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Free SPHR Exam Braindumps (page: 66)

Page 65 of 168
PDF with 671 Questions

Which of the following is an example of direct compensation?

  1. Employer Social Security contributions
  2. 401(k) matches
  3. Vacation pay
  4. Variable compensation

Answer(s): D

Explanation:

Answer option D is correct. Direct compensation is composed of base pay (hourly wage or salary), variable compensation, and pay for performance. Vacation pay (C), 401(k) matches (B), and employer Social Security contributions (A) are examples of indirect compensation. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined



A board of directors can have an inside director and an outside director. What is an inside director?

  1. It is an employee that serves as the director for the corporation's board, but also has operational responsibilities, such as the CEO or CFO.
  2. It is the director of the corporation's board that also started the corporation.
  3. It is an employee that also serves as the director for the corporation's board.
  4. It is an employee that has been hired by the company to be the director of the board.

Answer(s): A


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 Strategy
Objective: Corporate Governanc



For purposes of developing a security program, an HR manager must assess potential risks and costs related to loss and protection. Which factor must the manager first examine?

  1. Severity of impact of the loss to the organization
  2. Cost of the loss, including a permanent or temporary substitute
  3. Degree of probability that the loss will occur
  4. Availability and cost of insurance to cover the loss

Answer(s): C

Explanation:

Answer option C is correct. The significance of various security issues depends partly on the size of the organization. However, regardless of size, the same considerations go into assessing vulnerabilities and the method for estimating the cost of potential losses. The justification of such a
program requires that the potential losses will exceed the cost of the program. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Management



Total quality management focuses all employees on producing products that meet customer needs. This is achieved by doing what?

  1. Developing a high level of expertise in all employees
  2. Eliminating processes that waste time and materials
  3. Balancing the needs of all stakeholders in the organization
  4. Sharing information with all levels in the organization

Answer(s): B

Explanation:

Answer option B is correct. The TQM concept reviews processes to eliminate waste, relies on teamwork, and involves all members of the organization in meeting customer needs. Personal mastery, a high level of employee expertise (A), is one of the five disciplines of a learning organization. Information sharing is one characteristic of a high-involvement organization (D). The ability to balance stakeholder needs is a requirement of a change agent (C). See Chapter 5 for more information.
Chapter: Human Resource Development
Objective: Organization Development






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