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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q34-Q39):

NEW QUESTION # 34
Your organization likes to use mediation rather than lawsuits to find amicable resolutions to issues and disputes. When mediation is required, there are several steps to the process. What step of the mediation process identifies alternative solutions to the problem?

A. Structure
B. Options
C. Negotiating
D. Fact-finding

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The
US Body of Knowledge. Chapter: Employee and Labor Relations Objective: Dispute Resolution

NEW QUESTION # 35
Which of the following factors can adversely affect transfer of training?

A. The subject of the training
B. Training Cost per Employee
C. The trainer's expertise
D. A lack of job reinforcement

Answer: D

Explanation:
Explanation/Reference:
Answer option B is correct.
A lack of job reinforcement can adversely affect transfer of training. Other adverse impacts are the result of interference from the immediate work environment and a nonsupportive organizational climate. The trainer's expertise (A) could affect how well trainees learn information but does not specifically affect transfer of training. The subject of the training (C) affects how receptive trainees are to the information but not necessarily how the information transfers to the job.
Chapter: Human Resource Development
Objective: Review Questions

NEW QUESTION # 36
An organization has an employment position available in their fitness center. The position is to be the female locker attendant. As part of the employment posting, the HR has made it a requirement that the person eligible for the job must be a female. Management believes that this requirement may be in violation to the Civil Rights Act, Title VII. Is this a violation of the Civil Rights Act, Title VII?

A. No, this is common sense for a female locker room attendant.
B. No, this is an example of a Title VII exception.
C. Yes, no hiring or firing can be made solely on the sex of the applicant or employment.
D. Yes, no posting for employment can include a preference for males or females.

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation

NEW QUESTION # 37
Which of the following is best defined as a benefit plan that uses an actuarial formula to calculate the contribution amount needed to reach a predetermined benefit amount at retirement?

A. Money purchase plan
B. Target benefit plan
C. Profit sharing plan
D. 401(k) plan

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
The target benefit plan uses a predetermined amount, or target amount, to calculate contributions needed to reach the amount by a given date of anticipated retirement.
Answer option A is incorrect. A money purchase plan uses a fixed percentage of employee earnings to defer compensation.
Answer option C is incorrect. A 401(k) plan allows contribution from employees and employers.
Answer option D is incorrect. A profit sharing plan makes contributions based on a percentage of employer earnings each year.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 38
When going through a union-organizing drive, the most important actions for a manager to take are to:
(Select TWO options.)

A. Maintain consistent policy interpretation
B. Educate employees about current benefit offerings
C. Communicate leadership's willingness to listen to concerns
D. Conduct all-hands meetings and focus groups for input
E. Support employees through organization-sponsored events

Answer: A,C

Explanation:
Comprehensive and Detailed Explanation:
* A: Inconsistent policy enforcement can appear retaliatory or unfair - a red flag during union drives.
* D: Open, transparent leadership demonstrates respect and reduces union appeal.
SPHR guidelines stress neutrality, consistency, and communication during unionization efforts to stay compliant withNLRAprotections.

NEW QUESTION # 39
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