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HRCI Senior Professional in Human Resources - International Sample Questions (Q223-Q228):

NEW QUESTION # 223
When designing a total rewards plan, which of the following actions would be MOST effective at designing a benefits strategy to improve employee retention?

A. Coordinate with the accounting department to determine the maximum possible budget for
B. Survey employees to better understand their needs and desires.
C. Perform a job analysis to determine benefits stratif ication across the workforce hierarchy.
D. Research market surveys to determine the current industry standards.

Answer: B

Explanation:
In the wake of the Great Resignation, historic levels of job turnover have been spurred by employee desire for better compensation, improved work/lif e balance, and improved benefits. The most effective way to determine what total rewards will inspire employees to stay is to ask employees what they want out of their rewards in order to stay. Market research and coordinating across organizational functions are useful steps in the process but do not necessarily lead to rewards specif ic to the needs and desires of the workforce. Job analysis can be a useful tool during organizational design and restructure but does not directly link employee retention and total rewards.

NEW QUESTION # 224
The components of an effective substance abuse program include all of the following EXCEPT:

A. Upper-level management support for all substance abuse programs and policies
B. Targeted drug testing for employees who have substance abuse problems
C. Management training programs for implementing substance abuse policy
D. A written statement regarding the company/s no-tolerance policy about substance abuse

Answer: B

Explanation:
Effective substance abuse programs require that drug testing be completely fair, and targeted drug testing for employees who betray substance abuse problems would not necessarily fall under the description of "fair." Answer choices A, B, and D are incorrect because all represent components of an effective substance abuse program within an organization. Additionally, answer choices A, B, and D can each be practiced and applied consistently with all employees to set clear and fair expectations for the entire workforce and not just a targeted population.

NEW QUESTION # 225
After an initial business assessment, an organization has determined that it needs to invest in a new HRIS. Which of the following steps should the organization's HR and business team take first?

A. Set an implementation timeline.
B. Request HRIS vendor quotes.
C. Determine the budget.
D. Perform an organizational needs assessment.

Answer: D

Explanation:
The critical first step when purchasing a new HRIS is determining what the organization needs from a system as well as what it may want from a system. A comprehensive needs assessment sets the foundation for then determining a system budget and project timelines. Once needs, budget and timelines are defined, then an organization can seek vendor quotes within each of these parameters.

NEW QUESTION # 226
W'hich of the following pieces of legislation does not, at this time, apply to private employers?

A. Privacy Act of 1974
B. Civil Rights Actof 1991
C. Immigration and Nationality Act of 1952
D. Fair Credit Reporting Act of 1970

Answer: A

Explanation:
The Privacy Act of 1974 reflects data collection activities within federal agencies. It does not apply to private employers. The Fair Credit Reporting Act of 1970, the Immigration and Nationality Act of 19 52, and the Civil Rights Act of 1991 all currently have elements that apply to private employers.

NEW QUESTION # 227
The Youngblood Company is too small to have its own health insurance plan, so it joins several other businesses in a combined plan. What is this known as?

A. An administrative services only plan
B. A third-party administrator plan
C. A partially self-funded plan
D. A health purchasing alliance

Answer: D

Explanation:
The Youngblood Company's arrangement is known as a health purchasing alliance. This gives smaller businesses more purchasing power and leverage in negotiations with health insurance providers. In an administrative services only plan, the employer creates a claim fund and then hires an insurance company to manage it. In a third party administrator plan, a business besides the employer or the insurance company handles claims. In a partially self-funded plan, employers only provide a certain amount of coverage. This type of plan ensures that a small business will not be ruined by a single large claim.

NEW QUESTION # 228
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