[Dec-2021] The Best HRCI Certifications SPHR Professional Exam Questions
Try 100% Updated SPHR Exam Questions [2021]
How much HRCI SPHR Certification Exam cost
The price of the SPHR exam is $495 plus a $100 application fee.
HRCI SPHR Certification Path
To be eligible for SPHR, you must meet one of the following training and experience conditions.
Have at least four years of experience in a professional human resources position + a master’s degree or a global equivalent, Have at least five years of experience in a professional human resources position + a global degree or equivalent, OR A minimum of seven years of experience in a professional human resources position + a high school diploma or the global equivalent. SPHR requires documented knowledge of local labor laws.
NEW QUESTION 206
Which of the following definitions is correct for the term job bidding?
- A. An internal job announcement
- B. Ranking job applicants based on their comparative qualifications
- C. The means by which internal employees can express interest in a job prior to it becoming available
- D. Allowing contractors to submit requests for proposals
Answer: C
Explanation:
Answer option C is correct.Job bidding allows internal candidates to express interest in a job prior to it becoming available. It gives employees the opportunity to develop the skills necessary to successful compete for the position once it becomes available. A job posting is an internal job announcement (A); RFP's (B) are typically used to allow outside vendors to bid on project work and the ranking of job applicants is a function of the selection process used to identify the most qualified individual for the job. Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION 207
Richard, who works at the customer service counter in an auto-supply store, told his manager that because of chronic back pain, it is difficult for him stand for long periods and asked for an accommodation. The manager isn't sure, based on the essential job functions, how an accommodation can be provided. You advise the manager to begin the interactive process with the employee. What should the manager do to begin this process?
- A. Ask Richard whether he has any suggestions for an accommodation.
- B. Provide a stool for Richard to use at the counter.
- C. Ask Richard to meet with HR to resolve the problem.
- D. Ask Richard how his back was injured.
Answer: A
Explanation:
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
NEW QUESTION 208
As an HR Professional you should be familiar with the terminology, practices, and rules governing union- based strikes. What is the ally doctrine?
- A. A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.
- B. A secondary boycott occurs when a union tries to compel an employer.
- C. Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line.
- D. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
The ally doctrine states that a union may expand its primary picketing activities to employers who are allies of the primary employer, in an attempt to put more pressure on the primary employer.
Answer options B, C, and D are incorrect. These are not valid definitions of the ally doctrine.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION 209
Measuring staffing needs against sales volume could be done most effectively by using which of the following techniques?
- A. A simulation model
- B. A ratio
- C. A simple linear regression
- D. A multiple linear regression
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
A simple linear regression measures one variable against another. Multiple linear regression (A) measures more than one variable against others. A ratio (D) compares one number to another. A simulation model uses a computer program (C) to predict the possible outcomes of different business scenarios. See Chapters 2 and 4 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis
NEW QUESTION 210
OSHA defines occupational safety and health hazards and how employers are to respond to certain scenarios that could happen in the workplace. One such standard is The General Duty Standard, Section 5. What does this standard mandate for employers?
- A. Requires employers to provide emergency action plans to inform employees of appropriate procedures to follow during a fire or evacuation
- B. Requires employers to provide a fire prevention plan to handle and store dangerous chemicals from the threat of fire or combustion
- C. Requires employers to provide a safe, operational, level of noise and noise prevention in the workplace
- D. Requires employers to provide jobs and a workplace environment that are free from recognized safety and health hazards
Answer: D
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION 211
Which of the following is the process of systematically determining a relative internal value of a job in an organization?
- A. Salary range
- B. Job evaluation
- C. Ranking method
- D. Recruitment
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Job evaluation is the process of systematically determining a relative internal value of a job in an organization.
In all cases, the idea is to evaluate the job, not the person doing it. Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established.
Answer option A is incorrect. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.
Answer option B is incorrect. The ranking method requires evaluators to compare the value of jobs to one another.
Answer option D is incorrect. A salary range is the spread between the minimum and maximum pay for the job grade.
Reference: "http://en.wikipedia.org/wiki/Job_evaluation"
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 212
Ken is an employee in your organization. When it comes to training and learning new skills, Ken says that he learns best by listening to lectures, audio recordings, and podcasts. What type of a learner is Ken?
- A. Visual learner
- B. Tactile learner
- C. Auditory learner
- D. Audible learner
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Ken is an auditory learner as he learned best by listening.
Answer option B is incorrect. There is not a category of learning called audible learners.
Answer option A is incorrect. A tactile learner, also known as a kinesthetic learner, learns best with hands- on exercises.
Answer option D is incorrect. A visual learner learns best by what they see, such as reading, demonstrations, and DVD types of learning.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management
NEW QUESTION 213
What of the following statements defines total rewards?
- A. It is the compensation and the benefits a person earns.
- B. It is the total amount of pay a person earns per year.
- C. It is the amount of pay a person earns per hour.
- D. It is the compensation a person earns for their time.
Answer: A
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 214
The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
- A. This law only addresses federal government employees
- B. Organizations with 100 or more employees
- C. All organizations with employees must abide by this law
- D. Organizations with 15 or more employees
Answer: D
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION 215
The company receptionist has always been cheerful and warm when greeting customers and has taken the initiative to do what needed to be done without waiting to be told. She has always kept the front desk tidy and presentable for visitors. Over the last few weeks, the receptionist has become moody and called in sick several times complaining of headaches, and the reception area looks disorganized all the time. This receptionist is showing classic signs of which of the following?
- A. Stress
- B. Substance abuse
- C. SARS
- D. Job dissatisfaction
Answer: A
Explanation:
Section: Volume G
Explanation/Reference:
Answer option C is correct.
The receptionist is exhibiting symptoms of all three types of stress: physical, emotional, and mental. SARS (D) is a type of disease, and while her symptoms could be attributed to job dissatisfaction (B), there must still be a root cause.
Chapter: Risk Management
Objective: Review Questions
NEW QUESTION 216
Which of the following provides incentives to sales employees by paying them a percentage of the sale price for products and services sold to a customer?
- A. Geographic pay
- B. Hazard pay
- C. Base pay
- D. Commissions
Answer: D
Explanation:
Answer option C is correct.Commissions provide incentives to sales employees by paying them a percentage of the sale price for products and services sold to a customer.Commission is a type of incentive to sales employees. The company pays them a percentage of the sale price for products and services sold to a customer. Commission may serve as the entire cash compensation package, or it may be provided in combination with a base salary.Answer option B is incorrect. Base pay is the amount of compensation that the employer and the employee agree will be paid for the performance of particular duties.Answer option D is incorrect. Hazard pay is additional pay for dangerous or risky working conditions.Answer option A is incorrect. Geographic pay ensures that employees working in different locations are paid at rates competitive in the labor market for specific jobs and locations. Chapter: Compensation and Benefits Objective: Total Rewards Defined
NEW QUESTION 217
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?
- A. McDonnell Douglas Corp. versus Green, 1973
- B. Griggs versus Duke Power, 1971
- C. Albemarle Paper versus Moody, 1975
- D. Washington versus Davis, 1976
Answer: D
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION 218
Which of the following processes is taken to reduce the risk?
- A. Risk transfer
- B. Risk acceptance
- C. Risk avoidance
- D. Risk mitigation
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION 219
SIMULATION
The doctrine of ________________ negligence was used to mitigate the employer's responsibility if the worker's actions contributed in any way to the injury.
Answer:
Explanation:
contributory
Explanation/Reference:
The doctrine of contributory negligence was used to mitigate the employer's responsibility if the worker's actions contributed in any way to the injury.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION 220
Total quality management focuses all employees on producing products that meet customer needs. This is achieved by doing what?
- A. Eliminating processes that waste time and materials
- B. Developing a high level of expertise in all employees
- C. Sharing information with all levels in the organization
- D. Balancing the needs of all stakeholders in the organization
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
The TQM concept reviews processes to eliminate waste, relies on teamwork, and involves all members of the organization in meeting customer needs. Personal mastery, a high level of employee expertise (A), is one of the five disciplines of a learning organization. Information sharing is one characteristic of a high- involvement organization (D). The ability to balance stakeholder needs is a requirement of a change agent (C). See Chapter 5 for more information.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION 221
A reduced FMLA leave schedule means which of the following?
- A. The employee is absent from work multiple times for the same illness or injury.
- B. Accurate records of time off are maintained.
- C. The employee is absent from work multiple times for the same illness or injury.
- D. The employee's leave schedule is disruptive to the work schedule.
- E. The employee's leave schedule is disruptive to the work schedule.
- F. Accurate records of time off are maintained.
- G. The employee works fewer hours each day or week.
- H. The employee works fewer hours each day or week.
Answer: G
Explanation:
Explanation/Reference:
Answer option C is correct.
A reduced FMLA leave is one in which the employee's regular work schedule is reduced by some number of hours per day or days per week. An intermittent FMLA leave (B) is one in which an employee is absent from work multiple times for the same illness or injury. Disruption to the work schedule (D) is not a factor in the type of FMLA leave. Although accurate records of time off (A) should be maintained for all FMLA leaves, they are most critical for intermittent leaves.
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION 222
Jennifer wants to form a corporation that will develop software. As she studies the pros and cons of a corporation entity, she learns that there are four distinct characteristics of a corporation. Which of the following is NOT a characteristic of a corporation?
- A. There is not a central management structure.
- B. Liability is limited to the assets of the corporation.
- C. Life of the corporation can extend beyond the life of the founder.
- D. Ownership of the corporation can be transferred by selling stock.
Answer: A
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and
SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III,
The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Global Considerations
NEW QUESTION 223
Project management is a core activity in many organizations today. Which of the following statements best describes the process groups that comprise the project management lifecycle?
- A. The project management lifecycle is comprised of forming, storming, norming, performing, and adjourning.
- B. The project management lifecycle is comprised of initiating, planning, executing, monitoring and controlling, and closing.
- C. The project management lifecycle is comprised of organizing, commanding, coordinating, and controlling.
- D. The project management lifecycle is comprised of launching, planning, executing, monitoring and controlling, and closing.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
The project management lifecycle is comprised of five process groups: initiating, planning, executing, monitoring and controlling, and closing.
Answer option A is incorrect. This answer describes the five stages of team development.
Answer option C is incorrect. This answer describes four of five components of management.
Answer option D is incorrect. There is no launching process group in the project management lifecycle.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Project Management Concepts
NEW QUESTION 224
A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?
- A. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract although there is already an approved contract in place.
- B. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.
- C. It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.
- D. It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
A jurisdictional strike is an effort by the union to get the employer to assign specific work to the union rather than to other unions or even non-union workers.
Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike.
Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike.
Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer requests all work, not just particular work.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations
NEW QUESTION 225
The motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve it is known as what?
- A. McClelland's acquired needs theory
- B. Vroom's expectancy theory
- C. Adams' equity theory
- D. McGregor's Theory X and Theory Y
Answer: B
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 Professionals Objective: Motivation Concepts
NEW QUESTION 226
An employee earning $22,500 per year supervises three employees and spends 35 hours per week on essential job duties that require discretion and independent judgment. Which of the following describes this employee?
- A. Exempt, based on the executive exemption test
- B. Nonexempt
- C. Exempt, based on the administrative exemption test
- D. Nonexempt, based on the salary basis requirement
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Effective in 2004, employees must be paid a minimum of $455 per week to be exempt from FLSA requirements. This employee earns only $432.69 per week. ($22,500/52 weeks = $432.69.) Although D is also correct, the best answer is the one that explains why. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION 227
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