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SPHR Questions - Part 52
1. John is a nonexempt employee in your company and he works Monday through Friday, 8AM to 5 PM. He will be flying from Chicago to Nashville on Sunday afternoon to represent your company in a trade show on Monday. The flight from Chicago leaves at 4PM and will arrive in Nashville at 6PM. How many hours of compensation is John eligible for because of the Sunday flight according to the Fair Labor Standards Act?
A) Zero
B) 1
C) 2
D) 3
2. Before selecting an HRIS system, which of the following questions should be answered?
A) All of the above.
B) What information will be converted to the HRIS?
C) Who will have access to the information stored in the HRIS?
D) How will the HRIS be accessed?
3. Jan is the HR Professional for her organization and she's meeting with the management to discuss the results of a balanced scorecard review. In particular, the management is asking Jan for her opinion how the organization can enhance organizational performance through education of the organization's employees.Which specific component of the balanced score is the management likely to be concerned with, in this scenario?
A) Performance and retention
B) Rewards and recognition
C) Education and learning
D) Learning and growth
4. rewards and recognition to be useful, the employees must be interested in the recognition. What other factor must be true?
A) The recognition must be genuine.
B) The recognition must be swift.
C) The recognition must be monetary.
D) The recognition must be public.
5. As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being able to design a web page in a particular software program your company uses?
A) Predictive validity
B) Construct validity
C) Criterion-Related validity
D) Content validity
A) Zero
B) 1
C) 2
D) 3
2. Before selecting an HRIS system, which of the following questions should be answered?
A) All of the above.
B) What information will be converted to the HRIS?
C) Who will have access to the information stored in the HRIS?
D) How will the HRIS be accessed?
3. Jan is the HR Professional for her organization and she's meeting with the management to discuss the results of a balanced scorecard review. In particular, the management is asking Jan for her opinion how the organization can enhance organizational performance through education of the organization's employees.Which specific component of the balanced score is the management likely to be concerned with, in this scenario?
A) Performance and retention
B) Rewards and recognition
C) Education and learning
D) Learning and growth
4. rewards and recognition to be useful, the employees must be interested in the recognition. What other factor must be true?
A) The recognition must be genuine.
B) The recognition must be swift.
C) The recognition must be monetary.
D) The recognition must be public.
5. As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being able to design a web page in a particular software program your company uses?
A) Predictive validity
B) Construct validity
C) Criterion-Related validity
D) Content validity
1. Right Answer: B
Explanation: Answer option B is correct.The Department of Labor and the FLSA does not consider travel time outside of normal working hours to be compensable. Because John works between the hours of 8AM and 5PM his flight is eligible for just one hour of compensation. This is true even though the flight happens to be on the weekend.Answer option A is incorrect. John will receive one hour of payment, not zero.Answer option C is incorrect. John will only receive one hour of payment as one hour is between his regular working hours and the other is not.Answer option D is incorrect. John won't receive time and a half for his travel.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
2. Right Answer: A
Explanation: Answer option A is correct.A needs analysis will provide answers to these questions, as well as whether the HRIS will be integrated with payroll or other systems and what kinds of reports will be produced. See Chapters 2 and 3 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Human Resource Technology
3. Right Answer: D
Explanation: Answer option D is correct.Learning and growth focus on employee training and attitudes towards the individual and corporate growth.Chapter: Business Management and StrategyObjective: HR Metrics: Measuring Results
4. Right Answer: A
Explanation: Answer option A is correct.Rewards and recognitions systems underscore and promote performance for employees. However, for recognition to be effective it must be genuine when it is expressed.Answer option D is incorrect. Recognition for work does not need to be public, though public recognition is sometimes effective.Answer option C is incorrect. Not all recognitions must be monetary. While monetary recognition is nice, it may not always be feasible or appropriate.Answer option B is incorrect. Recognition for good work should swiftly follow the work, but this answer is not as important as the recognition being genuine.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
5. Right Answer: D
Explanation: Answer option D is correct.Content validity is used in an interview for an applicant to show their skills in a particular job-related function.Answer option C is incorrect. Criterion-Related validity is a selection procedure where skills are measured and compared (or selected) to an incumbent's success in the job based on the skills being measured.Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job.Answer option A is incorrect. Predictive validity is a selection procedure that predicts a person's ability to perform well in a given job.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
Explanation: Answer option B is correct.The Department of Labor and the FLSA does not consider travel time outside of normal working hours to be compensable. Because John works between the hours of 8AM and 5PM his flight is eligible for just one hour of compensation. This is true even though the flight happens to be on the weekend.Answer option A is incorrect. John will receive one hour of payment, not zero.Answer option C is incorrect. John will only receive one hour of payment as one hour is between his regular working hours and the other is not.Answer option D is incorrect. John won't receive time and a half for his travel.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined
2. Right Answer: A
Explanation: Answer option A is correct.A needs analysis will provide answers to these questions, as well as whether the HRIS will be integrated with payroll or other systems and what kinds of reports will be produced. See Chapters 2 and 3 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Human Resource Technology
3. Right Answer: D
Explanation: Answer option D is correct.Learning and growth focus on employee training and attitudes towards the individual and corporate growth.Chapter: Business Management and StrategyObjective: HR Metrics: Measuring Results
4. Right Answer: A
Explanation: Answer option A is correct.Rewards and recognitions systems underscore and promote performance for employees. However, for recognition to be effective it must be genuine when it is expressed.Answer option D is incorrect. Recognition for work does not need to be public, though public recognition is sometimes effective.Answer option C is incorrect. Not all recognitions must be monetary. While monetary recognition is nice, it may not always be feasible or appropriate.Answer option B is incorrect. Recognition for good work should swiftly follow the work, but this answer is not as important as the recognition being genuine.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
5. Right Answer: D
Explanation: Answer option D is correct.Content validity is used in an interview for an applicant to show their skills in a particular job-related function.Answer option C is incorrect. Criterion-Related validity is a selection procedure where skills are measured and compared (or selected) to an incumbent's success in the job based on the skills being measured.Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job.Answer option A is incorrect. Predictive validity is a selection procedure that predicts a person's ability to perform well in a given job.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
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shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
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