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SPHR Questions - Part 57
1. There are four factors that contribute to an engaged workforce. Which of the following is NOT one of the four factors that will contribute to an engaged workforce?
A) Look for key performance metrics when hiring new talent.
B) Identify the best fit for the employee.
C) Concentrate on individual employee strengths.
D) Clearly establish desired results.
2. You are an HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
A) Construct-related validity
B) Predictive validity
C) Content validity
D) Criterion-related validity
3. The concept of a learning organization is fundamental to organizational development. One of the key leaders in this thought is Peter Senge and his five principles as defined in the The Fifth Discipline. One of his disciplines defined is personal mastery. Which of the following statements best defines personal mastery?
A) A forward-looking perspective that inspires and secures a commitment to working toward a common vision
B) Deeply-rooted, firmly-held beliefs and assumptions that impact how we perceive the world around us
C) Subject matter expertise that an individual possesses and demonstrates
D) The ability to identify patterns and to recognize how those patterns can be impacted or changed
4. An organization requires that all new managers must complete the first six months of their assignment traveling to different geographical locales. Female employees feel that this requirement restricts them from management positions because they have family obligations that would prevent them from traveling. The requirement to travel for six months is likely an example of what type of discrimination in this instance?
A) Disparate impact
B) Political requirement
C) Sexual harassment
D) Disparate treatment
5. Your organization has decided to close one of the manufacturing plants, where it employs 250 employees. The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing?
A) Offer the employees a transfer to other plants that will remain open.
B) Offer a written notice of the plant closing at least 60 days prior to the closing date.
C) Offer the employees a final performance assessment.
D) Offer the employees an opportunity to resign from their position with two week severance pay.
A) Look for key performance metrics when hiring new talent.
B) Identify the best fit for the employee.
C) Concentrate on individual employee strengths.
D) Clearly establish desired results.
2. You are an HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
A) Construct-related validity
B) Predictive validity
C) Content validity
D) Criterion-related validity
3. The concept of a learning organization is fundamental to organizational development. One of the key leaders in this thought is Peter Senge and his five principles as defined in the The Fifth Discipline. One of his disciplines defined is personal mastery. Which of the following statements best defines personal mastery?
A) A forward-looking perspective that inspires and secures a commitment to working toward a common vision
B) Deeply-rooted, firmly-held beliefs and assumptions that impact how we perceive the world around us
C) Subject matter expertise that an individual possesses and demonstrates
D) The ability to identify patterns and to recognize how those patterns can be impacted or changed
4. An organization requires that all new managers must complete the first six months of their assignment traveling to different geographical locales. Female employees feel that this requirement restricts them from management positions because they have family obligations that would prevent them from traveling. The requirement to travel for six months is likely an example of what type of discrimination in this instance?
A) Disparate impact
B) Political requirement
C) Sexual harassment
D) Disparate treatment
5. Your organization has decided to close one of the manufacturing plants, where it employs 250 employees. The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing?
A) Offer the employees a transfer to other plants that will remain open.
B) Offer a written notice of the plant closing at least 60 days prior to the closing date.
C) Offer the employees a final performance assessment.
D) Offer the employees an opportunity to resign from their position with two week severance pay.
1. Right Answer: A
Explanation: Answer option A is correct.The four factors that will contribute to an engaged workforce does not include looking for key performance metrics when hiring new talent. The correct fourth aspect of an engaged workforce is to look for talent as well as knowledge, skills, and abilities, when selecting employees.Answer options B, C, and D are incorrect. Each of these is one of the four factors that contribute to an engaged workforce.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
2. Right Answer: A
Explanation: Answer option A is correct.Construct-related validity determines whether a test measures the connection between candidate characteristics and successful performance on the job.According to the DOL, construct validity is a method of testing that measures an applicant's abstract future behaviors. In order for a test to be legally defensible, it must show that it measured the proper characteristic, and that it accurately predicted future success on the job.Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing inEnglish and then in Spanish if these were the requirements of the job.Answer option D is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.Answer option B is incorrect. Predictive validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
3. Right Answer: C
Explanation: Answer option C is correct.Personal mastery is defined as subject matter expertise that an individual possesses and demonstrates. It also includes a commitment to maintain that expertise through lifelong learning.Answer option D is incorrect. This statement defines systems thinking.Answer option B is incorrect. This statement defines mental models.Answer option A is incorrect. This statement defines a shared vision.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Organization Development
4. Right Answer: A
Explanation: Answer option A is correct.The requirement to travel could be an example of disparate impact, as the requirements could screen out or prevent females with family obligations from traveling.Answer option D is incorrect. Disparate treatment occurs when a member of a protected class is intentionally treated differently than other employees.Answer option C is incorrect. This isn't an example of sexual harassment, as there is not a sexual advance being discussed in the question.Answer option B is incorrect. This is a distracter for the question, and it is not a valid answer or term for the SHRP.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: Federal Employment Legislation
5. Right Answer: B
Explanation: Answer option B is correct.The only requirement the organization must fulfill is to offer, in writing, a notice of the plant closing at least 60 days prior to the closing event.Answer option A is incorrect. The organization is not required to offer job transfers.Answer option D is incorrect. The organization is not required to offer severance packages, though many organizations may.Answer option C is incorrect. The organization is not required to offer a final performance assessment for the employees.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes
Explanation: Answer option A is correct.The four factors that will contribute to an engaged workforce does not include looking for key performance metrics when hiring new talent. The correct fourth aspect of an engaged workforce is to look for talent as well as knowledge, skills, and abilities, when selecting employees.Answer options B, C, and D are incorrect. Each of these is one of the four factors that contribute to an engaged workforce.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
2. Right Answer: A
Explanation: Answer option A is correct.Construct-related validity determines whether a test measures the connection between candidate characteristics and successful performance on the job.According to the DOL, construct validity is a method of testing that measures an applicant's abstract future behaviors. In order for a test to be legally defensible, it must show that it measured the proper characteristic, and that it accurately predicted future success on the job.Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing inEnglish and then in Spanish if these were the requirements of the job.Answer option D is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.Answer option B is incorrect. Predictive validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs
3. Right Answer: C
Explanation: Answer option C is correct.Personal mastery is defined as subject matter expertise that an individual possesses and demonstrates. It also includes a commitment to maintain that expertise through lifelong learning.Answer option D is incorrect. This statement defines systems thinking.Answer option B is incorrect. This statement defines mental models.Answer option A is incorrect. This statement defines a shared vision.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Organization Development
4. Right Answer: A
Explanation: Answer option A is correct.The requirement to travel could be an example of disparate impact, as the requirements could screen out or prevent females with family obligations from traveling.Answer option D is incorrect. Disparate treatment occurs when a member of a protected class is intentionally treated differently than other employees.Answer option C is incorrect. This isn't an example of sexual harassment, as there is not a sexual advance being discussed in the question.Answer option B is incorrect. This is a distracter for the question, and it is not a valid answer or term for the SHRP.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: Federal Employment Legislation
5. Right Answer: B
Explanation: Answer option B is correct.The only requirement the organization must fulfill is to offer, in writing, a notice of the plant closing at least 60 days prior to the closing event.Answer option A is incorrect. The organization is not required to offer job transfers.Answer option D is incorrect. The organization is not required to offer severance packages, though many organizations may.Answer option C is incorrect. The organization is not required to offer a final performance assessment for the employees.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Organization Exit/Off-Boarding Processes
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