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The Eubanks Review: PHR/SPHR Exam Review July 19, 2012

PHR/SPHR

Exam

2012

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Colorful Commentator:

Dwane Lay, SPHR

Head of HR Process Design

Dovetail Software

@DwaneLay

@beneubanks

Expert on HR Exams and getting promoted:

Ben Eubanks, PHR

Blogger & Author

upstartHR

Why is this guy qualified?

• 70+ hours of studying for over 12 weeks

• 700+ practice questions

• Read over 1000 pages of material

• Wrote “Rock the PHR”

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A Little About Us…

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HRCP Giveaway!

You could leave this webinar the proud owner of …

The Complete HRCP Program (2012 Edition)

a. It’s Comprehensive

b. It’s Affordable (as in FREE)

c. It’s Up-to-date

d. It’s Effective

e. All of the above

What is so great about the HRCP Program?

$345

Value!

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• Study materials will never match exam questions exactly

• Study from multiple sources to expose yourself to different types of exam questions

• Practicing questions is often cited as the best way to prepare for the exam

Practice makes Perfect!

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What’s on the Test?

Source: HRCI.org

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Business Management & Strategy

Mission, vision, values, business goals, objectives, plans, and processes of the organization

Legislative and regulatory processes

Strategic planning process and implementation

Management functions, including planning, organizing, directing, and controlling

Techniques to promote creativity and innovation

Corporate governance procedures and compliance

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Sample Question:

The balanced scorecard concept does not:

a. Tie objectives to specific performance measures

b. Eliminate unncessary processes to increase customer satisfaction

c. Measure how objectives contribute to organizational goals

d. Set targets for meeting objectives

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Audience Practice Question

Poll Question 1: A statement that describes what an organization does that is different from others is a…

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Workforce Planning & Employment

Federal/state/local employment laws and regulations for workforce planning and employment (Title VII, ADA, ADEA, EEOC, UGESP, WARN, IRCA, etc.)

Recruitment sources and strategies

Succession planning and workforce forecasting methods

Interviewing techniques

Terminations, downsizing, restructuring, and outplacement practices

Employer marketing and branding

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Sample Question:

An Affirmative Action Plan must be completed by employers who meet which criteria?

a. Private employers with 25+ employees

b. Government contractors and subs with contracts of $10k+ in a 12 month period

c. Government contractors and subs with contracts of $2500+ in a 12 month period

d. Government contractors and subs with 50+ employees and contracts of $50k+ each year

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Audience Practice Question:

Poll Question 2: Which of the following is not a BFOQ?

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Human Resource Development

Applicable federal/state/local laws and regulations

Organizational Development theories or applications

Training-program development, methods, techniques, etc.

Performance appraisal methods

Performance management methods

Assessing a training program's effectiveness

Mentoring and coaching

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Sample Question:

The best quality tool for gathering information about a specific problem is:

a. A Pareto chart

b. An Ishikawa diagram

c. A stratification chart

d. A histogram

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Audience Practice Question:

Poll Question 3: Which of the following should be included in a supervisory training program?

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Compensation & Benefits

Applicable federal, state, and local laws, including FLSA, ERISA, COBRA, HIPAA, FMLA,FICA, etc.

Total Rewards strategies involving compensation, benefits, wellness, rewards, bonuses, recognition, employee assistance, etc.

Job evaluation methods

Job pricing and pay structures

External labor markets and other factors uncovered during the process of environmental scanning

Merit, incentive, variable and other pay programs

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Sample Question:

An example of an intrinsic reward is:

a. Recognition of accomplishments

b. The satisfaction of a job well done

c. A great supervisor

d. An exciting assignment

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Audience Practice Question:

Poll Question 4: Employers are required to provide a portable retirement plan to employees based on…

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Employee & Labor Relations

Federal, state and local legislation affecting employment in union and non-union environments (antidiscrimination, sexual harassment, labor relations, and privacy laws)

Techniques for facilitating positive employee relations

Employee involvement strategies

Individual employment rights issues and practices (employment at will, negligent hiring, defamation, or employees’ rights to bargain collectively)

Unfair labor practices

The collective bargaining process, strategies, concepts, and human resources' role

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Sample Question:

During a unionizing campaign, management may do the following in response to union allegations:

a. Point out the consequences of unionization based on past facts

b. Encourage nonunion employees to talk about reasons they don’t want to join the union

c. Tell employees the company will have to move jobs to another country if union is elected

d. Ask employees what the union is saying about the company

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Sample Question 2:

Double breasting occurs when:

a. An employer has two companies that are substantially identical

b. A neutral employer preforms work that is normally done by striking employees

c. An employer has two businesses, one union and one nonunion, that do substantially the same work but have different management, equipment and customers

d. Two businesses perform operations that are part of the same product

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Risk Management

Federal, state, and local health/safety/security legislation

Occupational illness and injury compensation/prevention

Workplace safety/security risks

Potential violent behavior and workplace violence prevention

Incident, emergency response, and disaster recovery plans

Substance abuse and dependency issues

Data integrity and security technology

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Sample Question:

An effective safety and health management plan does not include:

a. Senior management support

b. Ongoing worksite analysis

c. Regular OSHA inspections

d. Active hazard prevention program

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Audience Practice Question:

Poll Question 5: An OSHA violation with substantial probability of death or serious harm as the result of a workplace hazard is…

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SPHR: A Different Animal

• Participate in strategic decision-making and due diligence activities related to organizational structure and design (restructuring, M&A, offshoring, etc.)

• Conduct a needs assessment to identify and establish priorities regarding human resource development activities

• Develop, implement/administer, and evaluate expatriate and foreign national total rewards programs

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More Study Questions

1. Upstart HR: upstarthr.com/phr-sphr

2. Click on “Master List”

3. Scroll down for over a dozen sources of cheap and free study questions

Go to…

#dovetailhr

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Next Session

• Session 3: 25 SPHR/PHR Recertification Ideas

– Thursday, August 23rd

• Missed Session 1?

– Visit dovetailsoftware.com/hr-webinars

Featured Speakers:

Dwane Lay

Head of HR Process Design

Dovetail Software

Ben Eubanks

Author

upstartHR.com

@DwaneLay @BenEubanks

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Thank You

Dovetail Software

(800) 684-2055

@dovetail

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