SPHR Questions - Part 36

1. Right Answer: D
Explanation: Answer option D is correct.Workplace privacy should address the utilization of video cameras used for surveillance. Management should balance the need for security with an employee's expectation of privacy.Answer option A is incorrect. Personal use of company assets describes what may be acceptable for excessive use of resources, such as personal telephone calls or personal Internet usage.Answer option B is incorrect. Conflicts of interests describe an employee's ability to influence company decisions for personal gain.Answer option C is incorrect. Confidentiality describes the protection of employee, and often customer, information that may be gathered through the employment relationship.Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter Four: Workforce Planning and Employment.Chapter: Business Management and StrategyObjective: Corporate Governance

2. Right Answer: A
Explanation: Answer option A is correct.Just because an image is on a website doesn't mean the copyright laws don't exist for the site. Images, photos, and web content are copyright protected. Some websites allow people to purchase rights or have access to limited rights of the image. Each web site may have different rules and applicable policies.Answer option D is incorrect. There is no such law as International Electronic Copying Law.Answer option C is incorrect. The government does not own the Internet; it is a connection of private networks and public networks.Answer option B is incorrect. Images are not copyright free just because they are online.Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter 5: Human Resource Development. Official PHR andSPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Human Resource DevelopmentObjective: Federal Employment Legislation

3. Right Answer: A
Explanation: Answer option A is correct.Of all the scenarios, only the plumber's travel from one worksite to another is applicable for time payment.Answer option C is incorrect. A daily commute isn't applicable for time compensation.Answer option D is incorrect. While the pilot's waiting time may be payable, this is not an example of travel time compensation.Answer option B is incorrect. Travel time to a worksite is not applicable for compensation.Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.Chapter: Compensation and BenefitsObjective: Total Rewards Defined

4. Right Answer: C
Explanation: Answer option C is correct.A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions, ideas, and detailed information about the outsourced function.The vendor will provide a proposal in response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need that the vendor is to provide a solution and a price.Answer option A is incorrect. A Request for Quote (RFQ) is a procurement document that asks the vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit.Answer option B is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a procurement document asking the vendor for a fixed price for a specific thing to be purchased.Answer option D is incorrect. A request for information (RFI) asks the vendor for more information about their solution, services, or company. An RFI could ask for samples, references of work, white papers, and more information.HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Needs Assessment and Analysis

5. Right Answer: A
Explanation: Answer option A is correct.Vroom explains his theory with three terms: expectancy (the individual's assessment of their ability to achieve the goal), instrumentality (whether the individual believes they are capable of achieving the goal), and valence (whether the anticipated goal is worth the effort required to achieve it). Adams' equity theory (B) states that people are constantly comparing what they put into work to what they get from it. McClelland's acquired needs theory (C) states that people are motivated by one of three factors: achievement, affiliation, or power. McGregor's Theory X and Theory Y (D) explain how managers relate to employees. Theory X managers are autocratic, believing that employees do not want to take responsibility. Theory Y managers encourage employees to participate in the decision- making process, believing that they respond to challenges. See Chapters 2 and 5 for more information.Chapter: Core Knowledge Requirements for HR ProfessionalsObjective: Motivation Concepts