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To be eligible for the SPHRi certification exam, candidates must have at least four years of professional HR experience, with a minimum of two years of global HR experience. They must also hold a bachelor's degree or higher in a related field, such as business administration or human resources management. The SPHRi exam covers a wide range of topics, including people management, talent acquisition, employee relations, HR technology, and global HR strategy, among others.
The SPHRi certification is highly regarded in the HR industry and is recognized by employers worldwide. Holding the certification demonstrates a commitment to excellence, a dedication to staying up-to-date with the latest industry practices and regulations, and a willingness to invest in one's professional development.
NEW QUESTION # 157
Which of the following does NOT represent a step in Enterprise Risk Management (ERM)?
- A. Identif y those responsible for risks.
- B. Identif y mitigation options for risks.
- C. Make decisions about dealing with risks.
- D. Identif y risks.
Answer: A
Explanation:
The steps for Enterprise Risk Management are focused primarily on identif ying risk and pursuing means of managing and reducing risk As a result, this includes identif ying risks, identif ying mitigation options for risks, and making decisions about dealing with risks (answer choices A, C, and D.) The steps of Enterprise Risk Management do not, however, include identif ying the employees who are responsible for the risk. This might be part of the larger process of understanding risk, but it does not fall under the primary steps of Enterprise Risk Management.
Answer choice B is, therefore, correct.
NEW QUESTION # 158
In B.F. Skinner's theory of Operant Conditioning (1957), he provided a list of four strategies for behavioral intervention: positive reinforcement, negative reinforcement, punishment, and which of the following?
- A. Actualization
- B. Termination
- C. Encouragement
- D. Extinction
Answer: D
Explanation:
The fourth of B.F. Skinner's strategies is extinction. The other answer choices-termination, encouragement, and actualization-are not specif ic strategies laid out by Skinner but rather might fall under the four he did describe. Positive reinforcement is a strategy in which desired behavior is rewarded positively. Negative reinforcement is a strategy in which desired behavior is rewarded by removing a negative state or condition. Punishment is similar to the two reinforcement strategies but is designed in a way to eliminate and undesired behavior. Extinction is a measure of how long a behavior will persist without reinforcement.
NEW QUESTION # 159
Which of the following tools can a human resources prof essional leverage to most effectively determine what skills an organization needs compared to the skills an organization has?
- A. Performance management results
- B. Gap analysis
- C. Organizational strategr
- D. Labor market forecast
Answer: B
Explanation:
A skills gap analysis aims to define the gap between the skills an organization has and the skills it needs. Each of the other answer options may make up steps of the gap analysis process but do not cover the full spectrum of data required. Performance management results can help illustrate the current skills of the workforce. Organizational strategy can give insight into where the organization is going and what skills it may need. Labor market forecasts can help map what external labor will be needed to close the gap or what skills shortages may be present both internally and externally.
NEW QUESTION # 160
Which of the following is defined as the knowledge employees have about how their work behavior affects their compensation?
- A. Line of sight
- B. Total rewards strategy
- C. Entitlement philosophy
- D. Organizational culture
Answer: A
Explanation:
Line of sight is defined as the knowledge employees have about how their work behavior affects their compensation. An entitlement philosophy provides greater compensation for employees with more seniority. A total rewards strategy reviews a business's resources for bringing in, and retaining, certain employees. Organizational culture is the larger category of which line of sight and entitlement philosophy are a part; organizational culture is simply the overall
"culture" of a business and its relationship betvvteen management and employees,
NEW QUESTION # 161
Which of the following is a rating method of performance appraisal?
- A. Critical incident review
- B. Field appraisal
- C. Essay
- D. Checklist
Answer: D
Explanation:
A checklist is a rating method of performance appraisal. [n a checklist system, the various elements of the job description are listed, and the employee receives a check mark for each element he performs with competence. This is considered a rating system because the number of checks can be converted into a score, which makes it possible to compare employees. In a field appraisal, someone besides the employee's supervisor observes and reports on the employee's performance.
In an essay appraisal, the evaluator writes a short prose passage about the employee's performance. In a critical incident review, the supervisor discusses the especially positive and negative aspects of the employee's performance.
NEW QUESTION # 162
The ADDIE model outlines the components of which of the following?
- A. Manufacturing
- B. Leadership
- C. Employee recruiting
- D. Instructional design
Answer: D
Explanation:
The ADDIE model outlines the components of instructional design. The acronym stands for Analysis, Design, Development, Implementation, and Evaluation. These are the steps in the creation, execution, and evaluation of an effective training program. They are very similar to the steps in other quality management programs. Because evaluation is the final step, the ADDIE model indicates that improvement should be ongoing.
NEW QUESTION # 163
Fernando shows up for work on Monday morning, but the of fice has been overstaffed, so his boss sends him home almost immediately. What type of compensation is owed to Fernando?
- A. Shif t pay
- B. On-call pay
- C. Call-back pay
- D. Reporting pay
Answer: D
Explanation:
Fernando is owed reporting pay. He has been asked to come in ata certain time, so he should not be penalized or uncompensated simply because the boss has made an error. Typically, reporting pay is less than a full day's vvage. On-call pay is given to employees who may be called in to deal with an emergency at any time. Not all employees who are on call are paid for it. Employees who are forced to return to work either before or after their allotted time may be eligible for call- back pay. Shif t pay, finally, is the compensation associated with the employee's normal work schedule.
NEW QUESTION # 164
The orientation program at Company X is considered very intense. New employees are given a crash course in organizational philosophy, and are discouraged from voicing their opinions or concerns. Which type of people processing strategy is Company X using?
- A. Collective
- B. Investiture
- C. Divestiture
- D. Contest
Answer: C
Explanation:
Company X is using a divestiture people processing strategy. This type of strategy aims to reduce the influence of personal characteristics on the organization. Military institutions typically employ a divestiture people processing strategy, with the aim of making individual soldiers subservient to the imperatives of the group. Investiture people processing strategies, on the other hand, give new employees a chance to express themselves and apply their personal idiosyncrasies to the organization. Contest people processing strategies do not sort new employees by interest or ability; instead, they put every new employee through the same program and make decisions about placement once orientation is complete. Finally, collective people processing strategies emphasize cooperation bet',veen new employees.
NEW QUESTION # 165
The Archibald Corporation has of fices in thirteen countries besides the United States. In these foreign of fices, the management positions are held by locals and the corporate positions are held by Americans. Which of the following is the most likely possible drawback of this arrangement?
- A. Exaggerated hiring costs
- B. Resentment by the foreign community
- C. Lack of communication among the foreign of fices
- D. Organizational culture is too homogenous
Answer: C
Explanation:
One possible drawback of this arrangement is a lack of communication among the foreign of fices. The Archibald Corporation is using what is knowm as the polycentric approach to international staffing. The advantages to this system are that it is cheaper to employ foreign nationals than to use expatriates and that it gives the foreign community a sense of investment in the business. However, if a corporation has multiple overseas of fices, linguistic and cultural barriers may impede communication among them.
NEW QUESTION # 166
The second of these important amendments to FLSA determined that employers cannot be required to compensate employees who commute long distances to work. Which of the following reflects this amendment?
- A. National Labor Relations Act
- B. Davis-Bacon Act
- C. Equal Pay Act
- D. Portal-to-Portal Act
Answer: D
Explanation:
The Portal to Portal Act, created in 1947, determined that employers cannot be required to compensate employees who commute long distances to work. The Equal Pay Act of 1963 forbids any type of discrimination based on the employee's gender. The Davis-Bacon Act of 1931 and the National Labor Relations Act of 1935 were both created before the legislation of the Fair Labor Standards Act of 1938, so they are irrelevant.
NEW QUESTION # 167
Why does the Unif orm Guidelines on Employee Selection Process (UGESP) require reliability and validity in testing?
- A. To ensure the same results from all tests
- B. To quantif y the success rate for the company doing the testing
- C. To avoid discrimination against protected classes
- D. To create a better standard for testing
Answer: C
Explanation:
The required qualities of reliability and validity are established for the express purpose of avoiding discrimination against protected classes. Answer choice A is incorrect because it makes no sense to ensure the same results from all tests - the tests would have no value at that point. Answer choice C is incorrect because the testing of candidates for a new position is about assessing the qualif ications of the candidates and not quantif ying the success rate of the company. Answer choice D is incorrect because it is too vague. Such guidelines would always be intended to create better standards for testing, but this is not specif ic enough to be a correct answer.
NEW QUESTION # 168
Which of the following human resources responsibilities can be the most impactful approach to creating a sense of accountability for ethical behavior?
- A. Coaching and mentoring programs
- B. Total rewards design
- C. Performance management
- D. Employee communication
Answer: C
Explanation:
Human resources prof essionals can leverage all of these options when creating an ethical work environment: however, an "ethical work environment" can mean a great number of things and present in a variety of ways. Building accountability within business ethics can be directly derived from regular performance management practices. Employee communication is useful for building a culture of honesty and transparency. Total rewards design can encourage ethical behaviors before correction needs to occur. Coaching and mentoring programs can help align employee development within the values of an organization's mission and vision.
NEW QUESTION # 169
In which type of dispute resolution do both parties agree to accept whatever decision is reached by the third-party judge?
- A. Binding arbitration
- B. Compulsory arbitration
- C. Ad hoc arbitration
- D. Constructive confrontation
Answer: A
Explanation:
In binding arbitration, both parties agree to accept whatever decision is reached by the third- party judge. Compulsory arbitration, meanwhile, exists when the terms of a contract dictate that any future disputes will be settled through arbitration. Constructive confrontation is a system for handling disputes within an organization, usually by dividing them into their central and peripheral elements. Ad hoc arbitration is a one-time dispute resolution aimed at handling one particular problem.
NEW QUESTION # 170
The components of an effective substance abuse program include all of the following EXCEPT:
- A. A written statement regarding the company/s no-tolerance policy about substance abuse
- B. Targeted drug testing for employees who have substance abuse problems
- C. Upper-level management support for all substance abuse programs and policies
- D. Management training programs for implementing substance abuse policy
Answer: B
Explanation:
Effective substance abuse programs require that drug testing be completely fair, and targeted drug testing for employees who betray substance abuse problems would not necessarily fall under the description of "fair." Answer choices A, B, and D are incorrect because all represent components of an effective substance abuse program within an organization. Additionally, answer choices A, B, and D can each be practiced and applied consistently with all employees to set clear and fair expectations for the entire workforce and not just a targeted population.
NEW QUESTION # 171
What is a corporate university?
- A. An extensive training program administered by a corporation to existing employees
- B. An independent academic institution that produces recruits for a corporation
- C. An alternative to community college
- D. An academic institution run for prof it
Answer: A
Explanation:
A corporate university is an extensive training program administered by a corporation to existing employees. Rather than rely on local colleges to keep their employees up to date, many organizations have created in-house training programs. Corporate universities of ten have detailed curricula and "prof essors" whose only job is to maintain the skills and competence of existing employees. Those who complete a program at a corporate university may be eligible for a raise or promotion. Corporate universities are able to be much more specif ic and targeted in their instruction.
NEW QUESTION # 172
According to the Pregnancy Discrimination Act of 1978, employers should treat pregnancy like which of the following?
- A. Along-term disability
- B. A work-related injury
- C. A short-term disability
- D. A work-related illness
Answer: C
Explanation:
According to the Pregnancy Discrimination Act of 1978, employers should treat pregnancy like which of the following? short-term disability. The Pregnancy Discrimination Act is an amendment to Title VII. Pregnant women are entitled to all of the benefits and accommodations due to the disabled.
NEW QUESTION # 173
What do the Unif orm Guidelines on Employee Selection Procedures declare?
- A. A selection tool has an adverse impact when the hiring rate for protected classes is less than
- B. Employers must use the selection tool that has the least adverse impact on protected
- C. Employers may use whichever selection tool they prefer.
- D. Employers may never use selection tools that adversely impact protected classes.
Answer: B
Explanation:
The Unif orm Guidelines on Employee Selection Procedures declare that employers must use the selection tool that has the least adverse impact on protected classes. Of course, this provision is only applicable when the employer has access to more than one selection tool. When there is no other option, employers may use selection tools that adversely impact protected classes. According to the UGESP, an adverse impact exists when the selection rate for a protected class is - or less of the normal selection rate.
NEW QUESTION # 174
Dalton, a human resources prof essional for an engineering firm, is completing a series of annual reports. During his analysis of employee status, he divides the number of employees who left the firm during the year (8) by the average number of employees for the year (150). He arrives at a rate of 5.33. What is this type of result called?
- A. Turnover analysis
- B. Accession rate
- C. Replacement cost
- D. Quality of hire
Answer: A
Explanation:
Turnover analysis results from dividing the number of employees who left the business over a given time frame by the average number of employees over that same time frame. Accession rate describes the number of new hires when compared to the full number of employees in a business. The replacement cost shows businesses the cost of hiring new employees: these costs might include marketing costs, time spent costs, overtime costs, training costs, and more. The quality of hire is determined when a business establishes an example of a quality hire and then compares other employees or new hires against it.
NEW QUESTION # 175
Which HR function is responsible for designing and implementing training programs?
Response:
- A. Recruitment and selection
- B. Performance management
- C. Training and development
- D. Compensation and benefits
Answer: C
NEW QUESTION # 176
The ADDIE model outlines the components of which of the following?
- A. Manufacturing
- B. Leadership
- C. Employee recruiting
- D. Instructional design
Answer: D
Explanation:
The ADDIE model outlines the components of instructional design. The acronym stands for Analysis, Design, Development, Implementation, and Evaluation. These are the steps in the creation, execution, and evaluation of an effective training program. They are very similar to the steps in other quality management programs. Because evaluation is the final step, the ADDIE model indicates that improvement should be ongoing.
NEW QUESTION # 177
What does PEST stand for in relation to analysis framework?
- A. Political, environmental, social, technological
- B. Political, economic, social, technological
- C. Pop culture, economy, strategy, technology
- D. Political, electronic, social, taxation
Answer: B
Explanation:
A PEST analysis is conducted as part of a strategic market analysis of several factors: political, economic, social and technological.
NEW QUESTION # 178
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The SPHRi certification is renowned for its rigor and specificity. SPHRi exam includes questions that are relevant to the specific needs of HR practitioners working in international environments. A candidate must possess the necessary knowledge and skills to effectively manage and align HR processes with the company’s global objectives, regulatory and legal requirements in different geographic regions, and cultural diversity.
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