Download Senior Professional in Human Resources.SPHR.ExamTopics.2026-07-18.36q.tqb

Answer options D, C, and A are correct.The Fair Labor Standards Act (FLSA) of 1938 established the following:1. Minimum wage requirement2. Laws for protecting American children against labor exploitation3. Criteria for exempt and nonexempt employeesAnswer option B is incorrect. Health insurance requirement are not established by FLSA.Reference: "http://en.wikipedia.org/wiki/Fair_Labor_Standards_Act"Chapter: Compensation and BenefitsObjective: Compensation

Answer option C is correct.Effective in 2004, employees must be paid a minimum of $455 per week to be exempt from FLSA requirements. This employee earns only $432.69 per week. answer is the one that explains why. See Chapter 6 for more information.Chapter: Compensation and BenefitsObjective: Compensation

Answer option B is correct.Qualitative analysis is a form of research that uses mathematical models such as correlation, correlation coefficient, and measures of central tendency to provide solutions to problems. Quantitative analysis attempts to measure historical data (B), a job evaluation measures the relative value of each job within the organization (C) and a learning matrix is a generic term that can be used to identify organizational learning strategies (D) . See Chapters 2 and 4 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Qualitative and Quantitative Analysis

Answer option A is correct.Workforce Planning and Employment covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs. This includes practices for evaluating workforce requirements, recruitment and selection, developing an employer brand, managing records, establishing a succession plan, and exiting employees from the organization.Answer option B is incorrect. Business Management and Strategy looks at the "big picture" of the organization and requires an understanding of overall business operations, basic knowledge of other functional areas in the organization, and the ability to interact and work effectively with those functions.Answer option C is incorrect. Human Resource Development utilizes training, development, change, and performance management programs to ensure that individuals with the required knowledge, skills, and abilities are available when needed to accomplish organization goals.Answer option D is incorrect. Employee and Labor Relations address the practices for building positive employment relationships in both union and nonunion environments. This includes employee relations programs, workplace policies and procedures, dispute resolution programs, and collective bargaining activities.Chapter: Certifying Human Resource ProfessionalsObjective: Development of the Human Resource Body of Knowledge

Answer option A is correct.Based on Ravi Tangri's book Stress Costs, stress is responsible for 60 percent of workplace accidents.Answer option B is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 40 percent of employee turnover.Answer option C is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 19 percent of employee absenteeism.Answer option D is incorrect. Based on Ravi Tangri's book Stress Costs, stress is responsible for 10 percent of drug plan costs.Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Risk Management -Objective: Risk Management

Answer option C is correct.Esteem from working with other talented people is an extrinsic reward.Answer option A is incorrect. Satisfaction from challenging and exciting assignments is an example of an intrinsic reward.Answer option B is incorrect. Cash compensation is a monetary reward for employment.Answer option D is incorrect. An on-site cafeteria is an example of a non-monetary reward.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined

Answer option B is correct.The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint internally, Reach the highest level of internal escalation, and thenParticipate in binding arbitration. The second phase of the grievance procedure likely has the local union's president meet with the plant manager to try to find a resolution.Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor of the person who experienced the grievance is notified of the complaint and offered a time period to find a resolution.Answer option C is incorrect. This phase of the grievance procedure may actually bring the president of the national union to meet with president of the company, where the union member works.Answer option D is incorrect. If no resolution has been met, this final procedure causes the grievance to move onto the court systems.Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Business Management and StrategyObjective: Strategy

Answer option A is correct.Peer-to-peer coaching is useful when a management work group has shared values or objectives. Assigning a one-on-one peer coach or using a team approach maximizes the diversity of skills available in any particular peer group. A mentor relationship (B) implies a hierarchy (the mentor and a subordinate), an executive coach (C) is used for more one-on-one upper level management development, and strategic planning (D) is a broad organization-wide string of activities related to the planning the direction of the company.Chapter: Human Resource DevelopmentObjective: Review Questions

Answer option B is correct.An entitlement culture rewards longevity in the job. If increased productivity is a function of time on the job, an entitlement culture will encourage employees to stay with the company. Line of sight (A) occurs when employees know that their performance impacts their pay. A highly competitive workforce (D) is more likely to exist in a pay-for-performance culture. A workforce with a highly desired skill set (C) would be better served by a pay-for-performance culture.Chapter: Compensation and BenefitsObjective: Review Questions

Answer options C, B, and A are correct.C and B are both obviously correct. Although A may seem counterintuitive to some because many employers are hesitant to terminate employees for policy violations, those terminated for cause generally aren't eligible for unemployment insurance. Because retaining an employee who is not contributing to the organization is a poor business decision, maintaining adequate records to demonstrate the reasons for termination provides the tools to fight claims that are unjustified.Chapter: Compensation and BenefitsObjective: Review Questions