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SPHR Questions - Part 69
1. Which of the following methods of quantitative analysis would be most effective for an organization with data that is out of date?
A) Trend analysis
B) Weighted average
C) Simple linear regression
D) Mode
2. Offering training in cross-cultural conflict management is one example of what?
A) Generational diversity effort
B) Cultural competence
C) Qualitative analysis
D) An industry best practice
3. Which of the following Acts was the first federal legislation to regulate minimum wages?
A) Service Contract Act
B) Fair Labor Standards Act
C) Davis Bacon Act
D) Walsh Healy Public Contracts Act
4. a benefit of hiring a multigenerational workforce?
A) Recruiting for a multigenerational workforce increase the applicant pool from which to choose employees.
B) A multigenerational workforce is a reflection of the population, considering the large number of baby boomers who are reaching retirement age.
C) A multigenerational workforce increases an organization's productivity.
D) A multigenerational workforce increases the availability of different perspectives for use in management decision-making.
5. A _________ measures one variable against another.
A) Simulation model
B) Simple linear regression
C) Ratio
D) Multiple linear regression
A) Trend analysis
B) Weighted average
C) Simple linear regression
D) Mode
2. Offering training in cross-cultural conflict management is one example of what?
A) Generational diversity effort
B) Cultural competence
C) Qualitative analysis
D) An industry best practice
3. Which of the following Acts was the first federal legislation to regulate minimum wages?
A) Service Contract Act
B) Fair Labor Standards Act
C) Davis Bacon Act
D) Walsh Healy Public Contracts Act
4. a benefit of hiring a multigenerational workforce?
A) Recruiting for a multigenerational workforce increase the applicant pool from which to choose employees.
B) A multigenerational workforce is a reflection of the population, considering the large number of baby boomers who are reaching retirement age.
C) A multigenerational workforce increases an organization's productivity.
D) A multigenerational workforce increases the availability of different perspectives for use in management decision-making.
5. A _________ measures one variable against another.
A) Simulation model
B) Simple linear regression
C) Ratio
D) Multiple linear regression
1. Right Answer: B
Explanation: Answer option B is correct.Measures of central tendency such as mean average, moving average, and weighted average are useful when an organization must include outdated information in its analysis. Typically, more weight is assigned to the more current data; or, as new data is added, older criteria are dropped. This allows for a more accurate reflection of the current condition. A trend analysis (A) compares the movement of a single variable over time, for example, the hiring rate from a single recruiting source. Simple linear regression (C) measures the relationship between two variables, such as how many units employees can produce. All techniques can be used for planning and forecasting purposes.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.Cultural competence considers the diversity efforts necessary to achieve corporate aims such as reflecting the population and increasing the applicant candidate pool. It measures the ability of a company to function effectively in the context of these diverse beliefs. Conflict management training is one example of an HR behavior that addresses an organization's cultural competency.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
3. Right Answer: C
Explanation: Answer option C is correct.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Employee Records Management
4. Right Answer: C
Explanation: Answer option C is correct.A multigenerational workforce is one example of the diversity represented in the workplace today. Bringing in new points of view for strategic decision making and needs identification (D), the ability to access the knowledge of a broad range of workers (A), and reflecting the ever-changing face of the customers (B) are three of the benefits of having an older workforce. A multi-generational workforce does not directly impact organizational productivity.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis
Explanation: Answer option B is correct.Measures of central tendency such as mean average, moving average, and weighted average are useful when an organization must include outdated information in its analysis. Typically, more weight is assigned to the more current data; or, as new data is added, older criteria are dropped. This allows for a more accurate reflection of the current condition. A trend analysis (A) compares the movement of a single variable over time, for example, the hiring rate from a single recruiting source. Simple linear regression (C) measures the relationship between two variables, such as how many units employees can produce. All techniques can be used for planning and forecasting purposes.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
2. Right Answer: B
Explanation: Answer option B is correct.Cultural competence considers the diversity efforts necessary to achieve corporate aims such as reflecting the population and increasing the applicant candidate pool. It measures the ability of a company to function effectively in the context of these diverse beliefs. Conflict management training is one example of an HR behavior that addresses an organization's cultural competency.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
3. Right Answer: C
Explanation: Answer option C is correct.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Employee Records Management
4. Right Answer: C
Explanation: Answer option C is correct.A multigenerational workforce is one example of the diversity represented in the workplace today. Bringing in new points of view for strategic decision making and needs identification (D), the ability to access the knowledge of a broad range of workers (A), and reflecting the ever-changing face of the customers (B) are three of the benefits of having an older workforce. A multi-generational workforce does not directly impact organizational productivity.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
5. Right Answer: B
Explanation: Answer option B is correct.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis
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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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