Free HRCI SPHR - Senior Professional in Human Resources Exam Dumps

Answer option C is correct.

To assess the reasonableness of a requested accommodation, employers should ask employees to describe their limitations, how those limitations affect their performance of essential job functions, and whether they have suggestions for an accommodation that would allow them to perform the functions. See Chapter 8 for more information.

Chapter: Risk Management

Objective: Risk Management

Answer option C is correct.

Fiduciary responsibility implies a greater legal obligation to act with great care and responsibility on behalf of a company. Acting in one's own self-interest, conflicting duties, and profiting from a role are all examples of how HR could breach this obligation. Code of conduct, breach of contract and conflict of interest are certainly components of HR standards, but in terms of ranking, they fall below the concept of fiduciary responsibility.

Chapter: Compensation and Benefits

Objective: Review Questions

Answer option C is correct.

Even though Marcy doesn't have other work to complete she is still to be paid for her time. This is an example of engaged to wait - as the company has purchased her time on an hourly basis and the current assignment is to wait for Tom.

Answer option A is incorrect. Engaged to wait means that Marcy will still be paid for her time.

Answer option D is incorrect. Lag time is the time to wait between activities in project management and isn't relative in this issue.

Answer option B is incorrect. While this answer is correct you must always pick the best answer, which is the example of engaged to wait.

Chapter: Compensation and Benefits

Objective: Total Rewards Defined

Answer option C is correct.

Management style is the stress factor that includes lack of family friendly policies.

Answer option B is incorrect. Task design is a stress factor that focuses on the day-to-day work activities.

Answer option D is incorrect. Work roles is a stress factor that describes the responsibilities and authority a worker may, or may not, have in the job.

Answer option A is incorrect. Career concerns are a stress factor that describes the security of employment, longevity of the career, and job growth.

Chapter: Risk Management

Objective: Risk Assessment

Answer option D is correct.

Workforce analysis, also known as organizational display, is an organizational chart that includes summary information about incumbents' race, gender, and wages. It is a basic and essential building block for human resources planning.

Answer option A is incorrect. Job Group Analysis describes the analysis that nonconstruction contractors complete. The study begins the process of comparing the employer's representation of women and minorities to the estimated availability of qualified women and minorities available to be employed.

Answer option B is incorrect. Availability analysis studies the availability of minorities and women for jobs and helps to establish goals to eliminate underutilization that may be found.

Answer option C is incorrect. Utilization analysis studies the utilization of women and minorities and creates placement goals to eliminate the underutilization.

Chapter: Workforce Planning and Employment

Objective: Federal Employment Legislation