The PHR ® and SPHR ® says that the holder has demonstrated mastery of the HR body of knowledge and has accepted the personal challenge to stay informed of new developments in the HR field.
To be successful in their jobs, HR professionals must know how to deal effectively with strategic management and planning issues, international competition, management staffing and family and social issues that affect the workplace.
The educational services offered by SHRM include the following:
SHRM Certification Preparation Course. These three- and four-day courses are designed to refresh candidates on the HR body of knowledge and cover the functional areas included in the HRCI test specifications. For details, see www.shrm.org/seminars .
SHRM Learning System. This computer-based study tool reviews the functional areas on the HR body of knowledge. For details, see www.shrm.org/learning .
The educational services offered by SHRM include the following:
College/University Program. Participating colleges and universities offer these courses, held a few months before each national test administration. They are 10 weeks in length. The courses are designed to prepare candidates for the PHR and SPHR examinations and are also modeled from the HRCI test specifications. For details, see http://www.shrm.org/learning/college.htm
An applicant who was previously fired for misconduct by another employer does not list that employment experience on the application form and is subsequently hired. One month later, this omission is discovered. How should this situation be handled?
A. The incident should be overlooked and considered a casual omission. B. The employee should receive a written disciplinary letter about the omission. C. The employee should be fired for falsification of the application. D. The previous employer should be contacted to determine the cause of the prior dismissal.
C. The employee should be fired for falsification of the application.
A commonly recognized principle at law is that fraudulent misrepresentation on an application form is grounds for immediate dismissal. Additionally, falsification of official records is viewed as a serious violation of work rules. If an applicant intentionally lies or conceals information and was previously terminated by another employer for misconduct, assume more problems will occur. The best indicator of future performance is past performance. The employee should be terminated.
Performance appraisals are subject to the Uniform Guidelines for Employee Selection Procedures. As such, they must be job-related and based on job analysis. General job descriptions are not specific enough to be legally defensible. Using a trait approach focuses on personal characteristics rather than job performance.
Cafeteria-style benefit plans allow employees some degree of freedom of selection in the type of benefits for which they may enroll. These plans allow the employee to tailor the benefit package to their particular life situation, providing a more efficient utilization of benefits. The downside of such plans are increased record-keeping and administration and the potential for adverse selection.
Job enrichment and job enlargement are two means of enhancing jobs through job design. What is the basic difference between the two techniques?
A. Enriching a job involves adding more tasks to an existing job while enlarging a job involves adding more responsibilities. B. Enlarging a job indicates an increased rate of pay will accompany the new job responsibilities. C. Enlarging a job involves adding more tasks at the same level while enriching a job involves adding more responsibilities. D. The two terms mean the same, there is no basic difference between them.
C. Enlarging a job involves adding more tasks at the same level while enriching a job involves adding more responsibilities.
Enlarging a job involves adding more tasks at the same level while enriching a job involves adding more responsibilities. Job enlargement is generally considered an increase in the number and variety of tasks in a job. It is also known as horizontal loading because the new tasks are at the same responsibility level as the previous tasks. Job enrichment involves adding more and often higher levels of responsibility to a job. It generally increases a worker's degree or control over planning, execution and evaluation of work. It also known as vertical loading.
Permissive or voluntary issues are those that may be raised but neither side may insist that they be included in the collective bargaining process. Prohibited issues are those that have been specifically excluded.
In a firm's training and development program, the trainee must believe that improved skills will lead to desired outcomes and that efforts in the training program will result in improved skills. These assumptions are related to which motivation theory?
A. expectancy theory B. reinforcement theory C. motivation-hygiene theory D. equity theory
Reinforcement theory holds that the consequences of behavior influence that behavior. To be most effective, reinforcement needs to be provided as soon after the desired behavior as possible. Herzberg's motivation-hygiene theory focuses on satisfiers (motivator factors, such as achievement and responsibility) and dissatisfiers, hygiene factors, which are important in preventing demotivation but do not positively motivate performance. Other hygiene factors are company policy, working conditions and pay. Equity theory suggests that individuals compare their rewards and the efforts required to attain them with the rewards and efforts of other relevant individuals.
The National Labor Relations Act (the Wagner Act) declared legislative support of the right of labor to organize and engage in collective bargaining. The Norris-LaGuardia Act specifies when injunctions can be used in labor disputes and outlaws so-called yellow dog contracts. The Walsh-Healey Act sets wages, hours, and working conditions for government contractors and the Davis-Bacon Act regulates wages for workers of government contractors on public works projects.
Vesting rights refer to the percent of profit an employee actually owns in his or her account. It is often established on a graduated basis. For example, an employee may become 20 percent vested after two years with an additional 20 percent every year thereafter until the employee is 100 percent vested. This approach tends to encourage employees to stay with the organization.
Biographical data, personal goals and test scores would most likely serve as independent variables that might have an affect on dependent variables, such as satisfaction, productivity and tenure. The purpose of regression analysis is to use the correlation existing between two or more variables as a means of predicting one dependent variable from the independent variables.