SPHR Ultimate Senior Professional in Human Resources 4 — Questions and Answers
Question 1: A disparate impact claim under Title VII requires the plaintiff to first demonstrate:
- Intentional discriminatory intent by the employer
- A statistically significant adverse effect on a protected class (Correct answer)
- That the employer violated a specific EEOC regulation
- Evidence of a pattern of individual discriminatory acts
Correct answer: A statistically significant adverse effect on a protected class
Disparate impact (unintentional discrimination) requires statistical evidence showing that a neutral policy disproportionately excludes members of a protected class.
Question 2: Which succession planning approach identifies multiple candidates at different readiness levels (e.g., ready now, 1-2 years, 3-5 years) for key positions?
- Replacement planning
- Nine-box grid assessment
- Talent pool development
- Bench strength analysis (Correct answer)
Correct answer: Bench strength analysis
Bench strength analysis evaluates the depth and readiness of candidates available to fill critical roles, categorized by time to readiness.
Question 3: Under the ADA, which of the following is NOT considered a reasonable accommodation an employer must explore?
- Modified work schedule
- Reassignment to a vacant position
- Creating a new position for the employee (Correct answer)
- Purchase of assistive technology
Correct answer: Creating a new position for the employee
The ADA does not require employers to create a new position as a reasonable accommodation; reassignment to an existing vacant position is required.
Question 4: When analyzing a compensation structure for internal equity, an HR professional would primarily use:
- Market pricing surveys
- Job evaluation methods (Correct answer)
- Regression analysis of external pay data
- Salary history of current incumbents
Correct answer: Job evaluation methods
Job evaluation methods (such as point factor, ranking, or classification) systematically compare jobs internally to establish relative worth within the organization.
Question 5: A company wants to reduce voluntary turnover among high performers. Which retention strategy has the STRONGEST evidence base?
- Implementing across-the-board salary increases
- Conducting stay interviews with valued employees (Correct answer)
- Improving the physical work environment
- Adding more paid holidays to the benefits package
Correct answer: Conducting stay interviews with valued employees
Stay interviews proactively identify what keeps high performers engaged and what might cause them to leave, enabling targeted, individualized retention actions.
Question 6: Which type of bargaining involves both parties making concessions to reach a mutually acceptable agreement, also known as 'win-win' negotiating?
- Distributive bargaining
- Interest-based bargaining (Correct answer)
- Positional bargaining
- Concessionary bargaining
Correct answer: Interest-based bargaining
Interest-based (integrative) bargaining focuses on underlying interests rather than fixed positions, seeking solutions that benefit both parties.
Question 7: The Sarbanes-Oxley Act (SOX) Section 806 is most relevant to HR because it:
- Requires annual HR audits for public companies
- Protects whistleblowers who report securities fraud from retaliation (Correct answer)
- Mandates CEO and CFO certification of workforce data
- Establishes minimum standards for executive compensation disclosure
Correct answer: Protects whistleblowers who report securities fraud from retaliation
SOX Section 806 prohibits publicly traded companies from retaliating against employees who report suspected securities fraud or violations.
SPHR Ultimate Senior Professional in Human Resources 4
A disparate impact claim under Title VII requires the plaintiff to first demonstrate: