[Oct-2021] Exam SPHR: New Brain Dump Professional - ITCertMagic
Free SPHR Exam Dumps to Improve Exam Score
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.
NEW QUESTION 17
Federal legislation does not specifically prohibit disparate treatment of caregivers, but claims of disparate treatment for employees caring for elders, children, or disabled family members increased 450 percent between 1990 and 2005. On what basis are these claims filed?
Each correct answer represents a complete solution. Choose all that apply.
- A. Family Medical Leave Act
- B. Dvis-Bacon Act
- C. Americans with Disabilities Act
- D. Title VII
Answer: A,C,D
Explanation:
Explanation/Reference:
Answer options D, A, and B are correct.
According to guidance published by the EEOC, caregivers are not a protected class, but there are circumstances in which disparate treatment becomes unlawful based on stereotyping prohibited by Title VII, association with disabled individuals prohibited by the ADA, or violations of FMLA caregiving requirements. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION 18
A _________ measures one variable against another.
- A. Ratio
- B. Multiple linear regression
- C. Simple linear regression
- D. Simulation model
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis
NEW QUESTION 19
Which of the following is required by the Economic Growth and Tax Relief Reconciliation Act of 2001?
- A. Requires pension plans to account for employee contributions separately from employer contributions
- B. Allows employers to contribute a percentage of company earnings to retirement plans each year
- C. Requires employer pension contributions to be funded on a quarterly basis
- D. Allows employees older than 50 to make catch-up contributions to retirement accounts
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
EGTRRA made changes to pension contribution limits and allows employees older than 50 to make catch- up pension contributions. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
NEW QUESTION 20
Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?
- A. Weingarten Right
- B. Bumping Right
- C. Management Rights
- D. Right of Way
Answer: A
Explanation:
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: Employee Relations
NEW QUESTION 21
Which one of the following statements is true of a hostile work environment?
- A. A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
- B. When a single incident of unwanted touching occurs, a hostile work environment has been created.
- C. A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
- D. Only a supervisor can create a hostile work environment.
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION 22
A supervisor has called an employee in for an interview about an inventory shortage. When the supervisor begins asking questions, the employee invokes his Weingarten rights. The supervisor has the option to do which of the following?
- A. Discontinue the interview, and make the determination based on other evidence and documentation.
- B. Stop the discussion while the employee calls an attorney.
- C. Continue the interview while waiting for a co-worker to return from lunch.
- D. Stop the discussion until the shop steward is available upon return from vacation in 4 days.
Answer: A
Explanation:
Answer option A is correct.Weingarten rights give all union members the right to request that a co-worker or shop steward be present during an interview if the employee believes the interview could lead to disciplinary action. The employer may decide to use other facts available without interviewing the employee. The Weingarten ruling does not entitle employees to have an attorney present (C). Employers are not required to wait for a lengthy period of time until the co-worker returns (D). The interview must be discontinued while waiting for the co-worker (B). As of 2004, employers are required to honor Weingarten requests only for union members. Chapter: Employee and Labor Relations Objective: Review Questions
NEW QUESTION 23
Your organization likes to use mediation rather than lawsuits to find amicable resolutions to issues and disputes. When mediation is required, there are several steps to the process. What step of the mediation process identifies alternative solutions to the problem?
- A. Structure
- B. Options
- C. Negotiating
- D. Fact-finding
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
There are six stages of mediation: structure, introductions, fact-finding, options, negotiating, and writing the agreement. The options stage identifies all possible alternative solutions to the problem.
Answer option B is incorrect. Fact-finding allows both sides to present their case and for the mediator to identify the facts.
Answer option C is incorrect. Negotiating helps the parties come to an agreement based on the identified options.
Answer option D is incorrect. Structure describes how and when the mediation process will occur.
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: Dispute Resolution
NEW QUESTION 24
Which of the following is conducted to determine what is required to solve a problem?
- A. Making succession plan
- B. SWOT analysis
- C. Talent management program
- D. Needs assessment
Answer: D
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Chapter: Human Resource Development
Objective: Talent Management
NEW QUESTION 25
What plan captures and projects how human resources will contribute to achieving the organization's strategic plan?
- A. Change management plan
- B. Resource Development Plan
- C. Human capital management plan
- D. HR Staffing Plan
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The human capital management plan is a plan created by HR to define how the HR department and staff will help the organization achieve its strategic goals.
Answer option B is incorrect. The HR Staffing Plan is not a valid plan for this question.
Answer option C is incorrect. The Resource Development Plan is an HR plan that describes the competency and skills improvement for the human capital in the organization.
Answer option D is incorrect. A change management plan describes the change and how the company may best overcome the challenges and risks the change presents.
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: Strategy
NEW QUESTION 26
What is the most effective method to use when an employer wants to obtain insight into employee goals and job satisfaction and provide career counseling to those in the work group?
- A. An employee focus group
- B. An employee survey
- C. A skip-level interview
- D. A brown-bag lunch
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
A skip-level interview provides an opportunity for a manager's manager to obtain insight into the goals and satisfaction of employees in the work group. An employee survey (A) is best used to gather information about various issues that can be collated and summarized. A focus group (B) can be used to involve employees in the decision-making process. A brown-bag lunch (D) is an effective way for senior managers to meet with small groups of employees to answer questions about the company goals and mission and to obtain feedback about operations. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION 27
Which of the following moves an entire work process out of the organization to be handled by a company specializing in the work process?
- A. Merger
- B. Acquisition
- C. Outsourcing
- D. Job sharing
Answer: C
Explanation:
Answer option C is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION 28
Which of the following are narrative methods of appraisal that require managers to describe the employee's performance?
Each correct answer represents a complete solution. Choose all that apply.
- A. Daily review
- B. Essay review
- C. Critical incident review
- D. Field review
Answer: B,C,D
Explanation:
Explanation/Reference:
Answer options A, D, and C are correct.
The narrative methods of appraisal that require managers to describe the employee's performance are as follows:
1. Critical incident review
2. Field review
3. Essay review
The critical incident review requires that during the review period supervisors make notes of successful and unsuccessful performance issues for each employee.
A field review appraisal may be conducted by someone other than the supervisor. This can be a person from outside the organization.
In the essay review, the reviewer has to write a short description about each employee's performance during the year.
Answer option B is incorrect. There is no such narrative method of appraisal as daily review.
Reference: http://www.mbanotesworld.in/2009/01/methods-of-performance-appraisal.html Chapter: Human Resource Development
Objective: Performance Appraisal
NEW QUESTION 29
Sally is a new employee in your company and she's speaking with you about the direct and indirect compensation for her employment. You want to give Sally an example of an indirect compensation reward.
Which of the following is an example of an indirect compensation?
- A. Bonuses
- B. Vacation
- C. Wages
- D. Salaries
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
A vacation is an example of an indirect compensation because it's not associated directly with direct pay compensation.
Answer options C, D, and A are incorrect. Wages, salaries, and bonuses are examples of direct compensation, so these choices are not correct.
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 30
DRAG DROP
Match the Employee Involvement Strategies with their descriptions.
Answer:
Explanation:
NEW QUESTION 31
Why is a job analysis important?
- A. It ensures compliance with EEO laws.
- B. It allows for proper training and development of key personnel.
- C. It provides the foundation from which all other HR activities are designed.
- D. It provides the supervisory responsibilities necessary to accomplish organizational goals.
Answer: C
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION 32
Each collective bargaining agreement outlines the process to file a grievance. Most agreements define a four-step approach to the grievance procedure. During which one of the following steps of the grievance procedure, might the president of the local union meet with the manager of the plant at which the employee with the grievance works?
- A. Escalate the complaint internally
- B. Reach the highest level of internal escalation
- C. Participate in binding arbitration
- D. Initiate the complaint
Answer: A
Explanation:
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: Business Management and Strategy
Objective: Strategy
NEW QUESTION 33
What term is assigned to an employee that makes a complaint about their employer to a federal agency claiming that illegal activity has occurred?
- A. Reporter
- B. Scab
- C. Whistle-blower
- D. Benedict
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
A whistle-blower describes a person who reports that their employer has participated in illegal activity.
A whistleblower is a person who raises a concern about any wrongdoing occurring in an organization or body of people. Usually this person would be from that same organization. The revealed misconduct may be classified in many ways; for example, a violation of a law, rule, regulation and/or a direct threat to public interest, such as fraud, health/safety violations, and corruption.
Answer option D is incorrect. A scab is a derogative term for a person who crosses a picket line to work.
Answer option C is incorrect. A reporter isn't a valid term for this scenario.
Answer option A is incorrect. Benedict isn't a valid term for this scenario.
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 34
Which of the following focuses on preventive care and controlling health costs?
- A. Physician Hospital Organization
- B. Preferred Provider Organization
- C. Exclusive Provider Organization
- D. Health Maintenance Organization
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
Health Maintenance Organizations focus on preventive care and controlling health costs. They determine whether patients need to be seen by a specialist.
Answer option D is incorrect. Preferred Provider Organization (PPO) utilizes a network of health-care providers for patient services.
Answer option C is incorrect. Physician Hospital Organization is an entity formed by physicians and hospitals whose objective is to negotiate contracts with payer organizations.
Answer option A is incorrect. In the Exclusive Provider Organization (EPO), physicians may see only those patients who are part of this organization.
Chapter: Compensation and Benefits
NEW QUESTION 35
In the evaluation phase, the ___________ evaluation method focuses on how well the training resulted in learning new skills and competencies.
- A. Reaction
- B. Results
- C. Behavior
- D. Learning
Answer: D
Explanation:
Answer option C is correct.The learning evaluation method focuses on how well the training resulted in learning new skills. The reaction evaluation method (D) focuses on participant reactions. The behavior evaluation method (B) measures on-the-job behavior changes as a result of training, and the results evaluation method (A) measures organizational results. Of the four methods, the results evaluation method is considered the most valuable for the organization. Chapter: Human Resource Development Objective: Review Questions
NEW QUESTION 36
An organization has over 5,000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation.
Who will decertify the union in this instance?
- A. The employees
- B. The union official if fifty percent of the employees sign off on the decertification
- C. The National Labor Relations Board
- D. Management of the employees
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Certification and decertification of union representation is managed by the National Labor Relations Board.
Answer option C is incorrect. Management does not decertify the union; the NLRB does.
Answer option D is incorrect. The employees can demand the change if they have 30 percent of the employee signatures.
Answer option A is incorrect. The union doesn't decertify the employees; the NLRB does.
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 37
As a Senior HR Professional, you should be familiar with certain precedent-setting cases related to equal employment opportunity. This case focused on the requirement for employees seeking internal transfer or promotions to possess a high school education and certain scores on aptitude tests. The court found under Title VII of the Civil Rights Act that the test could disparately impact ethnic minority groups. Which case is referenced?
- A. Griggs versus Duke Power
- B. Washington versus Davis
- C. Regents of California versus Bakke
- D. McDonnell Douglas Corp versus Green
Answer: A
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power case was heard before the Supreme Court in 1970 and resulted in the disparate impact theory.
Answer option B is incorrect. McDonnell Douglas Corp versus Green was heard before the Supreme Court and regarded how plaintiffs and defendants may present evidence of violations of Title VII of the Civil Rights Act.
Answer option C is incorrect. Washington versus Davis was heard before the US Supreme Court in 1976. Two African Americans had applied for positions in the Washington DC police department but were not given the jobs based on testing of verbal skills.
Answer option D is incorrect. Regents of California versus Bakke was a Supreme Court case that determined that race could be a factor in a college admissions program.
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: Federal Employment Legislation
NEW QUESTION 38
Which of the following is best defined as a benefit plan that uses an actuarial formula to calculate the contribution amount needed to reach a predetermined benefit amount at retirement?
- A. Profit sharing plan
- B. Target benefit plan
- C. 401(k) plan
- D. Money purchase plan
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
The target benefit plan uses a predetermined amount, or target amount, to calculate contributions needed to reach the amount by a given date of anticipated retirement.
Answer option A is incorrect. A money purchase plan uses a fixed percentage of employee earnings to defer compensation.
Answer option C is incorrect. A 401(k) plan allows contribution from employees and employers.
Answer option D is incorrect. A profit sharing plan makes contributions based on a percentage of employer earnings each year.
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 39
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