HRCI SPHR Exam Practice Questions (P. 2)
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Question #11
The human resource professional fulfills three core roles in any organization. These three roles help propel the company's success. Which of the following statements best describes the roles of an HR professional?
- AHuman resource professionals fulfill strategic, operational, and administrative roles.
- BHuman resource professionals fulfill legal, operational, and administrative roles.
- CHuman resource professionals fulfill strategic, operational, and logistical roles.
- DHuman resource professionals fulfill functional, operational, and logistical roles.
Correct Answer:
A
Answer option A is correct.
Human resource professionals help an organization achieve its goals through strategic, operational, and administrative roles. The strategic role builds on employee strengths. The operations role manages the employee relations and recruiting functions. The administrative role describes compliance with regulations, employee records, and confidentiality of employee information.
Answer option B is incorrect. Legal isn't a role of the HR professional; compliance with regulations is part of the administrative role.
Answer option C is incorrect. Logistical is not one of the three roles of an HR professional.
Answer option D is incorrect. Functional and logistical are not roles of an HR professional.
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 Strategy
Objective: Organizations
A
Answer option A is correct.
Human resource professionals help an organization achieve its goals through strategic, operational, and administrative roles. The strategic role builds on employee strengths. The operations role manages the employee relations and recruiting functions. The administrative role describes compliance with regulations, employee records, and confidentiality of employee information.
Answer option B is incorrect. Legal isn't a role of the HR professional; compliance with regulations is part of the administrative role.
Answer option C is incorrect. Logistical is not one of the three roles of an HR professional.
Answer option D is incorrect. Functional and logistical are not roles of an HR professional.
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 Strategy
Objective: Organizations
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Question #12
Each collective bargaining agreement outlines the process to file a grievance. Most agreements define a four-step approach to the grievance procedure. During which one of the following steps of the grievance procedure, might the president of the local union meet with the manager of the plant at which the employee with the grievance works?
- AInitiate the complaint
- BEscalate the complaint internally
- CReach the highest level of internal escalation
- DParticipate in binding arbitration
Correct Answer:
B
Answer option B is correct.
The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint internally, Reach the highest level of internal escalation, and then
Participate in binding arbitration. The second phase of the grievance procedure likely has the local union's president meet with the plant manager to try to find a resolution.
Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor of the person who experienced the grievance is notified of the complaint and offered a time period to find a resolution.
Answer option C is incorrect. This phase of the grievance procedure may actually bring the president of the national union to meet with president of the company, where the union member works.
Answer option D is incorrect. If no resolution has been met, this final procedure causes the grievance to move onto the court systems.
Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Strategy
B
Answer option B is correct.
The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint internally, Reach the highest level of internal escalation, and then
Participate in binding arbitration. The second phase of the grievance procedure likely has the local union's president meet with the plant manager to try to find a resolution.
Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor of the person who experienced the grievance is notified of the complaint and offered a time period to find a resolution.
Answer option C is incorrect. This phase of the grievance procedure may actually bring the president of the national union to meet with president of the company, where the union member works.
Answer option D is incorrect. If no resolution has been met, this final procedure causes the grievance to move onto the court systems.
Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Strategy
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Question #13
A business professional must plan on the direction and mission of the organization. Questions that direct the business ask where is the business now, where does the business want to go, how will the business get there, and how will we know when it has arrived. What term is assigned to this business introspection?
- APlanning
- BMission building
- CStrategic planning
- DVision
Correct Answer:
C
Answer option C is correct.
These questions are all indicative of strategic planning.
Answer option A is incorrect. While this is a form of planning, this isn't the best answer for the question.
Answer option B is incorrect. Mission building happens as the business is in its startup phase of the organizational life cycle.
Answer option D is incorrect. Vision is linked to the mission of the company. It's the image and model the founder and executives see for the organization.
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 Strategy
Objective: Strategy
C
Answer option C is correct.
These questions are all indicative of strategic planning.
Answer option A is incorrect. While this is a form of planning, this isn't the best answer for the question.
Answer option B is incorrect. Mission building happens as the business is in its startup phase of the organizational life cycle.
Answer option D is incorrect. Vision is linked to the mission of the company. It's the image and model the founder and executives see for the organization.
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 Strategy
Objective: Strategy
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Question #14
What plan captures and projects how human resources will contribute to achieving the organization's strategic plan?
- AHuman capital management plan
- BHR Staffing Plan
- CResource Development Plan
- DChange management plan
Correct Answer:
A
Answer option A is correct.
The human capital management plan is a plan created by HR to define how the HR department and staff will help the organization achieve its strategic goals.
Answer option B is incorrect. The HR Staffing Plan is not a valid plan for this question.
Answer option C is incorrect. The Resource Development Plan is an HR plan that describes the competency and skills improvement for the human capital in the organization.
Answer option D is incorrect. A change management plan describes the change and how the company may best overcome the challenges and risks the change presents.
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 Strategy
Objective: Strategy
A
Answer option A is correct.
The human capital management plan is a plan created by HR to define how the HR department and staff will help the organization achieve its strategic goals.
Answer option B is incorrect. The HR Staffing Plan is not a valid plan for this question.
Answer option C is incorrect. The Resource Development Plan is an HR plan that describes the competency and skills improvement for the human capital in the organization.
Answer option D is incorrect. A change management plan describes the change and how the company may best overcome the challenges and risks the change presents.
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 Strategy
Objective: Strategy
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Question #15
An HR audit is designed to help management do what?
- AImprove employee morale.
- BAnalyze HR policies, programs, and procedures against applicable legal requirements.
- CImprove HR effectiveness.
- DAll of the above.
Correct Answer:
D
Answer option D is correct.
An HR audit is an organized process designed to identify key aspects of HR in the organization such as employee morale, HR policies, programs and procedures, and HR effectiveness. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: Strategic Management
D
Answer option D is correct.
An HR audit is an organized process designed to identify key aspects of HR in the organization such as employee morale, HR policies, programs and procedures, and HR effectiveness. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: Strategic Management
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Question #16
What term is best described as examining the entire organization to simplify or eliminate unnecessary processes with the goal of increasing customer satisfaction through improvements in efficiency?
- AReengineering
- BCorporate restructuring
- CWorkforce reduction
- DMergers and acquisitions
Correct Answer:
A
Answer option A is correct.
Reengineering examines the efficiencies of the organization and how it affects profits, production, capacity, and customer satisfaction and then acts to improve the organization and customer satisfaction by removing unneeded processes.
Answer option B is incorrect. Corporate restructuring looks to eliminate individual units to reduce or eliminate redundancy or bureaucratic processes.
Answer option C is incorrect. Workforce reduction is also the reduction of resources, it is also known as downsizing, rightsizing, or reductions in force.
Answer option D is incorrect. Mergers and acquisitions describe two or more units merging together into one.
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 Strategy
Objective: Strategic Management
A
Answer option A is correct.
Reengineering examines the efficiencies of the organization and how it affects profits, production, capacity, and customer satisfaction and then acts to improve the organization and customer satisfaction by removing unneeded processes.
Answer option B is incorrect. Corporate restructuring looks to eliminate individual units to reduce or eliminate redundancy or bureaucratic processes.
Answer option C is incorrect. Workforce reduction is also the reduction of resources, it is also known as downsizing, rightsizing, or reductions in force.
Answer option D is incorrect. Mergers and acquisitions describe two or more units merging together into one.
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 Strategy
Objective: Strategic Management
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Question #17
You need to participate in enterprise risk management and complete an HR-audit. Which of the following is the best definition of an HR-audit in regard to risk management?
- AIdentify the total number of employees in the organization
- BIdentify the competency of employees in each areas of the organization
- CIdentify the total number of employees by years of employment in the organization and verify their experience, education, and skills
- DIdentify the HR areas that may be out of compliance with legal requirements
Correct Answer:
D
Answer option D is correct.
An HR audit examines the areas of human resources management that may be out of compliance with legal requirements or that are in need of updating.
Answer options A, B, and C are incorrect. These are not examples of an HR audit.
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 Strategy
Objective: Strategic Management
D
Answer option D is correct.
An HR audit examines the areas of human resources management that may be out of compliance with legal requirements or that are in need of updating.
Answer options A, B, and C are incorrect. These are not examples of an HR audit.
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 Strategy
Objective: Strategic Management
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Question #18
As an HR Professional, you must be familiar with many laws and the process of how laws come into existence. One type of law is an administrative law. Which of the following is NOT an example of an administrative law?
- AAgency rules and regulations
- BExecutive orders
- CAgency orders
- DCorporate governance
Correct Answer:
D
Answer option D is correct.
Corporate governance refers to the influences that may impact the way corporations are managed, not the way a bill may become a law.
Answer option A is incorrect. Agency rules and regulations are laws developed by federal agencies, such as OSHA.
Answer option B is incorrect. Executive orders are orders signed by the president - they become laws after existing in the Federal Register for 30 days.
Answer option C is incorrect. Agency orders are also laws originating from federal agencies such as the National Labor Relations Board.
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 Strategy
Objective: Corporate Governance
D
Answer option D is correct.
Corporate governance refers to the influences that may impact the way corporations are managed, not the way a bill may become a law.
Answer option A is incorrect. Agency rules and regulations are laws developed by federal agencies, such as OSHA.
Answer option B is incorrect. Executive orders are orders signed by the president - they become laws after existing in the Federal Register for 30 days.
Answer option C is incorrect. Agency orders are also laws originating from federal agencies such as the National Labor Relations Board.
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 Strategy
Objective: Corporate Governance
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Question #19
John is the Senior HR Professional for his organization and he's reviewing his company's code of conduct. Which of the following statements best describes a code of conduct?
- AA code of conduct is a statement of behaviors that the organization expects from its employees.
- BA code of conduct is a statement of ideal standards that the organization is committed to uphold in its business practices.
- CA code of conduct is a statement of ideal standards that the shareholders are expected to uphold in its business practices.
- DA code of conduct is a statement of behaviors that the employees expect from its management.
Correct Answer:
A
Answer option A is correct.
The code of conduct is an employer's expectation of employee behavior.
Answer option B is incorrect. This statement describes the company's code of ethics.
Answer option C is incorrect. This isn't a valid statement for the code of conduct.
Answer option D is incorrect. All employees are expected to abide by the code of conduct, not just management or just employees.
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 Strategy
Objective: Corporate Governance
A
Answer option A is correct.
The code of conduct is an employer's expectation of employee behavior.
Answer option B is incorrect. This statement describes the company's code of ethics.
Answer option C is incorrect. This isn't a valid statement for the code of conduct.
Answer option D is incorrect. All employees are expected to abide by the code of conduct, not just management or just employees.
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 Strategy
Objective: Corporate Governance
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Question #20
As a Senior HR Professional, you may have to work with the board of directors on some organizational issues and goals. How does the board of directors come into existence?
- AThe founder of the organization chooses the members of the board.
- BThe members of the board are hired just like all employees.
- CThe shareholders of the company elect the board of directors.
- DRegulations, laws, and policies determine who is eligible to serve on the board of directors.
Correct Answer:
C
Answer option C is correct.
Shareholders elect the board of directors.
Answer option A is incorrect. The founder of the company doesn't choose the board - the shareholders of the company do.
Answer option B is incorrect. Members of the board may be employees, but it's the shareholders that elect the board, not HR.
Answer option D is incorrect. The shareholders of the company determine who will serve on the board, not regulations or laws.
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 Strategy
Objective: Corporate Governance
C
Answer option C is correct.
Shareholders elect the board of directors.
Answer option A is incorrect. The founder of the company doesn't choose the board - the shareholders of the company do.
Answer option B is incorrect. Members of the board may be employees, but it's the shareholders that elect the board, not HR.
Answer option D is incorrect. The shareholders of the company determine who will serve on the board, not regulations or laws.
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 Strategy
Objective: Corporate Governance
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