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HRCI SPHR Exam Sample Questions

Question: 4

The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?

  1. The Department of Labor
  2. Each state
  3. Insurance companies
  4. Each organization


Answer: B

Explanation:

Answer option B is correct.

Unemployment insurance claims are managed locally within each state, but federal rules do apply.

Answer option A is incorrect. Unemployment claims are not managed by the department of labor.

Answer option C is incorrect. Insurance companies do provide unemployment insurance, but it’s the local state government that manages the claims.

Answer option D is incorrect. Each organization does not manage the unemployment claims.

Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.

Chapter: Core Knowledge Requirements for HR Professionals

Objective: Diversity Concepts

Question: 1

Which of the following functional areas covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs?

  1. Workforce Planning and Employment
  2. Business Management and Strategy
  3. Human Resource Development
  4. Employee and Labor Relations


Answer: A

Explanation:

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 Professionals

Objective: Development of the Human Resource Body of Knowledge

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Question: 3

As an HR Professional you must be familiar with the project management processes and the stakeholders of projects. All projects can map to the project management lifecycle. Which one of the following best describes the project management lifecycle?

  1. It is a unique life of each project -from its initiation through its closing.
  2. It is the aggregation of the nine knowledge areas of project management: integration management, scope, schedule, costs, quality, human resources, communication, risk, and procurement.
  3. It is the life of the management of the project -from initiation, planning, execution, controlling, through closing.
  4. It is the life of a project to interact with all areas including scope, schedule, costs, quality, human resources, communication, risk, and procurement.


Answer: C

Explanation:

Answer option C is correct.

The project management lifecycle is the flow of project management activities through the five process groups of initiating, planning, executing, controlling, and closing.

Answer option A is incorrect. This answer describes the project life cycle – which is unique to each project; not universal to all projects.

Answer option B is incorrect. This answer describes the integrated nature of projects where performance in each knowledge area can affect the performance of all other knowledge areas.

Answer option D is incorrect. This answer describes project integration management – the coordination of all necessary project management processes throughout the nine knowledge areas of project management.

Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Three: Strategic Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.

Chapter: Core Knowledge Requirements for HR Professionals

Objective: Project Management Concepts

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Question: 5

A correlation coefficient is an example of a type of what?

  1. Qualitative analysis
  2. Quantitative analysis
  3. Job evaluation
  4. Learning matrix


Answer: B

Explanation:

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 Professionals

Objective: Qualitative and Quantitative Analysis

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Question: 4

The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?

  1. The Department of Labor
  2. Each state
  3. Insurance companies
  4. Each organization


Answer: B

Explanation:

Answer option B is correct.

Unemployment insurance claims are managed locally within each state, but federal rules do apply.

Answer option A is incorrect. Unemployment claims are not managed by the department of labor.

Answer option C is incorrect. Insurance companies do provide unemployment insurance, but it’s the local state government that manages the claims.

Answer option D is incorrect. Each organization does not manage the unemployment claims.

Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.

Chapter: Core Knowledge Requirements for HR Professionals

Objective: Diversity Concepts

Question: 1

Which of the following functional areas covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs?

  1. Workforce Planning and Employment
  2. Business Management and Strategy
  3. Human Resource Development
  4. Employee and Labor Relations


Answer: A

Explanation:

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 Professionals

Objective: Development of the Human Resource Body of Knowledge