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| Certification Vendor: | HRCI (Human Resource Certification Institute) |
|---|---|
| Exam Name: | Senior Professional in Human Resources (SPHR) Exam |
| Exam Number: | SPHR |
| Exam Duration: | 150 (plus 30 minutes administrative time) |
| Certificate Validity Period: | 3 years |
| Related Certifications: | SPHRi (Senior Professional in Human Resources - International) aPHR (Associate Professional in Human Resources) PHR (Professional in Human Resources) GPHR (Global Professional in Human Resources) |
| Exam Price: | $495 (exam fee) + $100 (application fee) = $595 total |
| Exam Format: | Fill-in-the-blank, Situational judgment, Multiple-choice, Scenario-based |
| Real Exam Qty: | 140 (115 scored + 25 unscored pretest) |
| Available Languages: | English |
| Passing Score: | Scaled score of 500 (range 100–700) |
| Recommended Training: | HRCI Official Exam Prep |
| Exam Registration: | Pearson VUE SPHR Exam Scheduling HRCI Official Registration |
| Sample Questions: | HRCI SPHR Sample Questions |
| Exam Way: | Computer-based; Onsite at Pearson VUE centers or remote proctored via OnVUE |
| Pre Condition: | 4 years of professional HR experience + master's degree / 5 years + bachelor's degree / 7 years + high school diploma; must have strategic-level responsibilities |
| Official Syllabus URL: | https://www.hrci.org/certifications/individual-certifications/sphr |
>> Reliable SPHR Exam Papers <<
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The benefits of earning the SPHR certification are numerous. It demonstrates to employers and peers that the holder has a deep understanding of the HR profession and is committed to staying current with the latest practices and trends. Additionally, the SPHR Certification can lead to increased job opportunities and salary potential.
NEW QUESTION # 216
John is the Senior HR Professional for his organization. He is working with Nancy to establish an Internal Audit and Reporting System as part of their Affirmative Action Plan. Nancy wants to know why they need this Internal Audit and Reporting System. Which of the following is the best answer for Nancy?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
An Audit and Reporting System is used to measure the overall effectiveness of the Affirmative Action Plan and program within the organization.
Answer option D is incorrect. Labor analysis is an input to the development of the system, not a result of using the system.
Answer option B is incorrect. Job group analysis, utilization analysis, and placement goals are used to measure the utilization of women and minorities in the organization, not the Internal Audit and Reporting System.
Answer option C is incorrect. Human resource leadership is not measured by the Internal Audit and Reporting System.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. 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: Federal Employment Legislation
NEW QUESTION # 217
In a self-audit of your employee's I-9 forms, several errors were found. These errors included incomplete sections, questionable documents accepted for verification, and over-documentation. Of the following corrective and prevention strategies, which should you recommend to your employer?
Answer: A
Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
E-Verify is a system-wide approach to helping employers comply with post-hire documentation regulations.
Recertifying (D) and requesting updated documents (B) may be appropriate on a case-by-case basis but neither is a long-term solution to the problem.
Chapter: Workforce Planning and Employment
Objective: Review Questions
NEW QUESTION # 218
Which of the following employment visas is used for temporary agricultural worker?
Answer: D
Explanation:
Answer option B is correct.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 219
For purposes of developing a security program, an HR manager must assess potential risks and costs related to loss and protection. Which factor must the manager first examine?
Answer: C
Explanation:
Explanation/Reference:
Answer option C is correct.
The significance of various security issues depends partly on the size of the organization. However, regardless of size, the same considerations go into assessing vulnerabilities and the method for estimating the cost of potential losses. The justification of such a program requires that the potential losses will exceed the cost of the program. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION # 220
Which report do local and state governments require employers to file in odd-numbered years?
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
The EEO-4 Report, also known as the State and Local Government Report, is collected by local and state governments in all odd-numbered years.
Answer option A is incorrect. The EEO-1 Report, also known as the Employer Information Report, must be filed by September 30 of each year for employers with 100 or more employees. It's also a requirement for federal contractors with 50 or more employees and federal contracts worth $50,000 or more.
Answer option B is incorrect. The EEO-3 Report is filed every other year in the even calendar years.
Answer option D is incorrect. The EEO-5 Report is conducted biennially in the even number years for public and secondary schools.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. 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: Federal Employment Legislation
NEW QUESTION # 221
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