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SPHR Questions - Part 15
1. On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?
A) Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
B) Reaffirmed that affirmative action isn't to establish quotes, but to create goals
C) Workforce analysis was replaced with a one-page organizational profile
D) Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
2. What does the Health Insurance Portability and Accountability Act do?
A) Requires continuation of health benefits
B) Establishes EPO networks
C) Limits preexisting condition restrictions
D) Prevents HR from investigating claims issues
3. A manager makes a sexual advancement to an employee who rejects the advance. Later, the manager does not allow the employee to be promoted because of the rejection of the sexual advancement. This is an example of what type of sexual harassment?
A) Hostile work environment
B) Disparate treatment
C) Quid pro quo
D) Disparate impact
4. Which of the following occurs when management shuts down operations to keep the union from working?
A) Secondary boycott
B) Involuntary exit
C) Lockout
D) Boycott
5. The concept that recognizes that businesses are social organizations as well as economic systems and that productivity is related to employee job satisfaction is known as what?
A) Human relations
B) Strategic management
C) Human resource management
D) Human resource development
A) Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
B) Reaffirmed that affirmative action isn't to establish quotes, but to create goals
C) Workforce analysis was replaced with a one-page organizational profile
D) Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
2. What does the Health Insurance Portability and Accountability Act do?
A) Requires continuation of health benefits
B) Establishes EPO networks
C) Limits preexisting condition restrictions
D) Prevents HR from investigating claims issues
3. A manager makes a sexual advancement to an employee who rejects the advance. Later, the manager does not allow the employee to be promoted because of the rejection of the sexual advancement. This is an example of what type of sexual harassment?
A) Hostile work environment
B) Disparate treatment
C) Quid pro quo
D) Disparate impact
4. Which of the following occurs when management shuts down operations to keep the union from working?
A) Secondary boycott
B) Involuntary exit
C) Lockout
D) Boycott
5. The concept that recognizes that businesses are social organizations as well as economic systems and that productivity is related to employee job satisfaction is known as what?
A) Human relations
B) Strategic management
C) Human resource management
D) Human resource development
1. Right Answer: D
Explanation: Answer option D is correct.The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not 100, permission to prepare a job group analysis that usesEEO-1 categories as job groups.Answer options C, B, and A are incorrect. These statements are part of the CFR Part 60-2 revision.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
2. Right Answer: C
Explanation: Answer option C is correct.HIPAA prohibits health insurance providers from discriminating on the basis of health status and limits restrictions for preexisting conditions. HIPAA does not prevent HR from investigating claims issues (D) as long as the employee provides written permission. COBRA requires continuation of health benefits (A). EPO networks (B) are established by physicians connected to a hospital. See Chapter 6 for more information.Chapter: Compensation and BenefitsObjective: Benefits
3. Right Answer: C
Explanation: Answer option C is correct.This is an example of quid pro quo sexual harassment. This happens when employment decisions are rewarded or punished based on the sexual advance of management or employees to others in the organization.Answer option D is incorrect. This isn't an example of disparate impact, as there's no policy requiring an action.Answer option B is incorrect. This isn't an example of disparate treatment, as a member of a protected class isn't intentionally treated differently than other employees in this scenario.Answer option A is incorrect. This isn't an example of a hostile work environment, which is a form of sexual advancement.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
4. Right Answer: C
Explanation: Answer option C is correct.A lockout occurs when management shuts down operations to keep the union from working.Answer option B is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option D is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.Answer option A is incorrect. A union tries to force an employer who is not involved in a dispute to stop doing business with another employer that is part of a dispute with the union. This practice is known as secondary boycott.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: A
Explanation: Answer option A is correct.The concept of human relations was first introduced in the 1920s and challenged previous assumptions that people work only for economic reasons and could be motivated to increase productivity simply by increasing monetary incentives. Human resource management (C) is the business function responsible for activities related to attracting and retaining employees, including workforce planning, training and development, compensation, employee and labor relations, and safety and security. Strategic management (B) is the process by which organizations look for competitive advantages, create value for customers, and execute plans to achieve goals. Human resource development (D) is the functional area of human resources focused on upgrading and maintaining employee skills and developing employees for additional responsibilities. See Chapters 2 and 5 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Human Relations Concepts
Explanation: Answer option D is correct.The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not 100, permission to prepare a job group analysis that usesEEO-1 categories as job groups.Answer options C, B, and A are incorrect. These statements are part of the CFR Part 60-2 revision.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Federal Employment Legislation
2. Right Answer: C
Explanation: Answer option C is correct.HIPAA prohibits health insurance providers from discriminating on the basis of health status and limits restrictions for preexisting conditions. HIPAA does not prevent HR from investigating claims issues (D) as long as the employee provides written permission. COBRA requires continuation of health benefits (A). EPO networks (B) are established by physicians connected to a hospital. See Chapter 6 for more information.Chapter: Compensation and BenefitsObjective: Benefits
3. Right Answer: C
Explanation: Answer option C is correct.This is an example of quid pro quo sexual harassment. This happens when employment decisions are rewarded or punished based on the sexual advance of management or employees to others in the organization.Answer option D is incorrect. This isn't an example of disparate impact, as there's no policy requiring an action.Answer option B is incorrect. This isn't an example of disparate treatment, as a member of a protected class isn't intentionally treated differently than other employees in this scenario.Answer option A is incorrect. This isn't an example of a hostile work environment, which is a form of sexual advancement.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation
4. Right Answer: C
Explanation: Answer option C is correct.A lockout occurs when management shuts down operations to keep the union from working.Answer option B is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.Answer option D is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.Answer option A is incorrect. A union tries to force an employer who is not involved in a dispute to stop doing business with another employer that is part of a dispute with the union. This practice is known as secondary boycott.Chapter: Employee and Labor RelationsObjective: Union Organization
5. Right Answer: A
Explanation: Answer option A is correct.The concept of human relations was first introduced in the 1920s and challenged previous assumptions that people work only for economic reasons and could be motivated to increase productivity simply by increasing monetary incentives. Human resource management (C) is the business function responsible for activities related to attracting and retaining employees, including workforce planning, training and development, compensation, employee and labor relations, and safety and security. Strategic management (B) is the process by which organizations look for competitive advantages, create value for customers, and execute plans to achieve goals. Human resource development (D) is the functional area of human resources focused on upgrading and maintaining employee skills and developing employees for additional responsibilities. See Chapters 2 and 5 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Human Relations Concepts
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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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