Topic 1, Volume A
The human resource professional fulfills three core roles in any organization. These three roles
help propel the company's success. Which of the following statements best describes the roles of
an HR professional?
A.
Human resource professionals fulfill strategic, operational, and administrative roles.
B.
Human resource professionals fulfill legal, operational, and administrative roles.
C.
Human resource professionals fulfill strategic, operational, and logistical roles.
D.
Human resource professionals fulfill functional, operational, and logistical roles.
Human resource professionals fulfill strategic, operational, and administrative roles.
Human resource professionals help an organization achieve its goals through strategic,
operational, and administrative roles. The strategic role builds on employee strengths. The
operations role manages the employee relations and recruiting functions. The administrative role
describes compliance with regulations, employee records, and confidentiality of employee
information.
Answer option B is incorrect. Legal isn't a role of the HR professional; compliance with regulations
is part of the administrative role.
Answer option C is incorrect. Logistical is not one of the three roles of an HR professional.
Answer option D is incorrect. Functional and logistical are not roles of an HR professional.
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
Each collective bargaining agreement outlines the process to file a grievance. Most agreements
define a four-step approach to the grievance procedure. During which one of the following steps of
the grievance procedure, might the president of the local union meet with the manager of the plant
at which the employee with the grievance works?
A.
Initiate the complaint
B.
Escalate the complaint internally
C.
Reach the highest level of internal escalation
D.
Participate in binding arbitration
Escalate the complaint internally
Answer option B is correct.
The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint
internally, Reach the highest level of internal escalation, and then Participate in binding arbitration.
The second phase of the grievance procedure likely has the local union's president meet with the
plant manager to try to find a resolution.
Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor
of the person who experienced the grievance is notified of the complaint and offered a time period
to find a resolution.
Answer option C is incorrect. This phase of the grievance procedure may actually bring the
president of the national union to meet with president of the company, where the union member
works.
Answer option D is incorrect. If no resolution has been met, this final procedure causes the
grievance to move onto the court systems.
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: Business Management and Strategy
Objective: Strategy
QUESTION NO: 13
A business professional must plan on the direction and mission of the organization. Questions that
direct the business ask where is the business now, where does the business want to go, how will
the business get there, and how will we know when it has arrived. What term is assigned to this
business introspection?
A.
Planning
B.
Mission building
C.
Strategic planning
D.
Vision
Strategic planning
Answer option C is correct.
These questions are all indicative of strategic planning.
Answer option A is incorrect. While this is a form of planning, this isn't the best answer for the
question.
Answer option B is incorrect. Mission building happens as the business is in its startup phase of
the organizational life cycle.
Answer option D is incorrect. Vision is linked to the mission of the company. It's the image and
model the founder and executives see for the organization.
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: Strategy
What plan captures and projects how human resources will contribute to achieving the
organization's strategic plan?
A.
Human capital management plan
B.
HR Staffing Plan
C.
Resource Development Plan
D.
Change management plan
Human capital management plan
Answer option A is correct.
The human capital management plan is a plan created by HR to define how the HR department
and staff will help the organization achieve its strategic goals.
Answer option B is incorrect. The HR Staffing Plan is not a valid plan for this question.
Answer option C is incorrect. The Resource Development Plan is an HR plan that describes the
competency and skills improvement for the human capital in the organization.
Answer option D is incorrect. A change management plan describes the change and how the
company may best overcome the challenges and risks the change presents.
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: Strategy
An HR audit is designed to help management do what?
A.
Improve employee morale.
B.
Analyze HR policies, programs, and procedures against applicable legal requirements.
C.
Improve HR effectiveness.
D.
All of the above.
All of the above.
Answer option D is correct.
An HR audit is an organized process designed to identify key aspects of HR in the organization
such as employee morale, HR policies, programs and procedures, and HR effectiveness. See
Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: Strategic Management
What term is best described as examining the entire organization to simplify or eliminate
unnecessary processes with the goal of increasing customer satisfaction through improvements in
efficiency?
A.
Reengineering
B.
Corporate restructuring
C.
Workforce reduction
D.
Mergers and acquisitions
Reengineering
Answer option A is correct.
Reengineering examines the efficiencies of the organization and how it affects profits, production,
capacity, and customer satisfaction and then acts to improve the organization and customer
satisfaction by removing unneeded processes.
Answer option B is incorrect. Corporate restructuring looks to eliminate individual units to reduce
or eliminate redundancy or bureaucratic processes.
Answer option C is incorrect. Workforce reduction is also the reduction of resources, it is also
known as downsizing, rightsizing, or reductions in force.
Answer option D is incorrect. Mergers and acquisitions describe two or more units merging
together into one.
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: Strategic Management
You need to participate in enterprise risk management and complete an HR-audit. Which of the
following is the best definition of an HR-audit in regard to risk management?
A.
Identify the total number of employees in the organization
B.
Identify the competency of employees in each areas of the organization
C.
Identify the total number of employees by years of employment in the organization and verify their
experience, education, and skills
D.
Identify the HR areas that may be out of compliance with legal requirements
Identify the HR areas that may be out of compliance with legal requirements
Answer option D is correct.
An HR audit examines the areas of human resources management that may be out of compliance
with legal requirements or that are in need of updating.
Answer options A, B, and C are incorrect. These are not examples of an HR audit.
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: Strategic Management
As an HR Professional, you must be familiar with many laws and the process of how laws come
into existence. One type of law is an administrative law. Which of the following is NOT an example
of an administrative law?
A.
Agency rules and regulations
B.
Executive orders
C.
Agency orders
D.
Corporate governance
Corporate governance
Answer option D is correct.
Corporate governance refers to the influences that may impact the way corporations are
managed, not the way a bill may become a law.
Answer option A is incorrect. Agency rules and regulations are laws developed by federal
agencies, such as OSHA.
Answer option B is incorrect. Executive orders are orders signed by the president - they become
laws after existing in the Federal Register for 30 days.
Answer option C is incorrect. Agency orders are also laws originating from federal agencies such
as the National Labor Relations Board.
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 Governance
John is the Senior HR Professional for his organization and he's reviewing his company's code of
conduct. Which of the following statements best describes a code of conduct?
A.
A code of conduct is a statement of behaviors that the organization expects from its employees.
B.
A code of conduct is a statement of ideal standards that the organization is committed to uphold in
its business practices.
C.
A code of conduct is a statement of ideal standards that the shareholders are expected to uphold
in its business practices.
D.
A code of conduct is a statement of behaviors that the employees expect from its management.
A code of conduct is a statement of behaviors that the organization expects from its employees.
Answer option A is correct.
The code of conduct is an employer's expectation of employee behavior.
Answer option B is incorrect. This statement describes the company's code of ethics.
Answer option C is incorrect. This isn't a valid statement for the code of conduct.
Answer option D is incorrect. All employees are expected to abide by the code of conduct, not just
management or just employees.
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 Governance
As a Senior HR Professional, you may have to work with the board of directors on some
organizational issues and goals. How does the board of directors come into existence?
A.
The founder of the organization chooses the members of the board.
B.
The members of the board are hired just like all employees.
C.
The shareholders of the company elect the board of directors.
D.
Regulations, laws, and policies determine who is eligible to serve on the board of directors.
The shareholders of the company elect the board of directors.
Answer option C is correct.
Shareholders elect the board of directors.
Answer option A is incorrect. The founder of the company doesn't choose the board - the
shareholders of the company do.
Answer option B is incorrect. Members of the board may be employees, but it's the shareholders
that elect the board, not HR.
Answer option D is incorrect. The shareholders of the company determine who will serve on the
board, not regulations or laws.
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 Governance
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