Free HRCI SPHR Vce Dumps & SPHR Valid Practice Questions

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Develop workforce planning strategies
  • 2. Analyze organizational needs and workforce gaps
  • 3. Forecast talent supply and demand
- Talent Acquisition
  • 1. Develop selection and hiring processes
  • 2. Design and evaluate recruiting strategies
  • 3. Evaluate effectiveness of talent acquisition programs
Leadership and Strategy33%- Leading the HR Function
  • 1. Evaluate credibility and relevance of external information
  • 2. Develop HR strategic plans
  • 3. Influence people management practices
  • 4. Monitor organizational risk
- Developing HR Strategy
  • 1. Evaluate organizational design and structure
  • 2. Design and manage effective change strategies
  • 3. Develop and manage workplace practices aligned with vision, values, and ethics
  • 4. Contribute to organizational strategy and planning
HR Information Management, Safety, and Security10%- Workplace Safety and Security
  • 1. Manage compliance with OSHA, HIPAA, emergency response plans
  • 2. Evaluate employee safety and security strategies
  • 3. Address building access and data security/privacy
- HR Information Management
  • 1. Analyze workforce metrics (turnover, cost per hire, retention rates)
  • 2. Manage HR information systems and data privacy
  • 3. Design and evaluate HR data indicators to inform strategic actions
Talent Management23%- Performance Management
  • 1. Design and evaluate strategies for performance management
  • 2. Align team and individual performance goals to organizational measures
  • 3. Evaluate strategies for employee satisfaction and retention
- Employee Development
  • 1. Develop training programs and initiatives
  • 2. Design and evaluate learning and development strategies
  • 3. Identify and implement leadership development strategies
- Career Development
  • 1. Assess talent and develop career paths
  • 2. Develop employee career and growth opportunities
  • 3. Design policies for return of employees
Total Rewards17%- Benefits
  • 1. Develop health, retirement, and wellness programs
  • 2. Design and evaluate benefits programs
  • 3. Evaluate effectiveness of total rewards programs
- Compensation
  • 1. Design and evaluate compensation strategies
  • 2. Evaluate market competitiveness and equity
  • 3. Develop base pay and incentive programs

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SPHR Valid Practice Questions | Free SPHR Exam

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q98-Q103):

NEW QUESTION # 98
HOTSPOT
Mark the step that does NOT come under risk management.

Answer:

Explanation:


NEW QUESTION # 99
Which of the following is an example of direct compensation?

Answer: D

Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
Direct compensation is composed of base pay (hourly wage or salary), variable compensation, and pay for performance. Vacation pay (C), 401(k) matches (B), and employer Social Security contributions (A) are examples of indirect compensation. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined


NEW QUESTION # 100
Under OSHA regulations, employers do not have the right to do which of the following?

Answer: B

Explanation:
Explanation/Reference:
Answer option C is correct.
A Notice of Contest must be filed within 15 days of the citation. The OSH Act requires employers to allow the CSHO to inspect the workplace (D). Employers may request variances until repairs are made (A) or for processes that provide equal or greater safety for workers. Employers may consult with OSHA to identify possible hazards without fear of a citation or penalty (B); but once a consultant becomes involved, the employer must abate any violations, or the consultant will refer the violation to an OSHA inspector.
Chapter: Risk Management
Objective: Review Questions


NEW QUESTION # 101
Your company is a government contractor with a current project of $250,000. As the Senior HR Professional you've been asked how the Walsh Healy Public Contracts Act will affect your organization.
What is the Walsh Healy Public Contracts Act?

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
The Walsh Healy Public Contracts Act requires government contractors with contracts of more than
$10,000 to pay their employees the wage of the local areas as established by the Secretary of Labor.
Answer option A is incorrect. This statement is close to accurate, but the contract amount isn't $100,000, it is only $10,000.
Answer option B is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Answer option C is incorrect. This statement is totally false and incorrect. The Walsh Healy Public Contracts Act does not address the Fair Labor Standards Act for minimum payment.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined


NEW QUESTION # 102
Which of the following occurs when the union decides to stop working?

Answer: A

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
A strike occurs when the union decides to stop working.
Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.
Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.
Answer option A is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.
Chapter: Employee and Labor Relations
Objective: Union Organization


NEW QUESTION # 103
......

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