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Quiz Session - Attempts With Random Questions

HRCI SPHR Exam Questions

Page 9 of 60

161.

Alicia is deciding what training materials to use in her upcoming session. Her material is dense, and she anticipates that participants will need to take notes and will have lots of questions. Which of the following materials will help with this aspect of the training?

  • A manual

  • A handout

  • A guide

  • A textbook

Correct answer: A manual

While Alicia may also find guides and handouts useful, a manual would be the best fit for the situation described. Manuals can assist in reinforcing the information covered during the training session by allowing employees to reference the material as needed, once they return to their jobs.

162.

A department head has noticed a lack of cultural sensitivity from native U.S. line managers towards their team members who are foreign nationals here on work visas. The line managers are showing a great deal of inflexibility and are making statements about the entire population such as, "If they want to work over here, then then they need to conform to our standards." The director is concerned that this is impacting productivity and morale within the department and wants to address it through behavior modeling and training.

What type of training would be the most effective?

  • Cultural Coaching

  • Diversity and Inclusion Training

  • Harassment and Discrimination Prevention Training

  • Technical Training

Correct answer: Cultural coaching

Cultural coaching involves developing managers' cultural awareness or "cultural intelligence" to better manage relationships with their team members. Improving relationships is the ultimate goal of this type of training, so it is the best answer choice.

Diversity and inclusion training combines anti-harassment policies with emphasizing the benefits of a diverse and inclusive workforce. This may help to some degree, but it does not focus specifically on improving relationships or cultural awareness. The key message might get lost in the context of the overall training.

Harassment and discrimination training tends to focus on compliance issues and company policies vs cultural awareness.

Technical training is job-specific training that is completely irrelevant to the problem at hand, so it is clearly not the correct answer choice.

163.

When motivating employees, intrinsic and extrinsic factors are served well by sincere performance feedback and:

  • Instant awards

  • Salary reviews

  • Coaching

  • C-suite pressure

Correct answer: Instant awards

Intrinsic (internal) factors and extrinsic (external) factors can motivate employees to get things done. In addition to regular sincere performance feedback from a supervisor, instant awards provide just the right balance of feedback and motivation for most employees. Instant awards refer to that immediate employee recognition and real time feedback desired by most employees.

164.

A gatekeeper is commonly used in what type of medical insurance plans?

  • HMOs

  • PPOs

  • EPOs

  • PHOs

Correct answer: HMOs

There are a wide variety of medical insurance plans for organizations to consider. Each of the answer choices represents one of these plans. 

Physician hospital organizations (PHOs) provide services by contracting directly with employer organizations. In a PHO, physicians and their designated hospitals join together and develop and market their services and conduct contract negotiations based on the PHO structure. 

Exclusive provider organizations (EPOs) have a network of physicians and a hospital that members must use in order to receive reimbursement for health care expenses. Patients receive no reimbursement for providers outside of the plan's network. 

Health Maintenance Organizations (HMOs) control costs through managed care that focuses on preventative care by requiring a primary care physician (PCP) or "gatekeeper" to determine whether patients really need to be seen by a specialist. 

Preferred Provider Organizations (PPOs) include a network of healthcare providers but do not require patients to consult with their PCP prior to seeing a specialist. Patients may also see providers outside of the network, as long as they pay the difference in cost between the in-network and out of network providers.

165.

In the middle of an investigatory interview, the employee stops and asks for a union representative to be present. Which of the following is not an option the employer has?

  • Continue the interview—union reps are not required since the interview is investigatory

  • Discontinue the interview until the union rep arrives

  • Decide not to conduct the interview at all

  • Give the employee the choice of voluntarily waiving their Weingarten rights

Correct answer: Continue the interview—union reps are not required since the interview is investigatory

After a union filed a ULP complaint because an employee was denied union representation in a meeting, the NLRB found that employees are entitled to have a union representative present at any investigatory interview that the employee believes could result in disciplinary action. Weingarten rights give an employer three options when an employee requests union representation:

  • Discontinue the interview until the co-worker arrives.
  • Decide not to conduct the interview at all, and make any disciplinary decision based on other facts.
  • Give the employee the choice of voluntarily waiving the Weingarten rights and continuing the interview or having the employer make disciplinary decisions without an interview.

166.

Which of the following alternative staffing methods acts as the company's HR department?

  • Professional employer organization

  • Outsourcing

  • Contract workers

  • Job sharing

Correct answer: Professional employer organization

A professional employer organization (PEO) is a company that handles employees' payroll and benefits in place of an internal HR department.

167.

OSHA's recordable case rate formula for determining ergonomic injury rate uses what figure as a base?

  • 200,000

  • 40

  • 2,000

  • 100,000

Correct answer: 200,000

One useful metric in measuring program effectiveness is OSHA's recordable case rate formula. This can be used to calculate the incidence rate of ergonomic injuries before the program is implemented; and by taking periodic measures as the program progresses, any reduction in injuries can be determined and monitored. The recordable case rate formula uses a base of 100 full-time employees working 40 hours per week, 50 weeks per year, or 200,000 hours.

168.

Which of the following best describes what the R-1 visa is?

  • A visa used for religious workers

  • A visa used for entertainment groups

  • A visa used for specialized knowledge workers

  • A visa used for trainees

Correct answer: A visa used for religious workers

The R-1 visa is used for religious workers.

The P-1 visa is used for individual or team athletes as well as entertainment groups. The L-1B visa is used for specialized knowledge workers. The H-3 visa is used for trainees.

169.

There are three requirements that must be met for the DOL to provide an employer safe-harbor provision for payroll errors affecting exemption status. Which of the following is not one of these requirements?

  • The employer is free of DOL complaints for the past fiscal year

  • There is a policy prohibiting improper deductions that includes a complaint procedure for employees and is communicated clearly to employees

  • Any improper deductions made by the employer are reimbursed to the employees

  • Moving forward, the employer makes a good-faith commitment to comply with the DOL's requirements

Correct answer: The employer is free of DOL complaints for the past fiscal year

In order for the Department of Labor (DOL) to grant employers safe-harbor for payroll errors that could affect exemption status, all three of the following requirements must be met:

  • There is a policy prohibiting improper deductions that includes a complaint procedure for employees and is communicated clearly to employees.
  • Any improper deductions made by the employer are reimbursed to the employees.
  • Moving forward, the employer makes a good-faith commitment to comply with the DOL's requirements.

170.

Why is it important to utilize personality assessments to assess candidates who are being considered for leadership roles in an organization?

  • To identify those who have the right skills to achieve strategic outcomes

  • To make sure the candidate will never pose a risk to the company

  • To find out how smart the candidate is

  • To learn how the candidate relates to others in leadership roles

Correct answer: To identify those who have the right skills to achieve strategic outcomes

Industrial psychology dictates that candidates who have leadership skills and abilities (proven by a valid assessment) are more likely to help organizations succeed in meeting their goals and are more likely to be successful and satisfied in their roles.

171.

Which of the following is the result of having restricted access to educational opportunities and prejudices associated with gender, race, and ethnicity?

  • Societal barriers

  • Internal structural barriers

  • Governmental barriers

  • Employment barriers

Correct answer: Societal barriers

The term glass ceiling was coined in a 1986 Wall Street Journal article and refers to the limitations faced by women and minorities in senior management positions. The Glass Ceiling Act established the Glass Ceiling Commission to conduct a study and prepare recommendations concerning: (1) eliminating artificial barriers to the advancement of women and minorities; and (2) increasing opportunities and developmental experiences of women and minorities to foster advancement of women and minorities to management and decision making positions in business.

The commission conducted a study which identified three barriers that prevented women from advancing to senior levels: societal barriers, internal structural barriers, and governmental barriers.

  • Societal barriers exist due to unequal access to educational opportunities due to  biases related to gender, race, and ethnicity.
  • Internal structural barriers exist due to organizational practices that do not provide the same opportunities to women and minorities, such as recruitment strategies, training and development, etc.
  • Governmental barriers exist due to a lack of enforcement of equal employment legislation. 

Employment barriers are not one of the three identified barriers.

172.

What type of employee feedback method would a human resource professional be using if they were trying to gather information from a departing employee on the "real reason" for leaving in order to help human resources develop new programs with meaningful results?

  • Exit interview

  • Skip level interview

  • Employee focus group

  • Employee questionnaire

Correct answer: Exit interview

 Management of organizational climate and culture are important functions of human resources professionals. A positive culture provides many benefits to the organization. Employee engagement is a term that is commonly used to assess the level of interest employees have in the workplace.

One way to help create and maintain a positive work culture is by implementing employee feedback strategies. These strategies can help measure employee satisfaction and engagement. These tools include employee surveys, exit interviews, employee focus groups, and skip-level interviews. 

Exit interviews measure employee engagement and allow the human resource professional to determine the true reason for an employee's leaving, such as better pay or management difficulties.

173.

All of the following are common methods used when providing diversity training. Which of the following is most likely to promote resentment or division and should be avoided?

  • Identify stereotypes currently faced in the workplace and address them head-on

  • Eliminate references to past behavior that embarrass members of protected classes

  • Check the trainer's references and verify they are aware of potential legal issues

  • Enlist the trainer to report back any suspicion of ongoing situations in need of investigation

Correct answer: Identify stereotypes currently faced in the workplace and address them head-on

Diversity training has numerous benefits but can be a tricky training topic to tackle. The development of these programs benefits from thorough research, a team effort, and a skilled presenter. One method in diversity training continues to be commonly used despite its proving to do more harm than good. The method involves asking participants to identify any stereotypes that may currently exist in the workplace so that they can be addressed directly. Although this may be used with positive intentions, the results are often the creation of employee resentment, division among the workplace and/or legal issues. In the case of Stender vs. Lucky stores, this training method provided employees with information that was later used as evidence in filing a class action lawsuit against the employer.

174.

If an individual obtains PHI under false pretenses, they could be fined:

  • $100,000 and 5 years in prison

  • $50,000 and 1 year in prison

  • $250,000 and 10 years in prison

  • $25,000 and 1 year in prison

Correct answer: $100,000 and 5 years in prison

Protected health information (PHI) is medical information about a patient including mental and physical health records, test results, and payments.

175.

Linda is a teacher who has to undergo chemotherapy for breast cancer. She may request what type of FMLA leave to take time off only when needed to recover from each treatment?

  • Intermittent

  • Continuous

  • Reduced leave

  • Military leave

Correct answer: Intermittent

Since Linda is expected to take only a few days off after each chemo treatment, the most appropriate FMLA for her is intermittent leave. When it is medically necessary, employees may take FMLA leave intermittently, or on a reduced leave schedule, reducing the employee’s usual weekly or daily work schedule. Leave to care for or bond with a newborn child or for a newly placed adopted or foster child may only be taken intermittently with the employer’s approval and must conclude within 12 months after the birth or placement.

176.

A training and development company requires all of its instructors and curriculum developers to sign non-disclosure and non-compete agreements. The company is most likely requiring this in order to_________________________.

  • Protect their intellectual property and other proprietary information. 

  • Prevent employees from slandering the organization.

  • Discourage employees from leaving the organization. 

  • Incentivize employees to exercise discretion.

Correct answer: Protect their intellectual property and other proprietary information. 

Intellectual property (IP) is an original mental work product that is usually protected by copyright, trademark or patent. IP is a type of proprietary information, and other proprietary information includes methods, materials and information developed by the company. Instructors and curriculum developers working at a training and development company most definitely have access to the company's IP and other proprietary information. The company should protect that information by preventing the sharing, movement or transfer of it. NDAs and non-competes are two traditional ways of achieving this.

177.

The outline of how an organization expects employees to conduct themselves around the world is called:

  • Global Ethics Policy

  • World Behavior Chart

  • Global Diversity Plan

  • Earth Employee Handbook

Correct answer: Global Ethics Policy

A Global Ethics Policy outlines the acceptable behaviors of employees who are doing business on this level. The policy may include strategies to avoid illegal practices, bribery, conflicts of interest, workplace privacy, and more.

178.

What types of events are considered qualifying events to be eligible for continuation of benefits coverage in accordance with COBRA?

Select all that apply. There are 3 correct answers.

  • Eligibility for SSA benefits

  • Reduction in hours

  • Legal separation

  • Marriage

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, the transition between jobs, death, divorce, and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102% of the cost to the plan.

COBRA generally requires that group health plans sponsored by employers with 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end.

179.

A nurse contracts HIV via an accidental needle-stick injury with a contaminated needle. Which of the following pieces of information may be omitted from the OSHA form 300 log?

  • Employee's name

  • Date of injury

  • Injury description 

  • Disease or illness name

Correct answer: Employee's name

Privacy is a major concern for many individuals, especially when the topic is their health. OSHA acknowledges this and has developed protections for what it refers to as privacy concern cases. These cases include injuries or illnesses involving intimate areas of the body or that resulted from sexual assault; HIV infection, hepatitis, or tuberculosis; needle-stick injuries with contaminated needles; or any other case when an employee has requested their name not be included. In these situations, a case number is substituted for the employee name in the OSHA form 300 log.

180.

Which of the following is true as it relates to nondirective interviews?

Select all that apply. There are 2 correct answers.

  • It is the opposite of a structured interview

  • Questions are not predetermined

  • All candidates are asked a predetermined set of questions

  • Allows hiring managers to gain perspectives from others

When assessing candidates for the suitability of open positions, it is important to ensure the type of interview selected matches the needs of the position, the organization, the work environment, etc. There are a variety of interview styles, and the most common are listed below:

  • Behavioral interviews: Behavioral interviewing is a job interviewing technique where candidates are asked to describe past performance and behavior to determine whether they are suitable for a position. The philosophy is that past behavior is a predictor of future behavior. Behavioral-based interviewing provides a more objective set of facts to make decisions compared to other interviewing methods.
  • Situational interviews: Similar to a behavioral interview, during the situational interview, candidates are asked specific questions about how they would handle certain circumstances but is more future-focused than behavioral interviews. The candidate is asked to assess a situation and to provide solutions on how they would handle it.
  • Structured/directive interviews: A structured interview is a controlled interview that is organized around specific questions and subject areas. The set questions do not vary between candidates interviewed except in response to candidate answers to the set questions (e.g., to request further information or clarification). This type of interview structure can reduce discrimination or bias by asking each candidate a list of predetermined questions.
  • Nondirective interviews: An unstructured interview or non-directive interview is an interview in which questions are not predetermined. These non-directive interviews are considered to be the opposite of a structured interview which offers a set amount of standardized questions.
  • Patterned interviews: A patterned interview is designed to cover specific areas (e.g., work history, education, home situation) for each candidate, but at the same time give the interviewer the chance to steer the dialogue into additional topics or to ask questions on points that need to be clarified.
  • Panel interviews: A panel interview is a job interview in which an applicant answers questions from a group of people who then make the hiring decision. Hiring managers use panel interviews to gain perspective from other people in the organization and, occasionally, those outside the organization.
  • Stress interviews: A stress interview is used to put an interviewee in an awkward position and to throw them off balance. It is designed to reveal how a candidate acts under pressure, deals with stress, and handles workplace conflict. This type of interview is commonly used in stress-based occupations such as law enforcement, astronauts, airline pilots, etc.
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