The law requires organizations with 15 or more employees to conform to the regulation.
Answer option B is incorrect. This law applies to all organizations with 15 or more employees, not just the federal government.
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 47
If employees no longer want the union to represent them, they may petition the NLRB for which of the following?
- A. Decertification
- B. Deauthorization
- C. Statutory bar
- D. Contract bar
Answer: A
Explanation:
Answer option B is correct.The NLRB will conduct a decertification election if the employees present a petition signed by 30 percent of the employees in the bargaining unit.
Management may not participate in or encourage employees to circulate the petition or provide any support in the process. Doing so is considered an unfair labor practice. A union can be deauthorized (C) if employees want to remove a union security clause, such as dues check-off. If there is a valid CBA in place (D), the NLRB will not direct an election. The NLRA prohibits an election if one took place during the preceding 12 months (A). Chapter: Employee and Labor Relations Objective: Review Questions
NEW QUESTION 48
Your organization is comprised of various functional units, such as sales, marketing, IT, and manufacturing.
When projects are created in this structure, the project team members often come from all functional areas of the organization and may work on several projects at a time. What type of organization structure are you likely operating within?
- A. Matrix
- B. Blended
- C. Projectized
- D. Functional
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
A matrix structure allows resources to be used across the organization from different functional units within the company. There are three types of matrix structures: weak, strong, and balanced matrixes. The adjectives describe the amount of authority the project manager has, in relation to the amount of project authority the functional managers have.
Answer option C is incorrect. A functional structure keeps each functional unit isolated from using resources in other functional units. All Project team members exist within one functional unit.
Answer option A is incorrect. Blended is not a valid organizational term to describe the structure of an organization.
Answer option B is incorrect. A projectized organization keeps all project team members on one project for the duration of the project. Project team members don't necessarily have day-to-day functional duties and instead, focus all efforts on the completion of a given project.
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: Strategic Management
NEW QUESTION 49
Which of the following is a certain block of time during the work week when employees perform work related duties?
- A. Base pay
- B. Shift
- C. Interval
- D. Shift premium
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION 50
What common law term best describes an employee's obligation to act with reasonable care and skill for the employer?
- A. Duty of loyalty
- B. Duty of obedience
- C. Duty of diligence
- D. Duty of honor
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION 51
Which of the following standards requires employers to provide employees with information about physical and health hazards related to the use of chemicals in the workplace?
- A. Occupational Noise Exposure
- B. Hazard Communication Standard
- C. Personal Protective Equipment
- D. Medical Services and First Aid
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION 52
Marcy is an hourly-paid employee in the JKJ Company. Her supervisor Tom has asked Marcy to not begin working on a presentation until he leaves a meeting. The meeting happens to last six hours and Marcy doesn't have other work to do while Tom is in the meeting. Marcy decides to read a book while she waits. According to the Fair Labor Standards Act should Marcy be paid for reading the book? Choose the best answer:
- A. Yes, she must be paid.
- B. No, this is an example of employment lag time.
- C. Yes, this is an example of engaged to wait.
- D. No, this is an example of engaged to wait.
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION 53
Mary is in an interview with the BAH Company and she asks the company about the stability of the company and its future plans. Tom, the interviewer, assures Mary that the company is solid and has long- term plans for growth and opportunity. Tom, however, knows that the plant and position that Mary is interviewing for will be closed in six months. Tom offers Mary the position of plant manager because he needs someone to manage the facility until they close the plant, but he doesn't tell Mary of his plans. This is an example of which of the following?
- A. Fraudulent misrepresentation
- B. Constructive discharge
- C. Respondeat superior
- D. Defamation
Answer: A
Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
Tom is committing fraudulent misrepresentation as Mary has asked about the well-being of the company.
Tom knows the plant will be closing and just needs a manager for the plant for the next six months. He hires Mary without telling her this news and implies that the company has a commitment to Mary for a long time.
Answer option C is incorrect. A constructive discharge is a workplace environment which is so hostile that the employee feels obligated to quit.
Answer option D is incorrect. The Latin phrase respondeat superior means "let the master answer." It means the employer can be held liable for the actions of the employee.
Answer option A is incorrect. Defamation happens when an employer or employee tries to defame the reputation of the other during or after a termination process. For example, an employer may give negative references about the terminated employee.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION 54
A company that wants to reduce the cost of its unemployment insurance should do which of the following?
Each correct answer represents a complete solution. Choose all that apply.
- A. Establish an effective performance-management program
- B. Aggressively fight unjustified claims for unemployment
- C. Enhance national productivity and competitive ability
- D. Terminate employees who violate company policy
Answer: A,B,D
Explanation:
Answer options C, B, and A are correct.C and B are both obviously correct. Although A may seem counterintuitive to some because many employers are hesitant to terminate employees for policy violations, those terminated for cause generally aren't eligible for unemployment insurance. Because retaining an employee who is not contributing to the organization is a poor business decision, maintaining adequate records to demonstrate the reasons for termination provides the tools to fight claims that are unjustified. Chapter: Compensation and Benefits Objective: Review Questions
NEW QUESTION 55
Which of the following is the way in which the goods or service will be produced?
- A. Cost control
- B. Inventory management
- C. Quality management
- D. Production layout
Answer: D
Explanation:
Answer option B is correct.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION 56
A correlation coefficient is an example of a type of what?
- A. Qualitative analysis
- B. Quantitative analysis
- C. Job evaluation
- D. Learning matrix
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
Qualitative analysis is a form of research that uses mathematical models such as correlation, correlation coefficient, and measures of central tendency to provide solutions to problems. Quantitative analysis attempts to measure historical data (B), a job evaluation measures the relative value of each job within the organization (C) and a learning matrix is a generic term that can be used to identify organizational learning strategies (D) .
See Chapters 2 and 4 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis
NEW QUESTION 57
Which of the following activities makes sure that the products or services are available at times of peak customer demand?
- A. Operations
- B. Scheduling
- C. Capacity
- D. Production
Answer: B
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION 58
What two elements does the formula in a defined benefit plan examine to determine the pension an employer may provide the employee?
- A. Salary and length of service
- B. Salary and income contribution
- C. Hourly rate and length of service
- D. Salary and overall performance
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
Only the salary and the length of service are considered when it comes to completing the formula in a defined benefit plan for a pension.
Answer option D is incorrect. This isn't a valid answer, as overall performance isn't a consideration.
Answer option A is incorrect. The hourly rate isn't a factor - it's the salary.
Answer option C is incorrect. Income contribution isn't a factor. The two factors are salary and the length of service.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 59
Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?
- A. A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.
- B. A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid.
- C. A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.
- D. A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities.
Answer: A
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION 60
Your organization uses ADDIE for developing new seminars and training. During the design of the course, you need to follow four distinct steps to create a good training design. Which of the following is NOT one of the four steps of design?
- A. Identify the outcome objectives.
- B. Gain agreement and sign-off.
- C. Identify the distribution methods.
- D. Identify learning methodologies.
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
A good training design includes four steps: Identify the outcome objectives, Identify learning methodologies, Establish a time frame, and Gain agreement and sign-off. Identifying the distribution methods is not part of the process.
Answer option A is incorrect. You do need to identify the outcome objectives.
Answer option C is incorrect. You do need to identify the learning methodologies.
Answer option D is incorrect. You do need to gain agreement and sign-off.
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: Talent Management
NEW QUESTION 61
Professionals, craft workers, and laborers/helpers have what in common?
- A. They are all examples of types of labor unions.
- B. They are all examples of protected-class individuals.
- C. They are all classifications for defining exempt workers.
- D. They are all job categories on the EEO-1 report.
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
The EEO-1 report requires employers to group jobs into job categories based on average skill level, knowledge, and responsibility. Exempt workers are defined by professional, executive, and administrative exemption criteria (D), and these are not examples of the protected class groups under federal law (B).
Chapter: Workforce Planning and Employment
Objective: Review Questions
NEW QUESTION 62
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The benefit in Obtaining the HRCI SPHR Certification Exam
According to HRCI, one in two recruiters prefers candidates with a human resources certification. With a PHR or SPHR certification, a human resources professional will stand out from other candidates and potentially receive preference over candidates without certification. The certification also shows commitment and knowledge of the sector.
More than 130,000 human resources professionals worldwide are certified and, upon obtaining certification, an individual connects to this network of professionals. Of the 130,000 certified human resources professionals, 8% hold positions in PV and others, 21% are directors, 33% are managers and 38% hold specialized positions.
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