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HRCI SPHRi certification exam is considered the gold standard for HR professionals who want to demonstrate their expertise in international HR management. Senior Professional in Human Resources - International certification is recognized by employers around the world as a mark of excellence and a requirement for senior-level HR positions. The SPHRi certification exam covers a broad range of topics, including HR strategy, workforce planning and talent management, global mobility, employee relations, and employment law.
NEW QUESTION # 102
The Green Company is putting together a group incentive. To begin, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?
- A. Gainsharing
- B. Improshare
- C. Scanlon plan
- D. Prof it sharing
Answer: B
Explanation:
The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a pre-established baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A prof it-sharing plan gives employees a percentage of the organization's prof its.
NEW QUESTION # 103
As of July 24, 2009, the federal minimum wage was established at $7.25 per hour. Grace Clothing, a successful line of retail clothing stores located in Calif ornia, will be hiring 10 new workers at minimum wage with the option for commission. Calif ornia has a statewide minimum wage of S 15.00 per hour, so the company owners have contacted human resources manager Edwina regarding the disparity in minimum wage pay at the state and federal level.
Which statement below best describes the policy Edwina would cite to help Grace Clothing resolve the dif ference?
- A. When a federal minimum wage is lower than a state minimum wage, companies may use
- B. Grace Clothing is required to pay employees the lowest minimum wage of any state in the
- C. The size of Grace Clothing makes it exempt from minimum wage requirements, so the
- D. When a state minimum wage is higher than the federal minimum wage, the company is
Answer: D
Explanation:
Minimum wage law is as follows: the federal minimum wage is primary if the state minimum wage is lower than the federal minimum wage. If the state minimum wage is higher than the federal level, however, the company is required to pay the state minimum wage. In other words, companies are expected to pay whatever happens to be higher. There are, of course, a number of variables that can affect minimum wage and what a company is expected to pay, but in this question, one should assume that Grace Clothing in Calif ornia is required to pay whatever happens to be the higher minimum wage. This means that answer choices A and B are immediately incorrect. In the case of answer choice D, the question does not provide any information about the size of the company, so the answer choice becomes irrelevant to the discussion. (Again, it must be assumed based on the question that Grace Clothing is required to pay minimum wage; the real question is which minimum wage?). The minimum wage is the minimum a company is expected to pay employees. Any commissions represent an addition to payment, but because commissions cannot be guaranteed, they cannot compensate for lower minimum wage.
NEW QUESTION # 104
Michal is interested in applying for a promotion within the publishing company where she works. VVhat type of application would be most appropriate for the human resources prof essional to provide in this situation?
- A. Short-form application
- B. Job-specif ic application
- C. Long-form application
- D. Weighted application
Answer: A
Explanation:
A short-form application is appropriate for job transfers and job promotions within the same company, so this would be appropriate for Michal's situation. A job-specif ic application is useful for companies that hire a number of workers for the same type of (or similar) jobs. A long-form application is considered standard for allowing candidates to include their entire educational and work history. A weighted application is appropriate for companies that need to focus on certain candidate qualif ications over others.
NEW QUESTION # 105
Before a newly forming labor union may submit a demand for recognition to the employer, what step must occur?
- A. Meet with the employer to discuss alternatives.
- B. Petition the NLRB for voluntary recognition.
- C. Acquire signed authorization cards from employees.
- D. Establish a bargaining position for the union.
Answer: C
Explanation:
Before submitting to the employer a demand for recognition, the labor union must acquire signed authorization cards from employees. This essentially provides an of ficial statement from employees about their intent to unionize and lets the NLRB know that unionizing activity has support from employees. Petitioning the NLRB for voluntary recognition occurs next. Establishing a bargaining position and meeting with the employer to discuss alternatives are activities of the union itself, but they are not part of the actual unionization process.
NEW QUESTION # 106
Which of the following scenarios represents a legitimate exemption status for an employer?
- A. A large farm that employs teenagers during the summer months is exempt from child labor
- B. The firefighters in a twelve-person department of a medium-sized town are exempt from
- C. The police of ficers in the four-person police department of a small town are exempt from
- D. The high school football coach of a large high school is exempt from overtime requirements
Answer: C
Explanation:
Exemptions are specif ic, and in this case, only answer choice D reflects a legitimate exemption status. Due to the nature of the job and the fact that the police department only has four members, these of ficers would be exempt from overtime requirements. The high school coach would not necessarily be exempt from overtime requirements just because he has to take students to games. The large farm that employs teenagers during the summer would definitely not be exempt from child labor requirements. And the firefighters might be exempt from overtime requirements - under certain circumstances (which do not appear to be present in this situation) - but they are certainly not exempt from minimum wage requirements.
NEW QUESTION # 107
Which of the following types of collective bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities and thus proceed in negotiations with this acknowledgement?
- A. Integrative bargaining
- B. Distributive bargaining
- C. Positional bargaining
- D. Interest-based bargaining
Answer: D
Explanation:
Interest-based bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities and thus proceed in negotiations with this acknowledgement. Positional bargaining results when each side establishes a clear position and aims to achieve the goal, or goals, of that position. Integrative bargaining results when the dif ferent sides agree to compromise on certain issues by taking the big picture into account. Distributive bargaining is another name for positional bargaining.
NEW QUESTION # 108
Which of the following is defined as the knowledge employees have about how their work behavior affects their compensation?
- A. Line of sight
- B. Total rewards strategy
- C. Organizational culture
- D. Entitlement philosophy
Answer: A
Explanation:
Line of sight is defined as the knowledge employees have about how their work behavior affects their compensation. An entitlement philosophy provides greater compensation for employees with more seniority. A total rewards strategy reviews a business's resources for bringing in, and retaining, certain employees. Organizational culture is the larger category of which line of sight and entitlement philosophy are a part; organizational culture is simply the overall
"culture" of a business and its relationship betvvteen management and employees,
NEW QUESTION # 109
A company is experiencing low productivity and therefore plans to restructure its workflows. A team of organizational and employee development (OED) specialists develops a plan for the restructure and implements it. After the change initiative has been completed, the company notices employees resisting the changes. VVhat is likely to be the reason for their resistance?
- A. Employees were not included in the development.
- B. The changes were implemented too quickly.
- C. No feedback was provided after the implementation.
- D. The restructure was developed with insufficient data.
Answer: A
Explanation:
The employees affected by the change were not included in the development of the restructure, which can lead to resistance.
NEW QUESTION # 110
What is an advantage of a functional human resources (HR) structure?
- A. Alignment with organizational strategy
- B. Ensuring compliance and confidentiality
- C. Consistency across the entire organization
- D. Accessibility of the HR department for employees
Answer: C
Explanation:
An advantage of a functional HR structure is that HR practices are unif ormly applied throughout the entire organization. Accessibility of the HR department for employees is an advantage of a decentralized HR structure. No matter what the structure of the HR department is, it should be in alignment with the organization's strategy while maintaining compliance and confidentiality.
NEW QUESTION # 111
Which organization focuses on challenges brought about through globalization?
- A. UN Global Compact
- B. Organization for Economic Co-operation and Development
- C. World Trade Organization
- D. International Labor Organization
Answer: B
Explanation:
The Organization for Economic Co-operation and Development (OECD) sets goals, formulates policies, and supports its member states on issues brought about through globalization and global trade.
NEW QUESTION # 112
In terms of "foreseeable leave" for FMLA rights, how long in advance must an employee notif y his employer?
- A. 15 days
- B. 60 days
- C. 30 days
- D. 45 days
Answer: C
Explanation:
If the leave is considered foreseeable, the employee is expected to notif y his employer at least 30 days in advance. Foreseeable leave can be considered a medical procedure, birth, adoption or other similar lif e event planned in advance. An advance notice of 15 days is too short. while an advance notice of 45 or 60 days is not required (though certainly not inappropriate, if the employee expects the leave to be necessary that far in advance).
NEW QUESTION # 113
The Hierarchy of Needs Theory (1954) is attributed to which of the following researchers?
- A. Clayton Alderfer
- B. Abraham Maslow
- C. Fredrick Herzberg
- D. Victor Vroom
Answer: B
Explanation:
The Hierarchy of Needs Theory of 1954, which discusses the relationship between an employee and his job and which is also the starting point for many of the other theorists, is attributed to Abraham Maslow. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Victor Vroom is credited with the Expectancy Theory of 1964.
NEW QUESTION # 114
Which of the following is not considered a bottom-up method of communication delivery?
- A. Company-wide letters
- B. Staff meetings
- C. Webcasts
- D. Open-door policy
Answer: A
Explanation:
Bottom-up methods of communication include an open-door policy, webcasts, and staff meetings. In each case, the employees are considered an active part of the discussion and even decision making. Individual letters represent a top-down method of communication, because top- down communication focuses more on the management informing employees of decisions.
NEW QUESTION # 115
What task is performed by a leader compared to a manager?
- A. Motivate the team to exceed benefits enrollment goals.
- B. Schedule and plan the open enrollment benefits meetings.
- C. Design informational handouts to be distributed at the open enrollment benefits meetings.
- D. Organize speakers on health topics forthe open enrollment benefits meetings.
Answer: A
Explanation:
A leader has a strategic vision. They motivate and encourage a team to reach and exceed goals. A manager focuses on transactional activities. They schedule, organize, plan, and compile resources.
NEW QUESTION # 116
What are the typical hours of the swing shif t?
- A. 4 p.m. to 12 a.m.
- B. 10 p.m. to 6 a.m.
- C. 12 a.m. to 8 a.m.
- D. 5 p.m. to 1 a.m.
Answer: A
Explanation:
The typical hours of the swing shif t are 4 p.m. to 12 a.m. The day shif t typically runs from 8 a). m. to 4 p.m., and the graveyard shif t typically extends from 12 a.m. to 8 a.m. Some employees receive extra compensation for working the swing or graveyard shif t.
NEW QUESTION # 117
What is the youngest age at which most children may legally work, under certain conditions, as stipulated by FLSA?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
Explanation:
Children as young as 14 may work according to FLSA, but there are conditions that apply to hiring children this age. Children of 13 may not be legally hired by most businesses. Children of 15 and 16 are beyond the minimum age.
NEW QUESTION # 118
For how long after Department of Labor filing must ERISA records be maintained by a business?
- A. 4 years
- B. 3 years
- C. 6 years
- D. 5 years
Answer: C
Explanation:
ERISA records must be maintained for six years beyond the filing date with the Department of Labor. All other answer choices (three/four/five years) are too low: ERISA records must be maintained for the minimum of six years.
NEW QUESTION # 119
The Health Insurance Portability and Accountability Act (HIPAA) was added to ERISA to do which of the following?
- A. Forbid any discrimination based on pre-existing health problems or conditions.
- B. Ensure that all employers are responsible for covering minimum health conditions among
- C. Link ERISA to COBRA to protect any employees that are covered under COBRA guidelines.
- D. Establish new guidelines for employee health insurance programs within organizations.
Answer: A
Explanation:
The Health Insurance Portability and Accountability Act was added to ERISA for the express purpose of forbidding any type of health benefit discrimination toward employees based on pre- existing health problems or health conditions. Answer choice A is incorrect for several reasons. On the one hand, it is simply too vague to explain the purpose of HIPAA What is more, HIPAA does not simply establish new guidelines for employee health insurance programs, so it is incorrect. Answer choices B and C are incorrect because both refer to COBRA (answer choice B references COBRA inferentially), and HIPAA is not immediately connected to COBRA or to providing minimum health benefits for employees.
NEW QUESTION # 120
A data management company is looking to hire several new candidates who will be responsible for researching current data and cleaning up outdated files within the database.
The database clean-up will cover four separate departments within the company, so the new employees will be required to work with the heads of each of the department. Lydia, who is the human resources professional for the company, has been asked about which type of interview would be most effective for this position. Considering the job situation, what type of interview should Lydia recommend?
- A. Behavioral
- B. Stress
- C. Panel
- D. Patterned
Answer: C
Explanation:
Because the new employees will be working with the heads of several departments, the panel interview style is most effective when the job incumbent will be working with a variety of teams and/or managers. It enables each of the department heads to be there during the interview process.
A behavioral interview might be useful in some cases, but there is nothing specif ic about this case that would require candidates to indicate how their prior behavior would affect the current position. A patterned interview might be useful, but it will not necessarily be the most useful type of interview for this situation. A stress interview is unnecessary for this type of position (database management),
NEW QUESTION # 121
If the leave is foreseeable but the employee fails to provide his employer with appropriate advance notice, for how long after the start of the leave may the employer delay the employee's FMLA coverage?
- A. 15 days
- B. 60 days
- C. 30 days
- D. 45 days
Answer: C
Explanation:
If the leave is foreseeable but the employee fails to provide his employer with appropriate advance notice, the employer may delay FMLA coverage for 30 days from the date of notif ication.
The employer may, of course, delay coverage for less than 30 days-so 15 days is an option-but the employer has a full 30 days. The employer may not, however, delay coverage beyond this, so 45 days or 60 days is far too long.
NEW QUESTION # 122
A human resources prof essional is putting together a training session, during which employees will be expected to complete a number of small group activities. What type of seating would be most effective for this training session?
- A. Chevron
- B. Banquet
- C. Classroom
- D. Theater
Answer: B
Explanation:
Banquet-style seating, in which groups of employees will be arranged at tables, is best for a training session with small group activities. Classroom-style seating is best if the employees will simply be facing the front of a room and listening to a speaker. Chevron-style seating is best for a combination of activities that include video presentations and group interaction. Theater-style seating accommodates the largest number of people and also works well for various presentations.
NEW QUESTION # 123
In a collective bargaining agreement, which clause requires all new employees to join the union within a defined interval?
- A. Maintenance of membership clause
- B. Contract administration clause
- C. Closed shop clause
- D. Union shop clause
Answer: D
Explanation:
In a collective bargaining agreement, a union shop clause requires all new employees to join the union within a defined interval. In all industries except construction, this interval must be at least thirty days. In construction, it must be at least a week. A maintenance of membership clause requires employees who choose to join the union to remain enrolled until the union contract expires. However, this clause does not force employees to join the union in the first place. A closed shop clause requires any new employees to join the union. A contract administration clause contains all the administrative details.
NEW QUESTION # 124
How are vacation pay policies established for organizations?
- A. Vacation pay policies are made by each company under ERISA guidelines.
- B. Vacation pay policies are created under regulations at the federal level.
- C. Vacation pay policies are created under the guidelines of the FMLA
- D. Vacation pay policies are made by each company under state guidelines.
Answer: D
Explanation:
Each company is responsible for establishing the vacation pay policies that will apply to their employees. However, many states regulate the language that may be used in vacation pay policies.
For example, Calif ornia, Colorado, and Montana prohibit "use it or lose it" policies. The FMLA does not specif y vacation pay policies, so answer choice A is incorrect. ERISA is the Employee Retirement Income Security Act of 19 74, so it does not relate to vacation pay policies; therefore, answer choice C is incorrect
NEW QUESTION # 125
The Foreign Corrupt Practices Act (FCPA) was designed to do which of the following?
- A. Set igh standards for American businesses that have locations abroad.
- B. Curtail extensive imports to bolster domestic manufacturing.
- C. Prevent American businesses from bribing foreign governments.
- D. Phrevent illegal trafficking of merchandise.
Answer: C
Explanation:
The Foreign Corrupt Practices Act (FCPA) was created specif ically to prevent American businesses from bribing foreign governments. This act has nothing to do with the illegal trafficking of merchandise (answer choice A) or changing the level of imports (answer choice B). And while the larger role of the act is to maintain fair standards, answer choice C is incorrect because it is not clear about the nature of these fair standards.
NEW QUESTION # 126
Which piece of legislation made it illegal to discriminate on the basis of health?
- A. Health Insurance Portability and Accountability Act of 1996
- B. Retirement Equity Act of 1984
- C. Pregnancy Discrimination Act of 1978
- D. Civil Rights Act of 1991
Answer: A
Explanation:
The Health Insurance Portability and Accountability Act of 1996 made it illegal to discriminate on the basis of health. This act is an amendment to the Employee Retirement Income Security Act of 1972. It also made it harder for insurers to deny coverage based on pre-existing conditions.
NEW QUESTION # 127
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