Senior Professional in Human Resources v6.0 (SPHR)

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Total 675 questions

Which of the following are the benefits of gainsharing programs?
Each correct answer represents a complete solution. Choose all that apply.

  • A. Aligns employees to organizational goals
  • B. Helps the organization to achieve improvement in key performance measures
  • C. Enhances the focus and awareness of employees
  • D. Employees are paid on the basis of group performance rather than individual performan


Answer : A,B,C

Explanation:
Answer options A, B, and C are correct.The benefits of gainsharing programs are as follows:
-> Aligns employees to organizational goals
-> Helps the organization to achieve improvement in key performance measures
-> Enhances the focus and awareness of employees
What is gainsharing?
Gainsharing is a system of management used by a business to get higher levels of performance through the involvement and participation of its people. As performance improves, employees share financially in the gain (improvement). Gainsharing is about people working smarter together and not just working harder.
Reference: "http://simple.wikipedia.org/wiki/Gainsharing"
Chapter: Compensation and Benefits

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

  • A. Davis-Bacon Act
  • B. Walsh-Healey Public Contracts Act
  • C. Fair Labor Standards Act
  • D. Portal-to-Portal Act


Answer : A

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 -

John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns?

  • A. Variable pay
  • B. Hygiene factor pay
  • C. Base pay
  • D. Market-demand pay


Answer : C

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 -

What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year?

  • A. 88 percent
  • B. 113 percent
  • C. $10,000 difference
  • D. 1:88


Answer : A

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 -

Which of the following is an example of a nonqualified deferred-compensation plan?

  • A. An excess-deferral plan
  • B. A target-benefit plan
  • C. A money-purchase plan
  • D. A cash-balance plan


Answer : A

Explanation:
Answer option A is correct.An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by
ERISA; they are limited to a small group of executives or highly compensated employees.
A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money-purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information.
Chapter: Compensation and Benefits

Objective: Benefits -

COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced?

  • A. 10
  • B. 20
  • C. 50
  • D. 100


Answer : B

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: Benefits -

Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?

  • A. A federation is the same as a union.
  • B. A federation is a group of national unions.
  • C. A federation is a union that has international members.
  • D. A federation is the governing body of a union.


Answer : B

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: Compensation and Benefits
Objective: Executive Compensation

An employee has come forward with an allegation of quid pro quo harassment by her supervisor. As the HR manager, you are responsible for investigating the complaint. The supervisor in question is someone with whom you have become quite friendly. In this case, who is the best person to conduct the investigation?

  • A. You
  • B. The corporate attorney
  • C. The direct manager of the accused supervisor
  • D. A third-party investigator


Answer : D

Explanation:
Answer option D is correct.In this case, the organization will be best served by a third-party investigator. The most important consideration in an investigation of sexual harassment is that the investigator is seen as credible and impartial. Because you have become friendly with the accused, it will be difficult to maintain impartiality during an investigation. While the corporate attorney (B) may be selected to conduct investigations, this solution can lead to conflict-of-interest issues. The direct manager of the accused supervisor (C) may not be viewed as impartial by the accuser or by regulatory agencies. See Chapters 2 and 8 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation

When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?

  • A. The EEOC will investigate the claim by inspecting the employer's place of business.
  • B. The EEOC will create a hearing with the complainant and the employer to investigate the charge.
  • C. The EEOC will send the employer a letter informing them of the charge.
  • D. The EEOC will visit the employer to inform them of the charge.


Answer : C

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: Federal Employment Legislation

As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees. Which of the following statements is an example of an express contract that could affect a person's employment?

  • A. You'll have a job as long as we're in business.
  • B. Either party, the employer or employee, can terminate the employment relationship at will.
  • C. If you quit that position in our company, we'll give you this position here.
  • D. You will do what I say when I say it.


Answer : A

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

As a Senior HR Professional you should be familiar with employment laws and their effect on your company. What did the lawsuit Payne v. The Western & Atlantic Railroad Company establish?

  • A. Employment at will
  • B. Employers could be liable for sexual harassment of its employees
  • C. Employers could be liable for the actions of its employees
  • D. A company couldn't coerce an employee to commit a crime to retain employment


Answer : A

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

What term is assigned to the barriers that women and minorities may face when trying to advance to senior levels of an organization?

  • A. Societal barrier
  • B. Internal structure barrier
  • C. Governmental barrier
  • D. Glass ceiling


Answer : D

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

Your organization has employed a temporary worker for a position in your company. During employment the individual has been called to military duty. Under the Uniformed Services
Employment and Reemployment Rights Act of 1994 are you obligated to reinstate the individual upon his return from duty?

  • A. No, because temporary employees do not have reinstatement rights.
  • B. No, because once an employee leaves, you are not obligated to reinstate them.
  • C. Yes, if they have been working as a temporary employee for more than 90 days.
  • D. Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 requires it.


Answer : A

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

Mark is a contractor for the CleanSweep Chimney Company. When the CleanSweep
Chimney Company has work that they can't manage they'll send Mark to the customer site to quote on the work based on their standardized fees and complete the work on their behalf. The company will pay Mark for his time. Mark, however, often tells the home owners what the CleanSweep Chimney Company will charge, but he can personally do the job for less than the CleanSweep Chimney Company. What is this an example of?

  • A. Bait and switch
  • B. Breach of duty of loyalty
  • C. Breach of duty of diligence
  • D. Breach of duty of obedience


Answer : B

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

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 survey
  • B. A skip-level interview
  • C. An employee focus group
  • D. A brown-bag lunch


Answer : B

Explanation:
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 -

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Total 675 questions