Download Senior Professional in Human Resources.SPHR.TestKing.2019-07-16.330q.vcex

At the broadest level, compensation and benefits, also referred to as total rewards, can be described as an exchange of payment from an employer for the services provided by its employees. The components of total rewards package are as follows:Monetary compensation: Monetary compensation includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation, 401(k) matching, medical care premiums, pension plans, and paid time off. Other kinds of rewards include benefits that support the organization's culture such as stock options, Employee Stock Ownership Programs (ESOPs), and incentive plans.Nonmonetary compensation: Nonmonetary compensation includes nontraditional work life balance benefits such as telecommuting, on site childcare, and flex time.Direct compensation: Direct compensation includes payments made to employees that are associated with wages and salaries. This includes base pay, variable compensation, and pay for performance.Indirect compensation: Indirect compensation consists of any employee payments not associated with wages and salaries. This includes fringe benefits such as vacation, sick, and holiday pay; insurance premiums paid on behalf of employees; leaves of absence; 401(k) or other pension plans; and government mandated benefits such as Social Security or Family and Medical Leave Act (FMLA) and other benefits.Chapter: Compensation and BenefitsObjective: Total Rewards Defined

Answer option B is correct. The Department of Labor and the FLSA does not consider travel time outside of normal working hours to be compensable. Because John works between the hours of 8AM and 5PM his flight is eligible for just one hour of compensation. This is true even though the flight happens to be on the weekend. Answer option A is incorrect. John will receive one hour of payment, not zero. Answer option C is incorrect. John will only receive one hour of payment as one hour is between his regular working hours and the other is not. Answer option D is incorrect. John won't receive time and a half for his travel. 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 BenefitsObjective: Total Rewards Defined

Answer option A is correct. A needs analysis will provide answers to these questions, as well as whether the HRIS will be integrated with payroll or other systems and what kinds of reports will be produced. See Chapters 2 and 3 for more information. Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Human Resource Technology

Answer option D is correct. Learning and growth focus on employee training and attitudes towards the individual and corporate growth. Chapter: Business Management and StrategyObjective: HR Metrics: Measuring Results

Answer option A is correct. Rewards and recognitions systems underscore and promote performance for employees. However, for recognition to be effective it must be genuine when it is expressed. Answer option D is incorrect. Recognition for work does not need to be public, though public recognition is sometimes effective. Answer option C is incorrect. Not all recognitions must be monetary. While monetary recognition is nice, it may not always be feasible or appropriate. Answer option B is incorrect. Recognition for good work should swiftly follow the work, but this answer is not as important as the recognition being genuine. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Business Management and StrategyObjective: Organizations

Answer option D is correct. Content validity is used in an interview for an applicant to show their skills in a particular job-related function. Answer option C is incorrect. Criterion-Related validity is a selection procedure where skills are measured and compared (or selected) to an incumbent's success in the job based on the skills being measured. Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job. Answer option A is incorrect. Predictive validity is a selection procedure that predicts a person's ability to perform well in a given job. Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. 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 EmploymentObjective: Staffing Programs

Answer option C is correct. Hazard pay is additional pay for working in dangerous conditions. Answer option A is incorrect. If an employee is called by the employer for work and there is no work available, the employer may be required by state law or employment agreements to pay for a minimum number of hours of work. This is known as reporting pay. Answer option B is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization. Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are not paid. Chapter: Compensation and BenefitsObjective: Compensation

Answer option C is correct. One of the key elements of the Uniform Guidelines on Employee Selection Procedures is consistency in each interviewer's approach to the interview process. Answer option B is incorrect. Interviewers don't need to ask all of the same questions to abide by the Uniform Guidelines on Employee Selection Procedures.  Answer option D is incorrect. The Uniform Guidelines on Employee Selection Procedures isn't about grading the interviewees, but approach the interviews in a consistent manner. Answer option A is incorrect. Robert doesn't need to approve all of the questions in order to abide by the Uniform Guidelines on Employee Selection Procedures. Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.Chapter: Workforce Planning and EmploymentObjective: Staffing Programs

Answer option D is correct. This is an example of a plateau learning curve. Learners quickly accelerate in the learning and their capacity slows, or in this example, stops. Answer option C is incorrect. An s-shaped learning curve demonstrates learning that ebbs and flows based on content, experience, and greater levels of competence. Answer option B is incorrect. Negatively accelerating learning curves are similar to the Plateau learning curve, but learning doesn't necessarily stop; it just slows dramatically. Answer option A is incorrect. Positively accelerating learning curves are demonstrated when learners gain information slowly, and then learning accelerates. Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Talent Management

Answer option A is correct. A lockout is an action taken by the employer to stop employees from working. A strike occurs when employees refuse to work (C). An employer that refuses to allow the union to conduct an organizing campaign (B) is committing an unfair labor practice. Picketing occurs when employees patrol the entrance to the business (D). See Chapter 7 for more information. Chapter: Employee and Labor RelationsObjective: Union Organization