HRCI- SPHR EXAM LATEST WITH 300 REAL EXAM
QUESTIONS AND CORRECT ANSWERS WITH
RATIONALES|AGRADE
risk - ANSWER: Legal Compliance, Safety and Health, Security, Business Continuity,
Workplace Privacy
legal compliance - ANSWER: ER's are at risk for lawsuits arising from employment
practices that are out of compliance with laws and regulations designed to protect
employees from unlawful activities such as discrimination, wrongful termination,
sexual harassment and others.
safety and health - ANSWER: risks for illness and injury not just in places with heavy
equipment. EE's who work in climate controlled business also face possible repetitive
stress injury (RSI), emotional and physical stress and ergonomic strains.
security - ANSWER: risks can affect financial operations and practices, physical assets
such as buildings and equipment, information assets such as documentation and
data storage and the people who work in the organization. Sometimes people at risk,
hacker, embezzler or fire.
business continuity - ANSWER: ability to continue operations can be affected by
environmental disasters, organized or deliberate disruptions, or loss of utilities,
systems.
What is HR's role in business continuity risk? - ANSWER: Responsible for mitigating
risks in the area to develop programs that protect human assets.
What is HR's role in workplace privacy? - ANSWER: Responsible for maintaining the
privacy of highly confidential ee information. Risks to this information range from
identity theft to the release of PHI and improper workplace monitoring programs.
HR Audit - ANSWER: Used to see what HR functions need to be done, to identify
opportunities for improving business results, and to identify organizational risks.
Components of an Audit - ANSWER: organization of HR function, workplace planning
and employment, HR development, compensation and benefits, employee relations,
labor relations, HR risk management.
Organization of HR Function - ANSWER: audit begins by looking at the structure of
the HR dept and reviewing the org chart. verify job descriptions, clear accountability.
evaluate size and effectiveness of hr team, ratio to ee's.
Organization of HR Function - ANSWER: examines whether HR programs align to
organizational goals, reviews the human capital management plan, evaluates the
dept mission statement and analyzes the budget.
, workforce planning and development - ANSWER: audit examines the recruiting
process and philosophy. does the company promote from within, review of the
staffing needs analysis and its use in projecting the availability of candidates for
future. Pre-employment tests, alternative staffing and reference and background
checks done properly.
HR Development - ANSWER: looks at the learning and development practices and
programs, the existence of regular training programs and performance management
practices
Compensation and Benefits - ANSWER: compensation philosophy is reviewed for
consistency with the practices and level of communication of the organization, how
often salary surveys done. Benefits competitive?
Employee Relations - ANSWER: Assesses for alignment with corporate goals and
reviews practices for conflict-resolution and disciplinary procedures. Handbook,
policies and procedures are examined, as well as work rules, code of conduct,
orientation programs.
Labor Relations - ANSWER: Examine the existence of labor unions, collective
bargaining agreements and union avoidance practices.
HR Risk Management - ANSWER: Legal compliance for all applicable federal, state,
and local governments is reviewed. Safety, health and wellness programs are
analyzed.
Workplace Investigation - ANSWER: tool for assessing risk, should be prompt and
thorough.
Best practices in workplace investigation - ANSWER: Protect EE's who make
accusations as well as protecting the organization from liability. Have a procedure
established to ensure steps are taken.
Use same protocol for all.
Steps in a workplace investigation - ANSWER: 1. Begin planning upon complaint
2. Determine who conducts, HR or outside party.
3. Develop clear strategy before collect evidence or interview.
4. Compile a list of people to be interviewed and documentation collected.
5. Prepare list of questions
6. Conduct interviews, notes, ask for a signed written statement, or have them
review all notes and sign at conclusion of interview.
a. Interview complainant first, b. then obtain names of witnesses, interview witness,
c. interview the accused.
7. Make notes after interview
8. Stress no retaliation, confidentiality
QUESTIONS AND CORRECT ANSWERS WITH
RATIONALES|AGRADE
risk - ANSWER: Legal Compliance, Safety and Health, Security, Business Continuity,
Workplace Privacy
legal compliance - ANSWER: ER's are at risk for lawsuits arising from employment
practices that are out of compliance with laws and regulations designed to protect
employees from unlawful activities such as discrimination, wrongful termination,
sexual harassment and others.
safety and health - ANSWER: risks for illness and injury not just in places with heavy
equipment. EE's who work in climate controlled business also face possible repetitive
stress injury (RSI), emotional and physical stress and ergonomic strains.
security - ANSWER: risks can affect financial operations and practices, physical assets
such as buildings and equipment, information assets such as documentation and
data storage and the people who work in the organization. Sometimes people at risk,
hacker, embezzler or fire.
business continuity - ANSWER: ability to continue operations can be affected by
environmental disasters, organized or deliberate disruptions, or loss of utilities,
systems.
What is HR's role in business continuity risk? - ANSWER: Responsible for mitigating
risks in the area to develop programs that protect human assets.
What is HR's role in workplace privacy? - ANSWER: Responsible for maintaining the
privacy of highly confidential ee information. Risks to this information range from
identity theft to the release of PHI and improper workplace monitoring programs.
HR Audit - ANSWER: Used to see what HR functions need to be done, to identify
opportunities for improving business results, and to identify organizational risks.
Components of an Audit - ANSWER: organization of HR function, workplace planning
and employment, HR development, compensation and benefits, employee relations,
labor relations, HR risk management.
Organization of HR Function - ANSWER: audit begins by looking at the structure of
the HR dept and reviewing the org chart. verify job descriptions, clear accountability.
evaluate size and effectiveness of hr team, ratio to ee's.
Organization of HR Function - ANSWER: examines whether HR programs align to
organizational goals, reviews the human capital management plan, evaluates the
dept mission statement and analyzes the budget.
, workforce planning and development - ANSWER: audit examines the recruiting
process and philosophy. does the company promote from within, review of the
staffing needs analysis and its use in projecting the availability of candidates for
future. Pre-employment tests, alternative staffing and reference and background
checks done properly.
HR Development - ANSWER: looks at the learning and development practices and
programs, the existence of regular training programs and performance management
practices
Compensation and Benefits - ANSWER: compensation philosophy is reviewed for
consistency with the practices and level of communication of the organization, how
often salary surveys done. Benefits competitive?
Employee Relations - ANSWER: Assesses for alignment with corporate goals and
reviews practices for conflict-resolution and disciplinary procedures. Handbook,
policies and procedures are examined, as well as work rules, code of conduct,
orientation programs.
Labor Relations - ANSWER: Examine the existence of labor unions, collective
bargaining agreements and union avoidance practices.
HR Risk Management - ANSWER: Legal compliance for all applicable federal, state,
and local governments is reviewed. Safety, health and wellness programs are
analyzed.
Workplace Investigation - ANSWER: tool for assessing risk, should be prompt and
thorough.
Best practices in workplace investigation - ANSWER: Protect EE's who make
accusations as well as protecting the organization from liability. Have a procedure
established to ensure steps are taken.
Use same protocol for all.
Steps in a workplace investigation - ANSWER: 1. Begin planning upon complaint
2. Determine who conducts, HR or outside party.
3. Develop clear strategy before collect evidence or interview.
4. Compile a list of people to be interviewed and documentation collected.
5. Prepare list of questions
6. Conduct interviews, notes, ask for a signed written statement, or have them
review all notes and sign at conclusion of interview.
a. Interview complainant first, b. then obtain names of witnesses, interview witness,
c. interview the accused.
7. Make notes after interview
8. Stress no retaliation, confidentiality
