SPHRPHR STUDY GUIDE
QUESTIONS AND
CORRECT ANSWERS
GRADED A+ 2025-2026
Replacement Cost - ANS-The amount it would cost to replace an asset at current prices.
It would include recruiting, hiring and training a totally new work force.
Outlay Cost - ANS-Also known as explicit costs. Any concrete costs that can be
identified in the past, present or future
Turnover Efficiency - ANS-The measure of how well assets are being used to produce
revenue.
Self Nomination - ANS-If a company wants to promote employees to higher level
positions from within , the best method of recruitment is to all for job bidding or self
nomination.
Performance Expectations - ANS-When an employee is not meeting performance
expectations, the supervisor should review with the employee intermittently before the
final timeline to work with him/her on meeting his/her objectives. The objectives
should be specific, realistic and a timeline should be identified. Additionally, reviewing
performance expectations intermittently will reduce discriminatory action.
Three Components of Retention Management - ANS-measurement and assessment,
retention interventions and selection procedures and followup tactics. The biggest
component to employee retention management is getting the right people in an
organization. In addition, continual measurements and assessment are essential.
, Transparency and free flow of communication channels is also an essential step for
maintaining strong employer-employee relationships.
Primary Objective of a contract negotiation - ANS-1. To establish a good working
relation with the seller
2. To obtain a reasonable and fair price for the contract.
Sunset Clause - ANS-Identifies a time period after the defined end of an incentive pay
plan.
Golden Handcuffs - ANS-Represents employee incentives linked to an individual's
continued employment with an organization so that key performers have strong
incentives to stay with the organization due to significant losses if they were to leave.
Expert Power - ANS-When important employees demand an increase in pay because
they know they are invaluable to the organization due to their level of expertise or skill
set.
Recognition and Rewards - ANS-Recognition and rewards are used to promote team
performance and reinforce desired behaviors. To be effective, recognition and rewards
should be based on activities under a persons control and clear criteria for rewards
should be established. Improves team cohesiveness.
Zero Sum Rewards - ANS-Undermines/ Limits team cohesiveness due to limited
number of project team members being recognized for their work.
Line Managers - ANS-Line managers are primarily responsible for managing human
resources/ employees. However, human resource professionals provide special
expertise and tools that assist line managers in managing their direct report
employees.
Test/Retests, Internal Consistency, Parallel Forms - ANS-All measure reliability.
Reliability is the ability of an instrument to measure consistency with relative absence
of error.
QUESTIONS AND
CORRECT ANSWERS
GRADED A+ 2025-2026
Replacement Cost - ANS-The amount it would cost to replace an asset at current prices.
It would include recruiting, hiring and training a totally new work force.
Outlay Cost - ANS-Also known as explicit costs. Any concrete costs that can be
identified in the past, present or future
Turnover Efficiency - ANS-The measure of how well assets are being used to produce
revenue.
Self Nomination - ANS-If a company wants to promote employees to higher level
positions from within , the best method of recruitment is to all for job bidding or self
nomination.
Performance Expectations - ANS-When an employee is not meeting performance
expectations, the supervisor should review with the employee intermittently before the
final timeline to work with him/her on meeting his/her objectives. The objectives
should be specific, realistic and a timeline should be identified. Additionally, reviewing
performance expectations intermittently will reduce discriminatory action.
Three Components of Retention Management - ANS-measurement and assessment,
retention interventions and selection procedures and followup tactics. The biggest
component to employee retention management is getting the right people in an
organization. In addition, continual measurements and assessment are essential.
, Transparency and free flow of communication channels is also an essential step for
maintaining strong employer-employee relationships.
Primary Objective of a contract negotiation - ANS-1. To establish a good working
relation with the seller
2. To obtain a reasonable and fair price for the contract.
Sunset Clause - ANS-Identifies a time period after the defined end of an incentive pay
plan.
Golden Handcuffs - ANS-Represents employee incentives linked to an individual's
continued employment with an organization so that key performers have strong
incentives to stay with the organization due to significant losses if they were to leave.
Expert Power - ANS-When important employees demand an increase in pay because
they know they are invaluable to the organization due to their level of expertise or skill
set.
Recognition and Rewards - ANS-Recognition and rewards are used to promote team
performance and reinforce desired behaviors. To be effective, recognition and rewards
should be based on activities under a persons control and clear criteria for rewards
should be established. Improves team cohesiveness.
Zero Sum Rewards - ANS-Undermines/ Limits team cohesiveness due to limited
number of project team members being recognized for their work.
Line Managers - ANS-Line managers are primarily responsible for managing human
resources/ employees. However, human resource professionals provide special
expertise and tools that assist line managers in managing their direct report
employees.
Test/Retests, Internal Consistency, Parallel Forms - ANS-All measure reliability.
Reliability is the ability of an instrument to measure consistency with relative absence
of error.
