Nest 0 Cart
Nest Account
Popular Exams
All Categories...
Nest
Nest 0
Contact
Log In / Sign Up
Copyright 2024 © store. All rights reserved.
Home HRCI SPHR

HRCI SPHR Exam Practice Questions (P. 5)

  • Full Access (670 questions)
  • Six months of Premium Access
  • Access to one million comments
  • Seamless ChatGPT Integration
  • Ability to download PDF files
  • Anki Flashcard files for revision
  • No Captcha & No AdSense
  • Advanced Exam Configuration
Get Contributor Access
Question #41
As a Senior HR Professional for your organization, you're coaching one of your employees on civil rights and employment. What does Title VII of the Civil Rights
Act of 1964 accomplish?
  1. A
    Prohibits discrimination of management by race, color, religion, sex, or national origin
  2. B
    Prohibits employment discrimination on the basis of race
  3. C
    Prohibits employment discrimination on the basis of race, color, religion, sex, or national origin
  4. D
    Prohibits educational discrimination on the basis of national origin

Correct Answer:
C
Answer option C is correct.
Title VII is a landmark law that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.
Answer option A is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option D is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Federal Employment Legislation

Question #42
It's important for an instructor to have clarity of presentation. Which of the following statements is an example of clarity of presentation?
  1. A
    Use real-world examples for the learning process.
  2. B
    Provide refreshments for the classroom participants.
  3. C
    Host the learning session in the morning.
  4. D
    Adjust the lights for optimal learning.

Correct Answer:
A
Answer option A is correct.
The best choice is that the instructor would use real-world examples.
Answer option B is incorrect. While refreshments may be appreciated, this isn't an example of clarity of presentation.
Answer option C is incorrect. Hosting the learning session in the morning, or other times, is not directly related to the instructor's clarity of presentation.
Answer option D is incorrect. Lighting is important for the classroom environment, but isn't the best example of the instructor's clarity of presentation.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development

Question #43
Part of organizational development is a commitment to quality. One of the quality pioneers you should be familiar with is Philip B. Crosby. Which one of Crosby's absolutes of quality management is revealed below?
  1. A
    Quality is planned into a project, not inspected in.
  2. B
    Quality must be defined before it can be achieved.
  3. C
    Quality is achieved by prevention, not appraisal.
  4. D
    Quality costs less than rework.

Correct Answer:
C
Answer option C is correct.
The only absolute of quality management displayed is that quality is achieved by prevention, not appraisal. The other comments may stem from Crosby followers, but this is the only absolute mentioned.
Answer option A is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Answer option B is incorrect. This is a true statement, but it is not one of Crosby's absolutes.
Answer option D is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development

Question #44
likely
engaged in which of the following development activities?
  1. A
    Mentoring
  2. B
    Peer-to-peer coaching
  3. C
    Leadership coaching
  4. D
    Virtual coaching

Correct Answer:
D
Answer option D is correct.
Virtual coaching is one method of leadership development. Used as part of overall coaching activities, it employs multiple sources of electronic media to reinforce management development. See Chapter 5 for more information. Mentoring (A), Peer to peer (B) and Leadership coaching (C) all primarily take place in a face-to- face setting.
Chapter: Human Resource Development
Objective: Talent Management

Question #45
Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?
  1. A
    Reaction
  2. B
    Learning
  3. C
    Behavior
  4. D
    Result

Correct Answer:
D
Answer option D is correct.
The result measures whether the training had a positive impact on the bottom line.
Answer option A is incorrect. Reaction measures immediate feedback of the training.
Answer option B is incorrect. Learning measures what was learned through testing.
Answer option C is incorrect. Behavior measures job performance of six months or more after training.
Chapter: Human Resource Development
Objective: Talent Management

Question #46
Your organization uses ADDIE for developing new seminars and training. During the design of the course, you need to follow four distinct steps to create a good training design. Which of the following is NOT one of the four steps of design?
  1. A
    Identify the outcome objectives.
  2. B
    Identify the distribution methods.
  3. C
    Identify learning methodologies.
  4. D
    Gain agreement and sign-off.

Correct Answer:
B
Answer option B is correct.
A good training design includes four steps: Identify the outcome objectives, Identify learning methodologies, Establish a time frame, and Gain agreement and sign- off. Identifying the distribution methods is not part of the process.
Answer option A is incorrect. You do need to identify the outcome objectives.
Answer option C is incorrect. You do need to identify the learning methodologies.
Answer option D is incorrect. You do need to gain agreement and sign-off.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management

Question #47
Rex is the Senior HR Professional for his organization and he's working with Jan, an HR Professional, in an exercise for a project team. The exercise gives the project team members assignments to do collectively and individually to construct a game. What type of organizational development activity is this?
  1. A
    Team building
  2. B
    Total Quality Management
  3. C
    Implementation theory
  4. D
    Human process intervention

Correct Answer:
A
Answer option A is correct.
This is simply a team building exercise to facilitate team building, trust, cohesion among the team, and for the team to work together.
Answer option B is incorrect. Total Quality Management is a management-program that aims to meet and exceed customer expectations in quality deliverables.
Answer option C is incorrect. Implementation theory describes the processes used to bring about change in an organization.
Answer option D is incorrect. Human process intervention describes a portion of the implementation theory to seek change impact relationships among relationship.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management

Question #48
Which performance appraisal approach starts by identifying the most critical responsibilities and correlates it to a particular type of behavior - where each identified responsibility and behavior are assessed for performance?
  1. A
    BARS
  2. B
    Results-based
  3. C
    Comparative method
  4. D
    Narrative method

Correct Answer:
A
Answer option A is correct.
The BARS approach uses the behavioral anchored rating system to identify most important to least important responsibilities and ranks each accordingly on performance.
Answer option B is incorrect. Results-based appraisals generally use the management by objectives review of the goals accomplished.
Answer option C is incorrect. The comparative method can use a paired comparison method to rate each employee in a group against every other employee in the group.
Answer option D is incorrect. A narrative method uses an essay or conversation as the review.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Performance Appraisal

Question #49
A manager always requires a female member of the project team to take the meeting minutes. This is an example of what type of discrimination?
  1. A
    Disparate impact
  2. B
    Disparate treatment
  3. C
    Sexual harassment
  4. D
    Adverse impact

Correct Answer:
B
Answer option B is correct.
This is an example of disparate treatment, as the manager always asks a female member of the project team to take the meeting minutes. The manager should rotate the assignment among men and women rather than consistently asking females to record the meeting minutes.
Answer option A is incorrect. This isn't an example of disparate impact, as there's no evident of a neutral policy that females must keep the meeting minutes.
Answer option C is incorrect. This isn't sexual harassment, as the manager is not making sexual advances in the scenario.
Answer option D is incorrect. Adverse impact is synonymous with disparate treatment.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Unique Employee Needs

Question #50
DRAG DROP -
Drag and drop the compensations beside their corresponding descriptions.
Select and Place:


Correct Answer:

 At the broadest level, compensation and benefits, also referred to as total rewards, can be described as an exchange of payment from an employer for the services provided by its employees. The components of total rewards package are as follows:
Monetary compensation: Monetary compensation includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation, 401(k) matching, medical care premiums, pension plans, and paid time off. Other kinds of rewards include benefits that support the organization's culture such as stock options, Employee Stock Ownership Programs (ESOPs), and incentive plans.
Nonmonetary compensation: Nonmonetary compensation includes nontraditional work life balance benefits such as telecommuting, on site childcare, and flex time.
Direct compensation: Direct compensation includes payments made to employees that are associated with wages and salaries. This includes base pay, variable compensation, and pay for performance.
Indirect compensation: Indirect compensation consists of any employee payments not associated with wages and salaries. This includes fringe benefits such as vacation, sick, and holiday pay; insurance premiums paid on behalf of employees; leaves of absence; 401(k) or other pension plans; and government mandated benefits such as Social Security or Family and Medical Leave Act (FMLA) and other benefits.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

Previous Questions Next Questions

All Pages