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[CPLP] Human Resources Certification Exam Questions  - Part 141

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 141

Questions 1. A view that explains personality in terms of our unconscious and conscious thoughts shaped by childhood experiences; the knowledge of what motivates individuals and what internal conflicts they face can be used in career development to predict career success and choice.A) Chain-of-Response (COR)B) High Power DistanceC) Motivation TheoryD) Psychodynamic Theory2. Rationales and conclusive information stored in a Knowledge Management Repository.A) Knowledge SurveyB) Causal KnowledgeC) Regression LineD) Disengagement3. A coaching term that focuses on the past and is designed to grade performance such as in a formal performance-appraisal process.A) Qualitative AnalysisB) Evaluative FeedbackC) Extraneous VariableD) Level 4: Results4. A small, intense discussion group usually with two to three people responding to a specific question for a very brief time period during a learning event.A) Buzz GroupB) Plan, Do Check, ActC) Limits to GrowthD) Achievement-oriented Leadership5. A meeting facilitation technique in which you ask attendees to express their expectations of the meeting and of themselves, and post their answers on a flipchart.A) Shared Framework of UnderstandingB) Performance AppraisalC) Statistical Process Control ChartD) Evaluative Feedback Right Answer and Explanation: 1. Right Answer: DExplanation: You can write comment2. Right Answer: BExplanation: You can write comment3. Right Answer: BExplanation: You can write comment4. Right Answer: AExplanation: You can write comment5. Right Answer: AExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 2

Created by - Jenny Clarke

SPHR Questions - Part 2

Questions 1. This nonmathematical forecasting technique brings the participants together to share and discuss their ideas about the forecast. The ideas are then ranked based on the groups input. What technique is discussed?A) Management forecastsB) Delphi techniqueC) Nominal group techniqueD) Brainstorming2. Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?A) IRSB) Department of LaborC) Pension Benefit Guaranty CorporationD) FDIC3. You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?A) Manual workersB) Sales peopleC) ManagersD) Administrative assistants4. Holly and Gary are HR Professionals in their organization and they are working to develop the strategic plan for their organization. Holly and Gary are usingSWOT analysis to help understand the needs of human, financial, technological, capital, and other aspects of their organization. What is SWOT?A) SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of an organization.B) SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable of a project endeavor.C) SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.D) SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face.5. There are many different types of organizations that people create to accomplish business goals. Which business organization has just one person who is responsible for all decisions in the business, retains all profits, and has unlimited personal liability for all business decisions?A) PartnershipsB) Sole proprietorshipC) Limited liability companyD) Corporation Right Answer and Explanation: 1. Right Answer: CExplanation: Answer option C is correct.The nominal group technique is a nonmathematical forecasting technique in which participants meet in person and share ideas as in brainstorming sessions. The group discusses and ranks the forecasts collectively, not anonymously as in the Delphi technique.Answer option A is incorrect. Management forecasts are predictions made by experienced managers considered to be subject matter experts in their field or in the organization.Answer option B is incorrect. The Delphi technique uses rounds of anonymous surveys to predict a likely outcome. After each round of the survey, the results are tallied and a new survey can be resubmitted to the survey participants. Eventually, consensus is found among the group on forecasting, risks, and other organizational decisions.Answer option D is incorrect. Brainstorming allows the group to discuss and share ideas, but it doesn't rank the ideas or forecasts.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: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis2. Right Answer: DExplanation: Answer option D is correct.The FDIC is not one of the three agencies that help to enforce the requirements of ERISA.Answer options A, B, and C are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Employee Records Management3. Right Answer: AExplanation: Answer option A is correct.Manual workers, i.e. people that complete repetitive work with their hands, physical skill, and energy, can never be exempted from overtime pay.Answer options B, C, and D are incorrect. Sales people, managers, and administrative assistants can be exempted from overtime pay.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Employee Records Management4. Right Answer: DExplanation: Answer option D is correct.SWOT is an analysis that can be used to determine the strengths, weaknesses, opportunities, and threats.SWOT analysis is a strategic planning method used to evaluate the Strengths, Weaknesses, Opportunities, and Threats involved in a project or in a business venture. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieving that objective. A SWOT analysis may be incorporated into the strategic planning model.It is a part of business policy that helps an individual or a company to make decisions. It includes the strategies to build the strength of a company and use the opportunities to make the company successful. It also includes the strategies to overcome the weaknesses of and threats to the company.Answer option A is incorrect. This is not a valid definition of SWOT so this choice is incorrect.Answer option B is incorrect. This is not a valid definition of SWOT so this choice is incorrect.Answer option C is incorrect. This is not a valid definition of SWOT so this choice is incorrect.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Environmental Scanning Concepts5. Right Answer: BExplanation: Answer option B is correct.A sole proprietor is the owner of the business, has the authority over the business, and is responsible for all liabilities the business may incur. Sole proprietorships are the easiest organizations to create and generally to manage.Answer option A is incorrect. Partnerships are formed with two or more people and the people involved generally share the decisions, profits, and liabilities.Answer option C is incorrect. A limited liability company is similar to sole proprietorship, but the owner has limited liability and is somewhat protected from the faults and liabilities of the legal organization.Answer option D is incorrect. A corporation is a legal entity that limits liabilities to the assets of the organization.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Organizations .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

[CPLP] Human Resources Certification Exam Questions  - Part 142

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 142

Questions 1. Or nominal group technique, is a structured method a team can used to brainstorm a wide range of responses to an issue, clarify the responses, and rank the responses from most to least important. This technique minimizes interpersonal conflict and the pressure to conform.A) MultivotingB) Plan, Do Check, ActC) Experimental GroupD) Feedback2. The treatment group; those participants who receive the 'remedy' or 'instruction.'A) Plan, Do Check, ActB) Group ApproachC) Experimental GroupD) Affective State3. An informal group of people seeking and/or sharing knowledge in a particular subject area; members, who may be inside or outside each other's work group or organization , enjoy a mutually beneficial relationship.A) Personal Learning Network (PLN)B) Force Field AnalysisC) Gagne's Nine Events of InstructionD) Affective State4. Used to analyze the demographics and characteristics of stakeholders; determine who will participate in a performance solution; and identify any education or experience factors, physical needs, and cultural influences to be considered and addressed.A) Population AnalysisB) Terminal ObjectiveC) Workflow AnalysisD) Business Awareness5. The Perceptual Modality concerning a person who learns by listening, conversation, lectures, and question-and-answers sessions.A) Aural ModalityB) Achievement-oriented LeadershipC) Visual ModalityD) Participative Leadership Right Answer and Explanation: 1. Right Answer: AExplanation: You can write comment2. Right Answer: CExplanation: You can write comment3. Right Answer: AExplanation: You can write comment4. Right Answer: AExplanation: You can write comment5. Right Answer: AExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 3

Created by - Jenny Clarke

SPHR Questions - Part 3

Questions 1. Which of the following are the benefits of gainsharing programs?Each correct answer represents a complete solution. Choose all that apply.(Select 3answers)A) Aligns employees to organizational goalsB) Helps the organization to achieve improvement in key performance measuresC) Enhances the focus and awareness of employeesD) Employees are paid on the basis of group performance rather than individual performan2. As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?A) Davis-Bacon ActB) Walsh-Healey Public Contracts ActC) Fair Labor Standards ActD) Portal-to-Portal Act3. John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns?A) Variable payB) Hygiene factor payC) Base payD) Market-demand pay4. What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year?A) 88 percentB) 113 percentC) $10,000 differenceD) 1:885. Which of the following is an example of a nonqualified deferred-compensation plan?A) An excess-deferral planB) A target-benefit planC) A money-purchase planD) A cash-balance plan Right Answer and Explanation: 1. Right Answer: AExplanation: Answer options A, B, and C are correct.The benefits of gainsharing programs are as follows:1. Aligns employees to organizational goals2. Helps the organization to achieve improvement in key performance measures3. Enhances the focus and awareness of employeesWhat is gainsharing?Gainsharing is a system of management used by a business to get higher levels of performance through the involvement and participation of its people. As performance improves, employees share financially in the gain (improvement). Gainsharing is about people working smarter together and not just working harder.Answer option D is incorrect. This is a disadvantage of gainsharing programs.Reference: 'http://simple.wikipedia.org/wiki/Gainsharing'Chapter: Compensation and Benefits2. Right Answer: AExplanation: Answer option A is correct.In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936.Answer option C is incorrect. The Fair Labor Standards Act, was passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.Answer option D is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation3. Right Answer: CExplanation: Answer option C is correct.John's base pay is the fixed rate of pay he earns for performing his job in your organization.Answer option A is incorrect. Variable pay is the total pay John earns through variable programs, such as commissions or bonuses.Answer option B is incorrect. This isn't a valid term for employee compensation.Answer option D is incorrect. Market-demand describes the market average for pay, for someone in John's role as a mechanic.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation4. Right Answer: AExplanation: Answer option A is correct.The compa-ratio helps organizations determine how closely an employee's pay is in synch with market. You must also consider the length of employment, service, skills, and other factors in the decision for compensation. The ratio is found by dividing the employees' salary ($75,000) by the midpoint for the role ($80,000) for the ratio of 88 percent.Answer option B is incorrect. 113 percent is the inverted formula by dividing $80,000 by $75,000.Answer option C is incorrect. $10,000 is the difference of the two values, but this isn't the compa-ratio.Answer option D is incorrect. This isn't a valid figure for the question.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Compensation5. Right Answer: AExplanation: Answer option A is correct.An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by ERISA; they are limited to a small group of executives or highly compensated employees. A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money-purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information.Chapter: Compensation and BenefitsObjective: Benefits .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

[CPLP] Human Resources Certification Exam Questions  - Part 143

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 143

Questions 1. A system archetype that is a sort of self-fulfilling prophecy, whereby a person or group given more resources has a better chance of success than a person or group given fewer resources.A) Confirmative EvaluationB) Self-Directed Learning (SDL)C) Business Process AnalysisD) Success to the Successful2. The extent to which an instrument agrees with the results of other instruments administered at approximately the same time to measure the same characteristics.A) DisorientationB) Concurrent ValidityC) Contextual KnowledgeD) Discrete Variable3. Intuitive-Thinming style of the Learning Style Inventory. Indicates that learners are logical, skeptical, and analytical.A) AnalyticsB) NTC) Current Capability AssessmentD) Root Cause Categories4. A coaching term that focuses on the future and is designed to improve performance or prepare a person for the next level of effort.A) DisorientationB) Attentive ListeningC) Developmental FeedbackD) Performance Appraisal5. A not-for-profit , individual membership organization for professionals worldwide who practice business and personal coaching.A) Interval VariableB) Instructional Systems Development (ISO)C) Organizational CultureD) International Coach Federation (ICF) Right Answer and Explanation: 1. Right Answer: DExplanation: You can write comment2. Right Answer: BExplanation: You can write comment3. Right Answer: BExplanation: You can write comment4. Right Answer: CExplanation: You can write comment5. Right Answer: DExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 4

Created by - Jenny Clarke

SPHR Questions - Part 4

Questions 1. COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced?A) 10B) 20C) 50D) 1002. Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?A) A federation is the same as a union.B) A federation is a group of national unions.C) A federation is a union that has international members.D) A federation is the governing body of a union.3. An employee has come forward with an allegation of quid pro quo harassment by her supervisor. As the HR manager, you are responsible for investigating the complaint. The supervisor in question is someone with whom you have become quite friendly. In this case, who is the best person to conduct the investigation?A) YouB) The corporate attorneyC) The direct manager of the accused supervisorD) A third-party investigator4. When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?A) The EEOC will investigate the claim by inspecting the employer's place of business.B) The EEOC will create a hearing with the complainant and the employer to investigate the charge.C) The EEOC will send the employer a letter informing them of the charge.D) The EEOC will visit the employer to inform them of the charge.5. As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees. Which of the following statements is an example of an express contract that could affect a person's employment?A) You'll have a job as long as we're in business.B) Either party, the employer or employee, can terminate the employment relationship at will.C) If you quit that position in our company, we'll give you this position here.D) You will do what I say when I say it. Right Answer and Explanation: 1. Right Answer: BExplanation: Answer option B is correct.Consolidated Omnibus Budget Reconciliation Act (COBRA) requires all organizations with 20 or more employees to participate.Answer options A, C, and D are incorrect. Organizations with less than 20 employees are not required to participate in COBRA. The value for participation is 20 employees or more.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Benefits2. Right Answer: BExplanation: Answer option B is correct.A federation is a collection of national unions. Federations usually lobby on behalf of its union members to speak collectively for the labor which the federation represents. The AFL-CIO is one of the largest federations.Answer option A is incorrect. A federation is not the same as a union. Federations are made up of unions.Answer option is incorrect. A federation represents national unions, not international unions.Answer option D is incorrect. A federation is not the governing body of unions. Federations do not get involved with bargaining or contract administration.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Compensation and BenefitsObjective: Executive Compensation3. Right Answer: DExplanation: Answer option D is correct.In this case, the organization will be best served by a third-party investigator. The most important consideration in an investigation of sexual harassment is that the investigator is seen as credible and impartial. Because you have become friendly with the accused, it will be difficult to maintain impartiality during an investigation.While the corporate attorney (B) may be selected to conduct investigations, this solution can lead to conflict-of-interest issues. The direct manager of the accused supervisor (C) may not be viewed as impartial by the accuser or by regulatory agencies. See Chapters 2 and 8 for more information.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation4. Right Answer: CExplanation: Answer option C is correct.The first thing that the EEOC will do is send the employer a letter informing them of the charge and allow the employer to respond accordingly.Answer option A is incorrect. The EEOC won't visit the place of employment, but will first send a letter informing the employer of the charge.Answer option B is incorrect. The EEOC doesn't create a hearing. The employer will first receive the letter allowing them to respond to the charge.Answer option D is incorrect. The EEOC won't visit the place of employment, but will first send a letter informing the employer of the charge.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Employee and Labor RelationsObjective: Federal Employment Legislation5. Right Answer: AExplanation: Answer option A is correct.A verbal promise to continue employment under certain conditions is an example of an express contract. An express contract can negate employment at will.Answer option C is incorrect. This statement is the definition of the employment at will relationship.Answer option C is incorrect. This statement is an example of promissory estoppel - if the company doesn't follow through on the promise.Answer option D is incorrect. This statement is likely an example of an employee who's going to experience constructive discharge. This happens when the employer makes the environment so hostile that the employee resigns.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. 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 .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

[CPLP] Human Resources Certification Exam Questions  - Part 144

Created by - Jenny Clarke

[CPLP] Human Resources Certification Exam Questions - Part 144

Questions 1. A guide used during an interview that may include an introduction, defined purpose of the interview, a set of interview questions with room for notes, a confidentiality reminder or other practices that an interviewer uses to remember important steps of the interview and to ensure consistency.A) Interview ProtocolB) Appreciative InquiryC) Multi-Rater FeedbackD) Krumboltz's Model2. Often generated from relational databases and designed to optimize analytical processing.A) Treatment (Experimental) VariableB) Explicit KnowledgeC) Multidimensional Databases (MDBs)D) Measures of Variance3. The third level of Kirkpatrick's four-level evaluation mode l. It measures the degree to which training participants are able to transfer their learning to workplace behaviors.A) Construct ValidityB) Selection BiasC) Level 3: BehaviorD) Attentive Listening4. Sensing-Feeling style of the Learning Style Inventory. Indicates that learners need to relate learning to personal experience. They learn cooperatively.A) SFB) STC) Self-Directed Learning (SDL)D) Learning Cycles5. A graph used to study how a process changes over time.A) Multiple Regression AnalysisB) Behavioral ObjectiveC) Statistical Process Control ChartD) Summative Evaluation Right Answer and Explanation: 1. Right Answer: AExplanation: You can write comment2. Right Answer: CExplanation: You can write comment3. Right Answer: CExplanation: You can write comment4. Right Answer: AExplanation: You can write comment5. Right Answer: CExplanation: You can write comment .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

APHR Certification Exam Questions 2023 - Part 1

Created by - Jenny Clarke

APHR Certification Exam Questions 2023 - Part 1

Questions 3. metrics used in hr strategic planning (metrics used to determine the effectiveness of hr functions, such as turnover rates, organizational culture, and succession planning)A) workforce analyticsB) low-context cultureC) global organizationD) geographic structure4. smallest work group in a company (a business function that produces one product or focuses on a single area)A) value chainB) work unitC) overheadD) cost sharing5. ability to survive financially (the ability of an organization to achieve financial goals, growth, and stability, while also paying expenses and debt)A) global organizationB) financial viabilityC) organizational developmentD) functional structure Right Answer and Explanation: 3. Right Answer: AExplanation: 4. Right Answer: BExplanation: 5. Right Answer: BExplanation: .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP PRACTICE EXAMS Questions with detailed explanation 2023 - UPDATED

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Published - Fri, 03 Mar 2023

SPHR Questions - Part 5

Created by - Jenny Clarke

SPHR Questions - Part 5

Questions 1. As a Senior HR Professional you should be familiar with employment laws and their effect on your company. What did the lawsuit Payne v. The Western &Atlantic Railroad Company establish?A) Employment at willB) Employers could be liable for sexual harassment of its employeesC) Employers could be liable for the actions of its employeesD) A company couldn't coerce an employee to commit a crime to retain employment2. What term is assigned to the barriers that women and minorities may face when trying to advance to senior levels of an organization?A) Societal barrierB) Internal structure barrierC) Governmental barrierD) Glass ceiling3. Your organization has employed a temporary worker for a position in your company. During employment the individual has been called to military duty. Under theUniformed Services Employment and Reemployment Rights Act of 1994 are you obligated to reinstate the individual upon his return from duty?A) No, because temporary employees do not have reinstatement rights.B) No, because once an employee leaves, you are not obligated to reinstate them.C) Yes, if they have been working as a temporary employee for more than 90 days.D) Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 requires it.4. Mark is a contractor for the CleanSweep Chimney Company. When the CleanSweep Chimney Company has work that they can't manage they'll send Mark to the customer site to quote on the work based on their standardized fees and complete the work on their behalf. The company will pay Mark for his time. Mark, however, often tells the home owners what the CleanSweep Chimney Company will charge, but he can personally do the job for less than the CleanSweepChimney Company. What is this an example of?A) Bait and switchB) Breach of duty of loyaltyC) Breach of duty of diligenceD) Breach of duty of obedience5. What is the most effective method to use when an employer wants to obtain insight into employee goals and job satisfaction and provide career counseling to those in the work group?A) An employee surveyB) A skip-level interviewC) An employee focus groupD) A brown-bag lunch Right Answer and Explanation: 1. Right Answer: AExplanation: Answer option A is correct.The lawsuit Payne v. The Western & Atlantic Railroad Company in 1884 established the principle of employment at will.Answer option B is incorrect. Employers can be found liable for sexual harassment of its employees. This is an example of respondeat superior.Answer option C is incorrect. Employers can be found liable for the actions of its employees. This is an example of respondeat superior.Answer option D is incorrect. Companies cannot coerce employees to commit a crime. This is the outcome of the Petermann v. International Brotherhood ofTeamsters.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. 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 Legislation2. Right Answer: DExplanation: Answer option D is correct.The term 'glass ceiling' describes the invisible, but evident barriers that can prevent women and minorities from achieving the senior levels of an organization.Robert Dole introduced the legislation that was amended into Title II of the Civil Rights Act of 1991.Answer option A is incorrect. The societal barrier is one of the three barriers of the glass ceiling concept. It addresses limited educational opportunities and biases related to gender, race, and ethnicity.Answer option B is incorrect. Internal structure barrier is one of the three barriers of the glass ceiling concept. It addresses corporate practices, management control, and recruiting programs.Answer option C is incorrect. Governmental barrier is one of the three barriers of the glass ceiling concept. It addresses the inconsistent enforcement of equal opportunity.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. 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 Legislation3. Right Answer: AExplanation: Answer option A is correct.Temporary employees do not have reinstatement rights under the Uniformed Services Employment and Reemployment Rights Act of 1994.Answer option B is incorrect. Temporary employees do not have reinstatement rights, but non-temporary employees do have reinstatement rights.Answer option C is incorrect. The 90-day notice is not a valid measurement for reinstatement of temporary personnel.Answer option D is incorrect. This isn't a valid statement as the act doesn't require an employer to reinstate temporary workers.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. 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 Legislation4. Right Answer: BExplanation: Answer option B is correct.When Mark influences the home owner's decision to benefit himself he's breaching the common law of duty of loyalty.Answer option A is incorrect. Bait and switch is sales ploy that offers a price on one product, but then the salesperson offers a higher price on the similar item. For example, an advertisement offers a television for $500, but when you visit the store they're out of that model. The salesperson shows you a similar model that sells for $599.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. Duty of obedience describes an employee's obligation to follow the employer's authority and reasonable and legal policies, procedures, and rules.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 7: Employee and Labor Relations. 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 Legislation5. Right Answer: BExplanation: Answer option B is correct.A skip-level interview provides an opportunity for a manager's manager to obtain insight into the goals and satisfaction of employees in the work group. An employee survey (A) is best used to gather information about various issues that can be collated and summarized. A focus group (B) can be used to involve employees in the decision-making process. A brown-bag lunch (D) is an effective way for senior managers to meet with small groups of employees to answer questions about the company goals and mission and to obtain feedback about operations. See Chapter 7 for more information.Chapter: Employee and Labor RelationsObjective: Employee Relations .col-md-12 { -webkit-user-select: none; -ms-user-select: none; user-select: none; } .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:"Poppins";letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SPHR PRACTICE EXAMS

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Published - Fri, 03 Mar 2023

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HR all events, conferences in 2023
HR all events, conferences in 2023
2023 SWPP Annual Conference ↗ Location: Omni Nashville Hotel, Nashville, TN, USAStart Date: May 15, 2023Category: HR 41st ANNUAL Payroll Conference ↗ Location:  Denver, CO, USAStart Date: May 16, 2023Category: Payroll Association for Talent Development (ATD) 2023 International Conference & Exposition ↗ Location:  San Diego Convention Center, CA, USAStart Date: May 21, 2023Category: Talent Development Connect Human Resources Summit ↗ Location: Twickenham Stadium, London, EnglandStart Date: May 22, 2023Category: HR HRCoreNordic ↗ Location: Copenhagen Marriott Hotel, Copenhagen, DenmarkStart Date: May 24, 2023Category: HR‍ Nordic People Analytics Summit 2023 ↗ Location: Birger Jarl Hotel, Stockholm, SwedenStart Date: May 17, 2023Category: People Analytics‍2023 VIRTUAL Conference: HR Technology, Data, and the Employee Experience ↗ Location: VirtualStart Date: May 18, 2023Category: HR, Employee Experience‍HR Core Nordic ↗ Location: VirtualStart Date: May 18, 2023Category: HR Tech ‍‍Future of Work USA ↗ Location: Chicago, IL, USAStart Date: June 6, 2023Category: HR, Future of WorkCIPD Festival of Work ↗ Location: Olympia London, London, UKStart Date: June 7, 2023Category: HR‍ HR Innovation & Tech Fest ↗ Location: Cordis, Auckland, New ZealandStart Date: June 7, 2023Category: HR, HR Tech UFHRD Conference 2023 ↗ Location: National College of Ireland, Dublin, IrelandStart Date: June 7, 2021Category: HR 27TH ANNUAL Diversity, Equity And Inclusion Conference ↗ Location: Brooklyn, NY, USAStart Date: June 8, 2023Category: HR, DEI SHRM Annual Conference & Expo 2023 ↗ Location: Las Vegas Convention Center, Las Vegas, NV, USAStart Date: June 11, 2023Category: HR TOTAL REWARDS ‘23 ↗ Location: San Diego, CA, USAStart Date: June 12, 2023Category: HR, Talent Management HRcoreREWARD ↗ Location: Hotel Porta Fira, Barcelona, SpainStart Date: June 14, 2023Category: HR‍Training & Development Summit ↗ Location: Radisson Hotel & Conference Centre, London, UKStart Date: June 19, 2023Category: HR‍4th Annual People Analytics & HR Data Conference ↗ Location: Eora, Sydney, AustraliaStart Date: June 21, 2023Category: People Analytics THE RICHMOND HUMAN RESOURCES FORUM ↗ Location: The Grove, Hertfordshire, UKStart Date: June 27, 2023Category: HR ‍Talent Management Reloaded Europe ↗ Location: Maritim Proarte, Berlin, GermanyStart Date: July 2, 2023Category: Talent Management‍‍2023 HR Florida Conference & Expo ↗ Location: Rosen Shingle Creek, Orlando, FL, USAStart Date: August 27, 2023Category: HR‍‍International Conference on Talent Acquisition and People Analytics ↗ Location: Prague, Czech RepublicStart Date: September 6, 2023Category: HR InspireHR 2023 ↗ Location:  Music City Center, Nashville, TN, USAStart Date: Fall 2023Category: HR HR Evolve ↗ Location:  Crown Conference Centre, Melbourne, AustraliaStart Date: September 7, 2023Category: HR‍HR Analytics Summit  ↗ Location:  The Barbican Centre, London, UKStart Date: September 8, 2023Category: HR TalentNEXT ↗ Location:  Hyatt Regency Savannah, Savannah, GA, USAStart Date: September 10, 2023Category: Talent Management Gartner ReimagineHR Conference - London, UK ↗ Location:  InterContinental London-The O2, London, UKStart Date: September 11, 2023Category: HR, Future of Work‍HRO Today Inclusion Summit ↗ Location:  Washington DC, USAStart Date: September 13, 2023Category: HR Inclusion The Future of Work Conference ↗ Location:  RDS Arena, Dublin, Ireland Start Date: September 14, 2023Category: HR, Workplace‍International Conference on Human Resources, Management, Strategies and Development ↗ Location: Zurich, SwitzerlandStart Date: September 16, 2023Category: HR ICHR 2023: 17. International Conference on Human Resources ↗‍Location:  Paris, FranceStart Date: September 20, 2023Category: HR‍Ohio SHRM 2023 HR Conference ↗‍Location:  Kalahari Resort & Virtual Kalahari Resorts & Conventions, Sandusky, OH, USAStart Date: September 20, 2023Category: HR‍HRtechX London 2023 ↗‍Location:  Copenhagen, DenmarkStart Date: September 25, 2023Category: HR Tech‍HR Summit London ↗‍Location:  Hilton London Canary Wharf, London, UKStart Date: September 28, 2023Category: HR‍ Maryland SHRM State Conference ↗‍Location:  Hyatt Regency Chesapeake Bay Golf Resort, Spa And Marina, Cambridge, MD, USAStart Date: October 1, 2023Category: HR CUPA HR 2023 ANNUAL CONFERENCE & EXPO ↗ Location:  Hyatt Regency New Orleans, New Orleans, LA, USAStart Date: October 1, 2023Category: HR Employee Benefits Live 2023 ↗ Location:  ExCeL London, UKStart Date: October 3, 2023Category: HR, Employee Engagement Western Cities Conference ↗ Location:  Fantasyland Hotel, Edmonton, CanadaStart Date: October 4, 2023Category: HR WI State SHRM Conference ↗ Location:  Kalahari Resort & Conference Center, Baraboo, WI, USAStart Date: October 10, 2023Category: HR HR Technology Conference & Expo ↗ Location: Mandalay Bay, Las Vegas, NV, USAStart Date: October 10, 2023Category: HR, HR Tech 30th Human Resource Summit ↗ Location:  Dolce CampoReal, Lisbon, PortugalStart Date: October 11, 2023Category: HR The HRSouthwest Conference ↗ Location:  Fort Worth Convention Center, Fort Worth, TX, USAStart Date: October 15, 2023Category: HR‍ Future of Work APAC ↗ Location:  Amora Hotel Jamison, Sydney, AustraliaStart Date: October 17, 2023Category: HR, Future of Work‍UNLEASH WORLD 2023 ↗ Location: Paris Expo Porte de Versailles, FranceStart Date: October 17, 2023Category: HR ICHRM 2023: 17. International Conference on Economics and Human Resource Management ↗ Location:  Rome, ItalyStart Date: October 18, 2023Category: HR HR2023 Arkansas SHRM ↗ Location:  Ft. Smith, AK, USAStart Date: October 18, 2023Category: HR 2023 MISHRM CONFERENCE & EXHIBITION ↗ Location:  Devos Place, Grand Rapids, MI, USAStart Date: October 18, 2023Category: HR SHRM INCLUSION 2023 ↗ Location: Savannah Convention Center, Savannah, GA, USAStart Date: October 30, 2023Category: HR Inclusion‍  Gartner ReimagineHR Conference - Sydney, Australia ↗ Location:  Hilton Sydney, AustraliaStart Date: December 4, 2023Category: HR, Future of Work

Sat, 13 May 2023

What to Expect from HR Certification Exam: Tips and Strategies
What to Expect from HR Certification Exam: Tips and Strategies
Understand the Exam FormatCreate a Study PlanUse Multiple ResourcesPractice, Practice, PracticeUnderstand Key ConceptsUse Memory TechniquesManage Your Time During the ExamStay Calm and FocusedIn conclusion, passing an HR certification exam requires preparation, focus, and determination. Understand the exam format, create a study plan, use multiple resources, practice, understand key concepts, use memory techniques, manage your time during the exam, and stay calm and focused. By following these tips and strategies, you'll be well on your way to passing your HR certification exam and advancing your career in HR. .flash-sale-container{background:#134981;text-align:center;padding:2%;} p.flash-sale-text{ font-size:24px;font-family:'Poppins';letter-spacing:2px;line-height:1.4em; } span.flash-break{ display:block; } .flash-sale-text { -webkit-animation-name:flash; animation: blink 1.5s infinite; } @keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } @-webkit-keyframes blink{ 0% { color: #D3585F; } 20% { color: #D3585F; } 40% { color: #FFF; } 60% { color: #FFF; } 80% { color: #D3585F; } 100% { color: #D3585F; } } 80% DISCOUNT: SHRM-CP - 18 PRACTICE EXAMS 1000+ QUESTIONS SHRM BUNDLE SHRM-CP - 18 Practice Exams 1000+ Questions with detailed explanation - SHRM-SCP - 12 Practice Exams 800+ Questions - Added Questions Monthly - Updated -Access HR Library - 100+ HR books - Other useful resources - Only 9$ /monthly

Sat, 08 Apr 2023

The Cost of HR Certification: Is it Worth the Investment?
The Cost of HR Certification: Is it Worth the Investment?
Despite the cost, obtaining an HR certification can be a worthwhile investment for HR professionals. Here are some reasons why:However, it's essential to keep in mind that obtaining an HR certification does not guarantee career success. Certification is just one part of a successful HR career. HR professionals must also gain practical experience, develop critical thinking skills, and stay up-to-date with the latest trends and developments in their field.

Sat, 08 Apr 2023

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