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[Hardware] Free PDF Quiz HRCI - SPHR - Perfect The Professional in Human Resources (SPHR) V

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【Hardware】 Free PDF Quiz HRCI - SPHR - Perfect The Professional in Human Resources (SPHR) V

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q183-Q188):NEW QUESTION # 183
Which of the following is not an appropriate use of an HRIS?
  • A. Tracking employee expense reports
  • B. Tracking time and attendance
  • C. Tracking applicant data for the EEO-1
  • D. Maintaining employee records
Answer: A
Explanation:
Answer option B is correct.Data for employee expense reports is maintained by the accounting department. An HRIS system can be used to collect and track employee data for various uses, including EEO-1 reporting, time and attendance, and other employee records. Chapter: Core Knowledge Requirements for HR Professionals Objective: Review Questions

NEW QUESTION # 184
Deal and Kennedy defined the four dimensions of organizational culture that you should be familiar with, as an HR Professional. What dimension of organizational culture is best defined by the hidden hierarchy of power?
  • A. Heroes
  • B. Joy
  • C. Values
  • D. Culture network
Answer: D
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Employee Relations

NEW QUESTION # 185
Roberta's company routinely tests all employees for illegal drug usage. Juan is refusing to participate in the drug test because he is an employee with a physical impairment that substantially limits his major life activities. Juan insists that the drug testing is a violation of the ADA's restrictions on medical examinations.
Does the ADA prohibit illegal drug testing?
  • A. Yes. All medical examinations are prohibited from employees covered by the ADA.
  • B. No. The ADA does restrict medical examinations related to the disability, but not for tests for illegal drugs.
  • C. Yes. All medical examinations are prohibited from employees that an employer has deemed a participant of the ADA program.
  • D. No. The ADA does not restrict medical examinations as part of the law.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Drug and alcohol abuse tests are not subject to the ADA's restrictions on medical examinations. Employers may hold tests for illegal drugs and alcohol usage for all employees.
Answer option A is incorrect. Employers may hold tests for illegal drugs and alcohol usage for all employees.
Answer option D is incorrect. Employers may hold tests for illegal drugs and alcohol usage for all employees.
Answer option C is incorrect. This answer is tempting, but all employees may be subject to testing for illegal drug and alcohol abuse.
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 Employment
Objective: Federal Employment Legislation

NEW QUESTION # 186
The union rep has requested copies of all the incident reports filed during the last year. You are required to do what?
  • A. Furnish the copies by the end of the day
  • B. Furnish copies of the -Tell Us About the Case " section within 7 calendar days
  • C. Furnish the copies by the end of the next business day
  • D. Furnish copies within 15 calendar days but only of the -Tell Us About the Case " section
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
The employee representative is entitled to receive copies of incident reports with the identifying information omitted. Employers have 7 calendar days to provide the information to an employee representative. Copies of the OSHA form 300 log must be provided by the end of the following business day (B) when requested by employees or their representatives. Options A and B do not apply to OSHA requirements.
Chapter: Risk Management
Objective: Review Questions

NEW QUESTION # 187
Rachel has worked in accounting for six years. She has always been a steady performer, but recently she has made several costly errors in her work. The accounting manager, Rachel's boss, has talked to her several times, but no improvement has taken place. What is the most appropriate action the manager should take?
  • A. Verbal warning
  • B. First written warning
  • C. Decision-making day
  • D. Coaching
Answer: A
Explanation:
Section: Volume E
Explanation
Explanation/Reference:
Answer option A is correct.
Assuming that the nature of the previous conversations with Rachel has been informal, the first step is a verbal warning, where Rachel is advised that this is the first step in the disciplinary process and failure to improve will lead to further disciplinary action, up to and including termination. The first written warning (B) takes place after a verbal warning. A decision-making day (D) is usually the final step prior to termination. Coaching (C) is an informal means of talking to employees about performance problems and generally occurs prior to a verbal warning.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 188
......
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