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SPHR Questions - Part 37
1. The correlation coefficient is a statistical measurement that is useful for which of the following?
A) Determining whether one variable affects another
B) Compensating for data that may be out of date
C) Determining which variables are outside acceptable ranges
D) Describing standards of quality
2. Which of the following organizational structures is characterized by networks instead of traditional hierarchies?
A) Seamless organization
B) Geographic organization
C) Flat organization
D) Matrix organization
3. A US company has offices throughout the US and in Europe. What accounting rules are the company required to use?
A) American Institute of Certified Public Accountants rules
B) International Financial Reporting Standards
C) Securities Exchange Act rules
D) Generally Accepted Accounting Principles
4. As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?
A) Good faith bargaining
B) Interest-based bargaining
C) Distributive bargaining
D) Integrative bargaining
5. As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee's termination?
A) Whether reasonable 'proof' of the violation existed, or was obtained through investigation
B) Whether the employee was warned in advance
C) Whether the rule has been applied consistently
D) Whether the employee is a member of a protected class
A) Determining whether one variable affects another
B) Compensating for data that may be out of date
C) Determining which variables are outside acceptable ranges
D) Describing standards of quality
2. Which of the following organizational structures is characterized by networks instead of traditional hierarchies?
A) Seamless organization
B) Geographic organization
C) Flat organization
D) Matrix organization
3. A US company has offices throughout the US and in Europe. What accounting rules are the company required to use?
A) American Institute of Certified Public Accountants rules
B) International Financial Reporting Standards
C) Securities Exchange Act rules
D) Generally Accepted Accounting Principles
4. As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?
A) Good faith bargaining
B) Interest-based bargaining
C) Distributive bargaining
D) Integrative bargaining
5. As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee's termination?
A) Whether reasonable 'proof' of the violation existed, or was obtained through investigation
B) Whether the employee was warned in advance
C) Whether the rule has been applied consistently
D) Whether the employee is a member of a protected class
1. Right Answer: D
Explanation: Answer option D is correct.The correlation coefficient is useful in determining whether two factors are connected. For example, the correlation coefficient will tell you whether an increase in resignations is related to a change in location of the worksite and, if so, whether the change had a strong impact on resignations. See Chapter 2 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis
2. Right Answer: A
Explanation: Answer option A is correct.A seamless organization replaces traditional hierarchies with networks designed to enhance communication and creativity. These networks are made possible by advanced technology that allows employees to connect from anywhere in the world. See Chapters 2 and 3 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Organizational Structures
3. Right Answer: D
Explanation: Answer option D is correct.US-based companies are required to use the Generally Accepted Accounting Principles (GAAP) rules. In 2008, the SEC began to consider allowing companies to use the International Financial Reporting Standards.Answer option A is incorrect. The American Institute of Certified Public Accountants created the GAAP rules.Answer option B is incorrect. International Financial Reporting Standards are being considered to standardize accounting practices worldwide.Answer option C is incorrect. The Securities Exchange Act rules aren't valid rules. This act of 134 gave authority to the Securities and Exchange Commission(SEC) for overseeing accounting standards or publicly traded companies.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Organizations
4. Right Answer: B
Explanation: Answer option B is correct.Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem. This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: D
Explanation: Answer option D is correct.The membership of a protected class should have no bearing on a good cause for termination.Answer options B, A, and C are incorrect. These are examples of just cause of termination.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
Explanation: Answer option D is correct.The correlation coefficient is useful in determining whether two factors are connected. For example, the correlation coefficient will tell you whether an increase in resignations is related to a change in location of the worksite and, if so, whether the change had a strong impact on resignations. See Chapter 2 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis
2. Right Answer: A
Explanation: Answer option A is correct.A seamless organization replaces traditional hierarchies with networks designed to enhance communication and creativity. These networks are made possible by advanced technology that allows employees to connect from anywhere in the world. See Chapters 2 and 3 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Organizational Structures
3. Right Answer: D
Explanation: Answer option D is correct.US-based companies are required to use the Generally Accepted Accounting Principles (GAAP) rules. In 2008, the SEC began to consider allowing companies to use the International Financial Reporting Standards.Answer option A is incorrect. The American Institute of Certified Public Accountants created the GAAP rules.Answer option B is incorrect. International Financial Reporting Standards are being considered to standardize accounting practices worldwide.Answer option C is incorrect. The Securities Exchange Act rules aren't valid rules. This act of 134 gave authority to the Securities and Exchange Commission(SEC) for overseeing accounting standards or publicly traded companies.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Organizations
4. Right Answer: B
Explanation: Answer option B is correct.Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem. This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: D
Explanation: Answer option D is correct.The membership of a protected class should have no bearing on a good cause for termination.Answer options B, A, and C are incorrect. These are examples of just cause of termination.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Employee Relations
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