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SPHR Questions - Part 10
1. Richard, who works at the customer service counter in an auto-supply store, told his manager that because of chronic back pain, it is difficult for him stand for long periods and asked for an accommodation. The manager isn't sure, based on the essential job functions, how an accommodation can be provided. You advise the manager to begin the interactive process with the employee. What should the manager do to begin this process?
A) Ask Richard how his back was injured.
B) Provide a stool for Richard to use at the counter.
C) Ask Richard whether he has any suggestions for an accommodation.
D) Ask Richard to meet with HR to resolve the problem.
2. You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. The purchase of the insurance policy is what type of risk response?
A) Avoidance
B) Transference
C) Acceptance
D) Sharing
3. Stress is often a significant issue in workplaces. Author Ravi Tangri asserts that stress costs organizations up to $300 billion per year. Which one of the following stresses is the largest contributor to organizational cost of waste?
A) Workplace accidents
B) Turnover
C) Absenteeism
D) Drug plan costs
4. 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 union official if fifty percent of the employees sign off on the decertification
B) The National Labor Relations Board
C) Management of the employees
D) The employees
5. You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. You've also identified that the probability of the risk event is only 20 percent. If management doesn't want to purchase the insurance to mitigate the risk event, what other choice do they have to respond to the event by using an out-of-pocket payment if the event actually occurs?
A) Transference
B) Mitigation
C) Sharing
D) Acceptance
A) Ask Richard how his back was injured.
B) Provide a stool for Richard to use at the counter.
C) Ask Richard whether he has any suggestions for an accommodation.
D) Ask Richard to meet with HR to resolve the problem.
2. You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. The purchase of the insurance policy is what type of risk response?
A) Avoidance
B) Transference
C) Acceptance
D) Sharing
3. Stress is often a significant issue in workplaces. Author Ravi Tangri asserts that stress costs organizations up to $300 billion per year. Which one of the following stresses is the largest contributor to organizational cost of waste?
A) Workplace accidents
B) Turnover
C) Absenteeism
D) Drug plan costs
4. 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 union official if fifty percent of the employees sign off on the decertification
B) The National Labor Relations Board
C) Management of the employees
D) The employees
5. You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. You've also identified that the probability of the risk event is only 20 percent. If management doesn't want to purchase the insurance to mitigate the risk event, what other choice do they have to respond to the event by using an out-of-pocket payment if the event actually occurs?
A) Transference
B) Mitigation
C) Sharing
D) Acceptance
1. Right Answer: C
Explanation: Answer option C is correct.To assess the reasonableness of a requested accommodation, employers should ask employees to describe their limitations, how those limitations affect their performance of essential job functions, and whether they have suggestions for an accommodation that would allow them to perform the functions. See Chapter 8 for more information.Chapter: Risk Management -Objective: Risk Management
2. Right Answer: B
Explanation: Answer option B is correct.Transference doesn't make the risk go away, but it transfers the risk to a third party, usually for a fee. Purchasing insurance is an example of transference.Transference -Transference is a strategy to mitigate negative risks or threats. In this strategy, consequences and the ownership of a risk is transferred to a third party. This strategy does not eliminate the risk but transfers responsibility of managing the risk to another party. Insurance is an example of transference.Answer option A is incorrect. Avoidance is changing the project plan, organization goals, or work to completely remove, or avoid, the risk event.Answer option C is incorrect. Acceptance is generally for smaller risk events, or risk events that cannot be avoided, such as weather.Answer option D is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Risk Management -Objective: Risk Management
3. Right Answer: A
Explanation: Answer option A is correct.Based on Ravi Tangri's book Stress Costs, stress is responsible for 60 percent of workplace accidents.Answer option B is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 40 percent of employee turnover.Answer option C is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 19 percent of employee absenteeism.Answer option D is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 10 percent of drug plan costs.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Management
4. Right Answer: B
Explanation: 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 andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
5. Right Answer: D
Explanation: Answer option D is correct.Acceptance is a risk response that accepts the event with the understanding that if the event happens, the organization will deal with the ramifications and impact at the time of the event. Out-of-pocket payments are an example of acceptance.Acceptance response -Acceptance response is a part of the Risk Response planning process. Acceptance response delineates that the project plan will not be changed to deal with the risk. Management may develop a contingency plan if the risk does occur. Acceptance response to a risk event is a strategy that can be used for risks that pose either threats or opportunities. Acceptance response can be of two types:Passive acceptance: It is a strategy in which no plans are made to avoid or mitigate the risk.Active acceptance: Such responses include developing contingency reserves to deal with risks in case they occur.Acceptance is the only response for both threats and opportunities.Answer option B is incorrect. Mitigation reduces the probability and/or impact of risk event.Answer option A is incorrect. Transference transfers the risk event to a third party, usually for a fee.Answer option C is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Risk Management -Objective: Risk Management
Explanation: Answer option C is correct.To assess the reasonableness of a requested accommodation, employers should ask employees to describe their limitations, how those limitations affect their performance of essential job functions, and whether they have suggestions for an accommodation that would allow them to perform the functions. See Chapter 8 for more information.Chapter: Risk Management -Objective: Risk Management
2. Right Answer: B
Explanation: Answer option B is correct.Transference doesn't make the risk go away, but it transfers the risk to a third party, usually for a fee. Purchasing insurance is an example of transference.Transference -Transference is a strategy to mitigate negative risks or threats. In this strategy, consequences and the ownership of a risk is transferred to a third party. This strategy does not eliminate the risk but transfers responsibility of managing the risk to another party. Insurance is an example of transference.Answer option A is incorrect. Avoidance is changing the project plan, organization goals, or work to completely remove, or avoid, the risk event.Answer option C is incorrect. Acceptance is generally for smaller risk events, or risk events that cannot be avoided, such as weather.Answer option D is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Risk Management -Objective: Risk Management
3. Right Answer: A
Explanation: Answer option A is correct.Based on Ravi Tangri's book Stress Costs, stress is responsible for 60 percent of workplace accidents.Answer option B is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 40 percent of employee turnover.Answer option C is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 19 percent of employee absenteeism.Answer option D is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 10 percent of drug plan costs.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Management
4. Right Answer: B
Explanation: 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 andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
5. Right Answer: D
Explanation: Answer option D is correct.Acceptance is a risk response that accepts the event with the understanding that if the event happens, the organization will deal with the ramifications and impact at the time of the event. Out-of-pocket payments are an example of acceptance.Acceptance response -Acceptance response is a part of the Risk Response planning process. Acceptance response delineates that the project plan will not be changed to deal with the risk. Management may develop a contingency plan if the risk does occur. Acceptance response to a risk event is a strategy that can be used for risks that pose either threats or opportunities. Acceptance response can be of two types:Passive acceptance: It is a strategy in which no plans are made to avoid or mitigate the risk.Active acceptance: Such responses include developing contingency reserves to deal with risks in case they occur.Acceptance is the only response for both threats and opportunities.Answer option B is incorrect. Mitigation reduces the probability and/or impact of risk event.Answer option A is incorrect. Transference transfers the risk event to a third party, usually for a fee.Answer option C is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Risk Management -Objective: Risk Management
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