SPHR NEW EXAM WITH COMPLETE SOLUTIONS
100% CORRECT
Union substitution strategy to thwart union-organizing - ANS Establishing a formal
grievance procedure with binding arbitration as the final step
Union repression techniques - ANS • Moving the business into a right-to-work state
• Contracting out the jobs of those workers who wish to organize
• Offering a constant stream of antiunion propaganda
Distributive bargaining - ANS • Win/lose approach
• Moving firm positions
• Believing that resources are fixed
Integrative bargaining - ANSWER • Interest-based bargaining
Kirkpatrick's four levels of training evaluation - ANSWER • Level one: completing a
survey after a training re: quality of instruction, adequacy of facilities and relevance of
course content
• Level two: measures learning occurred during the class and can be evaluated through
testing
• Level three: measures whether content of training is being utilized at workplace and
can be measured through observation, appraisals and statements or surveys of
managers.
• Level four: results evaluation that can be measured from observations whether the
training caused an impact on the gap between desired and actual organizational
performance previously identified during training needs analysis.
Steps of scientific methods - 5 steps
,• Problem Identification
• Hypothesis formulation
• Research Design
• Data collection
• Data analysis
Predictive validity - ANSWER When a test is used and then compared to performance at
a later date.
Ranking - ANSWER • Whole job, Non-quantitative method of job evaluation
• Jobs are listed on horizontal and vertical axis and then compared to each job in terms
of the job's relative worth to the organization, placing a check mark in the cell denoting
which of the two jobs is most important • Pay rates of benchmark jobs determined after
the job evaluation is conducted
Bloom's taxonomy - ANSWER • Application: individual can do the actual job, i.e. operate
a machine
• Knowledge: employee can only recall facts about the job
• Comprehension: the employee is able to describe the purpose of the machine
• Analysis: employee can carry out routine maintenance and repair activities
Paired comparison method - ANSWER • The rater is required to compare the
performance of each employee with the performance of every other employee.
• The result of the process is to rank employees in terms of performance from best to
worst.
• Comparative data
Graphic rating scales - ANSWER • Category rating scales that proved absolute data
• Rates the employee against a performance standard not other employees
Checklists - ANSWER • Category rating scales that proved absolute data
,• Rates the employee against a performance standard not other employees
Forced Choice - ANSWER • Category rating scales that proved absolute data
• Rates the employee against a performance standard not other employees
Rules - ANSWER • Are specific as to actions to be taken and provide little or no latitude.
Planning management function - ANSWER • Determining the goals and deciding on
activities required to accomplish them.
Organizing HR management function - ANSWER • Allocation of resources necessary to
achieve the goals of the organization
• Assigning staff and resources to a particular project
Leading HR management function - ANSWER • Directing and motivating employees to
attain the goals
Controlling HR management function - ANSWER • Watching the progress toward the
goals and correcting if necessary
Span of Control
• The number of subordinates that a manager directs
Centralization - ANSWER • Describes at what level in the organization decisions are
made
Departmentalization - ANSWER • Framework by which work and workers are arranged
in the organization
Simple Organization Structure- ANSWER • No departmentalization
, • Wide spans of control
• Limited formalization
• Minimal hierarchy levels
• Work assignments are broad and flexible
• The decision making process is highly centralized
Technostructural- ANSWER • Organizational development intervention
• Changing the organization's structure to better improve organizational performance
Process Interventions - ANSWER • Organizational development intervention
• Interpersonal and intergroup relations processes designed to enhance working
relationships
Human resource management - ANSWER • Organizational development intervention
• Designed to manage individual and group performance and to provide supportive
assistance to employees so that they can better cope with the dual stresses of work and
family life.
Strategic Interventions - ANSWER • Organizational development intervention
• Designed to enable organizations to properly align themselves and their mission with
the environment.
Methods of assessing Strategic Recruitment Effectiveness - ANSWER • Change in
human capital - measures the change in the capacity of the workforce to achieve
organizational objectives
Methods of assessing operational effectiveness/efficiency - ANSWER • Time to fill
• Cost per hire
• Acceptance rates
100% CORRECT
Union substitution strategy to thwart union-organizing - ANS Establishing a formal
grievance procedure with binding arbitration as the final step
Union repression techniques - ANS • Moving the business into a right-to-work state
• Contracting out the jobs of those workers who wish to organize
• Offering a constant stream of antiunion propaganda
Distributive bargaining - ANS • Win/lose approach
• Moving firm positions
• Believing that resources are fixed
Integrative bargaining - ANSWER • Interest-based bargaining
Kirkpatrick's four levels of training evaluation - ANSWER • Level one: completing a
survey after a training re: quality of instruction, adequacy of facilities and relevance of
course content
• Level two: measures learning occurred during the class and can be evaluated through
testing
• Level three: measures whether content of training is being utilized at workplace and
can be measured through observation, appraisals and statements or surveys of
managers.
• Level four: results evaluation that can be measured from observations whether the
training caused an impact on the gap between desired and actual organizational
performance previously identified during training needs analysis.
Steps of scientific methods - 5 steps
,• Problem Identification
• Hypothesis formulation
• Research Design
• Data collection
• Data analysis
Predictive validity - ANSWER When a test is used and then compared to performance at
a later date.
Ranking - ANSWER • Whole job, Non-quantitative method of job evaluation
• Jobs are listed on horizontal and vertical axis and then compared to each job in terms
of the job's relative worth to the organization, placing a check mark in the cell denoting
which of the two jobs is most important • Pay rates of benchmark jobs determined after
the job evaluation is conducted
Bloom's taxonomy - ANSWER • Application: individual can do the actual job, i.e. operate
a machine
• Knowledge: employee can only recall facts about the job
• Comprehension: the employee is able to describe the purpose of the machine
• Analysis: employee can carry out routine maintenance and repair activities
Paired comparison method - ANSWER • The rater is required to compare the
performance of each employee with the performance of every other employee.
• The result of the process is to rank employees in terms of performance from best to
worst.
• Comparative data
Graphic rating scales - ANSWER • Category rating scales that proved absolute data
• Rates the employee against a performance standard not other employees
Checklists - ANSWER • Category rating scales that proved absolute data
,• Rates the employee against a performance standard not other employees
Forced Choice - ANSWER • Category rating scales that proved absolute data
• Rates the employee against a performance standard not other employees
Rules - ANSWER • Are specific as to actions to be taken and provide little or no latitude.
Planning management function - ANSWER • Determining the goals and deciding on
activities required to accomplish them.
Organizing HR management function - ANSWER • Allocation of resources necessary to
achieve the goals of the organization
• Assigning staff and resources to a particular project
Leading HR management function - ANSWER • Directing and motivating employees to
attain the goals
Controlling HR management function - ANSWER • Watching the progress toward the
goals and correcting if necessary
Span of Control
• The number of subordinates that a manager directs
Centralization - ANSWER • Describes at what level in the organization decisions are
made
Departmentalization - ANSWER • Framework by which work and workers are arranged
in the organization
Simple Organization Structure- ANSWER • No departmentalization
, • Wide spans of control
• Limited formalization
• Minimal hierarchy levels
• Work assignments are broad and flexible
• The decision making process is highly centralized
Technostructural- ANSWER • Organizational development intervention
• Changing the organization's structure to better improve organizational performance
Process Interventions - ANSWER • Organizational development intervention
• Interpersonal and intergroup relations processes designed to enhance working
relationships
Human resource management - ANSWER • Organizational development intervention
• Designed to manage individual and group performance and to provide supportive
assistance to employees so that they can better cope with the dual stresses of work and
family life.
Strategic Interventions - ANSWER • Organizational development intervention
• Designed to enable organizations to properly align themselves and their mission with
the environment.
Methods of assessing Strategic Recruitment Effectiveness - ANSWER • Change in
human capital - measures the change in the capacity of the workforce to achieve
organizational objectives
Methods of assessing operational effectiveness/efficiency - ANSWER • Time to fill
• Cost per hire
• Acceptance rates
