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Real HRCI SPHR Exam Answers - SPHR Latest Exam Practice

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q114-Q119):

NEW QUESTION # 114
A training session involved asking a group of participants to answer questions related to how Aflac Insurance used a duck to successfully launch its brand. This was an example of which of the following types of training?

A. Case study
B. Facilitation
C. Socratic seminar
D. Vestibule

Answer: A

Explanation:
Answer option B is correct.A case study allows participants to review real-world scenarios related to their topic of study. Practical application and transfer of training are typically more successful when participants can see how it's done in the work environment. Vestibule training (A) occurs "on the job," facilitation (C) uses an individual to create an interactive training experience, and a Socratic seminar (D) is a type of training that welcomes opposing viewpoints in a problem-solving setting. Chapter: Human Resource Development Objective: Review Questions

NEW QUESTION # 115
As an HR Professional, you must be aware of traditional corporate governance. Within corporate governance, there are typically three key stakeholders that influence decisions of the organizations. Which of the following is a key stakeholder as part of corporate governance?

A. Customer
B. Management
C. Stakeholder
D. Employees

Answer: B

Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Management is one of the three key stakeholders of corporate governance. Shareholders and the board of directors are the other two.
Answer option C is incorrect. Stakeholders are people that have a vested interest in the outcome of operations or projects.
Answer option D is incorrect. Customers are people that purchase goods or services from the organization.
Answer option A is incorrect. Employees are part of the stakeholder group, but they are not technically part of the stakeholders of corporate governance.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Corporate Governance

NEW QUESTION # 116
You work for a manufacturing facility that deals with many different types of chemicals. Some of the chemicals in the workplace can be dangerous and require special training to transport or utilize the chemicals. You notice that some of the chemicals, that aren't necessarily dangerous, do not have a material safety data sheet affixed. Does the lack of material safety data sheet represents a risk-related problem?

A. No - if there is a large material safety data sheet for all chemicals above the area where the chemicals are stored.
B. No - only dangerous materials must have the material safety data sheet.
C. Yes - the manufacturer of the chemicals is required to affix a material safety data sheet to the chemicals.
D. Yes - your company must create and affix a material safety data sheet for all chemicals.

Answer: C

Explanation:
Explanation/Reference:
Answer option D is correct.
Of all the choices, D is the best response. The manufacturers of all chemicals are to create and affix a material safety data sheet to the product's container.
Answer option C is incorrect. All chemicals, perceived dangerous or not, are required to have a material safety data sheet.
Answer option B is incorrect. Your company doesn't create the material safety data sheet, it's the manufacturer of the materials that must do this.
Answer option A is incorrect. Each container must have the material safety data sheet affixed, not a large signage in the area where the chemicals are stored.
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: Risk Management
Objective: Risk Management

NEW QUESTION # 117
You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments?

A. EEO-3 Report
B. EEO-5 report
C. EEO-4 Report
D. EEO-1 Report

Answer: C

Explanation:
Section: Volume C
Explanation
Explanation/Reference:
Answer option A is correct.
The EEO-4 Report, formally known as the state and local government report, is collected on odd years.
Answer option C is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, gender, and job distribution of the organization.
Answer option D is incorrect. EEO-3 Report, formally known as the Local Union Report, is collected on even years.
Answer option B is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of Education. It is collected on even-number of years for school districts with 100 or more employees.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation

NEW QUESTION # 118
Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and helps them re-orientate to the job market?

A. Exit interview
B. Utility function
C. Duty of diligence
D. Outplacement

Answer: D

Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
Outplacement is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and helps them re-orientate to the job market.
Answer option A is incorrect. The utility function is a term that describes the exact amount of risk an organization is willing to tolerate. Generally, the higher the priority of the thing that the risk is affecting, the lower the risk tolerance.
Answer option C is incorrect. The common law term duty of diligence describes an employee's responsibility to act with reasonable care and skill for the employer. This is part of the employee-employer payment contract.
Answer option D is incorrect. An exit interview is conducted by HR department before an employee leaves the company.
Reference: "http://en.wikipedia.org/wiki/Outplacement"
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes

NEW QUESTION # 119
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