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SPHRi Certified Questions - SPHRi Valid Exam Pdf

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HRCI Senior Professional in Human Resources - International Sample Questions (Q150-Q155):

NEW QUESTION # 150
The second of these important amendments to FLSA determined that employers cannot be required to compensate employees who commute long distances to work. Which of the following reflects this amendment?

A. Equal Pay Act
B. National Labor Relations Act
C. Portal-to-Portal Act
D. Davis-Bacon Act

Answer: C

Explanation:
The Portal to Portal Act, created in 1947, determined that employers cannot be required to compensate employees who commute long distances to work. The Equal Pay Act of 1963 forbids any type of discrimination based on the employee's gender. The Davis-Bacon Act of 1931 and the National Labor Relations Act of 1935 were both created before the legislation of the Fair Labor Standards Act of 1938, so they are irrelevant.

NEW QUESTION # 151
The corporate social responsibility (CSR) strategic process starts with a committed leadership team. What is the second step?

A. Assessment
B. Plan development
C. Communication
D. Brainstorming

Answer: A

Explanation:
The second step of the corporate social responsibility (CSR) process is to conduct an assessment of the organization's current state. The assessment will review company structure, strategy', and processes.

NEW QUESTION # 152
The Motivation/Hygiene Theory (1959) is attributed to which of the following researchers?

A. Fredrick Herzberg
B. Victor Vroom
C. Abraham Maslow
D. Clayton Alderfer

Answer: A

Explanation:
The Motivation/Hygiene Theory of 1959, which focuses on raising the value of a job in the eyes of the employee, is attributed to Fredrick Herzberg. Clayton Alderfer is responsible for the ERG Theory of 1969} Victor Vroom is credited with the Expectancy Theory of 1964} Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.

NEW QUESTION # 153
A company is looking to design more flexibility into its compensation practices in order to empower managers to more accurately reward their employees for high performance.
Which of the following compensation practices is most likely to achieve this goal?

A. Pay grades
B. Market pricing
C. Pay policy line
D. Broadbanding

Answer: D

Explanation:
Market pricing and establishing a pay policy line are directly linked to market compensation practices and do not of fer a wide variability of options in pay rates. Pay grades of fer some additional flexibility and set a minimum and maximum pay rate for a position or for a set of related positions. Broadbanding combines sets of pay grades and a greater number of positions into a larger range of pay options. This technique allows managers greater agency and flexibility in how they choose to reward or value their employees.

NEW QUESTION # 154
Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?

A. Universities
B. State government agencies
C. Federal legislative bodies
D. Religious institutions

Answer: D

Explanation:
The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.

NEW QUESTION # 155
......

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