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SPHR Questions - Part 66
1. Why is a job analysis important?
A) It allows for proper training and development of key personnel.
B) It provides the supervisory responsibilities necessary to accomplish organizational goals.
C) It ensures compliance with EEO laws.
D) It provides the foundation from which all other HR activities are designed.
2. Based on an analysis of the industry and labor market trends, a VP of Human Resources has determined that the best course of action for her company is to change from a narrow to a broadband salary structure. The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change?
A) Build a business case.
B) Calculate the return on investment.
C) Conduct a SWOT analysis.
D) Calculate the cost-benefit analysis.
3. Gathering information about employee attitudes and opinions through surveys and focus groups provides _______ employee levels of engagement.
A) Insight into
B) Intuition about
C) Instruction for
D) Individual measurement of
4. For several months, the management team has been struggling to come to grips with the need for a formal succession plan. About 30 percent of the workforce will reach retirement age within 10 years, and little has been done to prepare for the loss of knowledge in key roles that will occur as employees begin to retire.The team has come to a consensus that what is needed is a comprehensive plan, one that includes a mentor program for each of the key positions, identification of key skills that will need to be replaced, a recruiting strategy that attracts qualified candidates who are looking for longevity, and creating a more open culture.Which of the following can be used to accomplish these goals?
A) Create a talent-management program.
B) All of the above.
C) Create a succession plan.
D) Create a knowledge-management program.
5. an appropriate use of an HRIS?
A) Tracking time and attendance
B) Tracking employee expense reports
C) Maintaining employee records
D) Tracking applicant data for the EEO-1
A) It allows for proper training and development of key personnel.
B) It provides the supervisory responsibilities necessary to accomplish organizational goals.
C) It ensures compliance with EEO laws.
D) It provides the foundation from which all other HR activities are designed.
2. Based on an analysis of the industry and labor market trends, a VP of Human Resources has determined that the best course of action for her company is to change from a narrow to a broadband salary structure. The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change?
A) Build a business case.
B) Calculate the return on investment.
C) Conduct a SWOT analysis.
D) Calculate the cost-benefit analysis.
3. Gathering information about employee attitudes and opinions through surveys and focus groups provides _______ employee levels of engagement.
A) Insight into
B) Intuition about
C) Instruction for
D) Individual measurement of
4. For several months, the management team has been struggling to come to grips with the need for a formal succession plan. About 30 percent of the workforce will reach retirement age within 10 years, and little has been done to prepare for the loss of knowledge in key roles that will occur as employees begin to retire.The team has come to a consensus that what is needed is a comprehensive plan, one that includes a mentor program for each of the key positions, identification of key skills that will need to be replaced, a recruiting strategy that attracts qualified candidates who are looking for longevity, and creating a more open culture.Which of the following can be used to accomplish these goals?
A) Create a talent-management program.
B) All of the above.
C) Create a succession plan.
D) Create a knowledge-management program.
5. an appropriate use of an HRIS?
A) Tracking time and attendance
B) Tracking employee expense reports
C) Maintaining employee records
D) Tracking applicant data for the EEO-1
1. Right Answer: D
Explanation: Answer option D is correct.Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
2. Right Answer: A
Explanation: Answer option A is correct.A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (B) and CBA (D) may be included as part of the business case, and a SWOT analysis (C) may have identified the need for a program or action.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
3. Right Answer: A
Explanation: Answer option A is correct.The use of a variety of tools to gather employee feedback enables employers to measure employee levels of engagement. The use of anonymous surveys, topical focus groups, and employee interviews all provide insight into both individual and organizational needs. Intuition is rarely a legally defensible methodology for use in HR, and focus groups are not the best choice for measuring individual needs.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
4. Right Answer: A
Explanation: Answer option A is correct.A talent-management program is a comprehensive strategy to workforce management. This approach includes planning for future needs, recruiting qualified candidates, creating compensation and retention strategies, developing employees, managing performance, and cultivating a positive culture. A succession plan(C) is part of the workforce-planning element of a talent-management program. Knowledge management (D) focuses on building systems that retain corporate knowledge accessible as needed by the organization.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
5. Right Answer: B
Explanation: Answer option B is correct.Data for employee expense reports is maintained by the accounting department. An HRIS system can be used to collect and track employee data for various uses, including EEO-1 reporting, time and attendance, and other employee records.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
Explanation: Answer option D is correct.Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
2. Right Answer: A
Explanation: Answer option A is correct.A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (B) and CBA (D) may be included as part of the business case, and a SWOT analysis (C) may have identified the need for a program or action.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
3. Right Answer: A
Explanation: Answer option A is correct.The use of a variety of tools to gather employee feedback enables employers to measure employee levels of engagement. The use of anonymous surveys, topical focus groups, and employee interviews all provide insight into both individual and organizational needs. Intuition is rarely a legally defensible methodology for use in HR, and focus groups are not the best choice for measuring individual needs.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
4. Right Answer: A
Explanation: Answer option A is correct.A talent-management program is a comprehensive strategy to workforce management. This approach includes planning for future needs, recruiting qualified candidates, creating compensation and retention strategies, developing employees, managing performance, and cultivating a positive culture. A succession plan(C) is part of the workforce-planning element of a talent-management program. Knowledge management (D) focuses on building systems that retain corporate knowledge accessible as needed by the organization.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
5. Right Answer: B
Explanation: Answer option B is correct.Data for employee expense reports is maintained by the accounting department. An HRIS system can be used to collect and track employee data for various uses, including EEO-1 reporting, time and attendance, and other employee records.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Review Questions
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