HRCI SPHR RELATED EXAMS | LATEST SPHR TEST SAMPLE

HRCI SPHR Related Exams | Latest SPHR Test Sample

HRCI SPHR Related Exams | Latest SPHR Test Sample

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Tags: SPHR Related Exams, Latest SPHR Test Sample, Valid SPHR Exam Answers, SPHR Valid Exam Experience, Test SPHR Questions Pdf

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q79-Q84):

NEW QUESTION # 79
Your organization has decided to close one of the manufacturing plants, where it employs 250 employees. The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing?

  • A. Offer a written notice of the plant closing at least 60 days prior to the closing date.
  • B. Offer the employees a transfer to other plants that will remain open.
  • C. Offer the employees an opportunity to resign from their position with two week severance pay.
  • D. Offer the employees a final performance assessment.

Answer: A

Explanation:
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: Organization Exit/Off-Boarding Processes


NEW QUESTION # 80
As an SPHR you know that it's important for the management to show recognition for employees that have gone above and beyond what's expected of them. For rewards and recognition to be useful, the employees must be interested in the recognition. What other factor must be true?

  • A. The recognition must be swift.
  • B. The recognition must be public.
  • C. The recognition must be genuine.
  • D. The recognition must be monetary.

Answer: C

Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
Rewards and recognitions systems underscore and promote performance for employees. However, for recognition to be effective it must be genuine when it is expressed.
Answer option D is incorrect. Recognition for work does not need to be public, though public recognition is sometimes effective.
Answer option C is incorrect. Not all recognitions must be monetary. While monetary recognition is nice, it may not always be feasible or appropriate.
Answer option B is incorrect. Recognition for good work should swiftly follow the work, but this answer is not as important as the recognition being genuine.
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: Organizations


NEW QUESTION # 81
Which of the following is additional pay for working in dangerous conditions?

  • A. Hazard pay
  • B. Reporting pay
  • C. Base pay
  • D. Gross pay

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
Hazard pay is additional pay for working in dangerous conditions.
Answer option A is incorrect. If an employee is called by the employer for work and there is no work available, the employer may be required by state law or employment agreements to pay for a minimum number of hours of work. This is known as reporting pay.
Answer option B is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.
Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.
Chapter: Compensation and Benefits
Objective: Compensation


NEW QUESTION # 82
As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being fluent in Spanish and English?

  • A. Predictive validity
  • B. Construct validity
  • C. Criterion-Related validity
  • D. Content validity

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
The requirement for an application to be fluent in both English and Spanish is an example of the Criterion- Related validity.
Answer option D is incorrect. Content validity is a selection procedure that assesses a candidate's ability to perform a representation sample of the significant parts of the job.
Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job.
Answer option C is incorrect. Predictive validity is a selection procedure that predicts a person's ability to perform well in a given job.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs


NEW QUESTION # 83
Mark is an HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. Mark will also be considered to be designated the responsibility for this Affirmative Action Plan. What does the designation of responsibility mean?

  • A. It means that Mark will be the person responsible for actually implementing the plan
  • B. It means that Mark will be the manager for all Affirmative Action scenarios and issues within his company
  • C. It means that Mark will be the person that reports on the plan's implementation to management
  • D. It means that Mark will be the person that reports on the plan's implementation to the Department of Labor

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
The person who is designated the responsibility will be the individual responsible for implementing the plan in the organization.
Answer option A is incorrect. Mark may report on the plan to management, but this isn't the complete and primary definition of the designation of responsibility.
Answer option C is incorrect. Mark may be the person to report to the Department of Labor about the plan, but this isn't the complete definition.
Answer option D is incorrect. Mark isn't necessarily the manager of affirmative action scenarios, but the implementation person for the plan.
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 # 84
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