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SPHR Questions - Part 38
1. You are a HR Professional for your organization. You have presented an idea to your staff. The staff members then discuss their ideas based on your presentation. All of the ideas are recorded and collectively ranked from most important to least important (or some other ordinal scale). Through this process a selection or forecast can be made for the organization. What forecasting technique have you used in this scenario?
A) Ratio analysis
B) Delphi Technique
C) Nominal group technique
D) Brainstorming
2. Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?
A) Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
B) Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
C) Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.
D) Specific compensable factors are identified and then performance levels within the factors are documented.
3. One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?
A) Seven years
B) Five years
C) One year
D) Two weeks
4. Which of the following occurs when the union decides to stop working?
A) Boycott
B) Lockout
C) Strike
D) Involuntary exit
5. Human resources is often seen as a three-dimensional component of an organization. Which dimension of human resources focuses on long-term, future-focused approach to the methods to achieve human resource and organizational goals?
A) Strategic
B) Administrative
C) Organizational
D) Operational
A) Ratio analysis
B) Delphi Technique
C) Nominal group technique
D) Brainstorming
2. Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?
A) Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
B) Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
C) Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.
D) Specific compensable factors are identified and then performance levels within the factors are documented.
3. One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?
A) Seven years
B) Five years
C) One year
D) Two weeks
4. Which of the following occurs when the union decides to stop working?
A) Boycott
B) Lockout
C) Strike
D) Involuntary exit
5. Human resources is often seen as a three-dimensional component of an organization. Which dimension of human resources focuses on long-term, future-focused approach to the methods to achieve human resource and organizational goals?
A) Strategic
B) Administrative
C) Organizational
D) Operational
1. Right Answer: C
Explanation: Answer option C is correct.The nominal group technique is a facilitated workshop to present an idea, allow brainstorming of additional ideas, and then the solutions are ranked by the group.A forecast can then be created based on the outcome of the exercise.Answer option D is incorrect. This is more than just brainstorming as brainstorming does not begin with a presented idea or a ranking of ideas to predict an outcome.Answer option B is incorrect. The Delphi Technique uses rounds of anonymous surveys to build consensus.Answer option A is incorrect. Ratio analysis is a mathematical forecasting technique using two or more variables to predict a likely outcome.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis
2. Right Answer: C
Explanation: Answer option C is correct.The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee.Answer options B, D, and A are incorrect. These are not valid definitions of the point factor technique.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation
3. Right Answer: B
Explanation: Answer option B is correct.The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.Answer option D is incorrect. Two weeks is not a valid answer for this question.Answer option C is incorrect. One year is not valid, as the correct amount is five years.Answer option A is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.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
4. Right Answer: C
Explanation: Answer option C is correct.A strike occurs when the union decides to stop working.Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option A is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: A
Explanation: Answer option A is correct.The strategic component of human resources is a long-term, future-looking component of HR to achieve goals of the organization and the goals of human resources.Answer option B is incorrect. Administrative describes the transactions within HR that are required to be completed either legally, through enterprise environmental factors, or both.Answer option C is incorrect. Organizational is not one of the three dimensions of HR. The three dimensions are strategic, administration, and operational.Answer option D is incorrect. Operational describes the tactics and operational goals of the organization being realized with the assistance of HR.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: Strategy
Explanation: Answer option C is correct.The nominal group technique is a facilitated workshop to present an idea, allow brainstorming of additional ideas, and then the solutions are ranked by the group.A forecast can then be created based on the outcome of the exercise.Answer option D is incorrect. This is more than just brainstorming as brainstorming does not begin with a presented idea or a ranking of ideas to predict an outcome.Answer option B is incorrect. The Delphi Technique uses rounds of anonymous surveys to build consensus.Answer option A is incorrect. Ratio analysis is a mathematical forecasting technique using two or more variables to predict a likely outcome.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis
2. Right Answer: C
Explanation: Answer option C is correct.The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee.Answer options B, D, and A are incorrect. These are not valid definitions of the point factor technique.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation
3. Right Answer: B
Explanation: Answer option B is correct.The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.Answer option D is incorrect. Two weeks is not a valid answer for this question.Answer option C is incorrect. One year is not valid, as the correct amount is five years.Answer option A is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.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
4. Right Answer: C
Explanation: Answer option C is correct.A strike occurs when the union decides to stop working.Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option A is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: A
Explanation: Answer option A is correct.The strategic component of human resources is a long-term, future-looking component of HR to achieve goals of the organization and the goals of human resources.Answer option B is incorrect. Administrative describes the transactions within HR that are required to be completed either legally, through enterprise environmental factors, or both.Answer option C is incorrect. Organizational is not one of the three dimensions of HR. The three dimensions are strategic, administration, and operational.Answer option D is incorrect. Operational describes the tactics and operational goals of the organization being realized with the assistance of HR.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: Strategy
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