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HRCI SPHR Exam (page: 22)
HRCI Senior Professional in Human Resources
Updated on: 09-Feb-2026

Viewing Page 22 of 136
SPHR PDF 671 Questions

CORRECT TEXT
Safety in the workplace is directly linked to security of the workplace. When completing a risk assessment of the workplace and its security, there are four general categories of organizational assets that are measured for impact of identified risks. Which of the following is not one of the four asset categories that are analyzed for impact in the workplace security?

  1. Physical
  2. Financial
  3. Media
  4. Human

Answer(s): C

Explanation:

Answer option C is correct.
Media is not one of the four categories of workplace safety that is assessed. The four categories are financial, physical, human, and information.
Answer options B, A, and D are incorrect. Financial, physical, and human are among the four assessed categories of risk.


Reference:

Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Identification



What is the purpose of the OSHA consulting service?

  1. Helps employers identify the OSHA standards that apply to their workplace
  2. Acts as a one-time service
  3. Does not require compliance with OSHA standards
  4. Fines employers for violating OSHA safety standards

Answer(s): A

Explanation:

Answer option A is correct. OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations. To receive a free consultation, employers must agree to advise OSHA of changes in operating processes that may require additional consultations. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment



What type of dispute resolution believes that conflict is good and is used to resolve long-standing, deep-rooted conflicts within an organization?

  1. Alternative dispute resolution
  2. Constructive confrontation
  3. Arbitration
  4. Mediation

Answer(s): B


Reference:

Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-
5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Dispute Resolution



Your organization mainly focuses on the production of bicycles for selling it around the world. In addition to this, the organization also produces scooters. The management wants to restrict its line of production to bicycles. Therefore, it decides to sell the scooter production department to another competitor. Which of the following terms best describes the sale of the scooter production department to your competitor?

  1. Rightsizing
  2. Divestiture
  3. Outsourcing
  4. Corporate restructure

Answer(s): B


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



Which of the following is a productivity type of statistical HR measurement?

  1. Revenue per employee
  2. Job satisfaction
  3. Turnover and retention
  4. Cost per hire

Answer(s): A

Explanation:

Answer option A is correct. There are three types of statistical HR measurements: employee measures, such as turnover/retention (C) and job satisfaction (B); productivity measures, such as revenue per employee and OSHA incident rates; and HR activities measures, such as cost per hire (D) and ratio of total employees to HR staff. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: HR Metrics: Measuring Results



Viewing Page 22 of 136



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