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According to HRCI, one in two recruiters prefers candidates with a human resources certification. With a PHR or SPHR certification, a human resources professional will stand out from other candidates and potentially receive preference over candidates without certification. The certification also shows commitment and knowledge of the sector.
More than 130,000 human resources professionals worldwide are certified and, upon obtaining certification, an individual connects to this network of professionals. Of the 130,000 certified human resources professionals, 8% hold positions in PV and others, 21% are directors, 33% are managers and 38% hold specialized positions.
The HRCI SPHR exam dumps are top-rated and real HRCI SPHR practice questions that will enable you to pass the final HRCI SPHR exam easily. ITExamDownload is one of the best platforms that has been helping HRCI SPHR Exam candidates. You can also get help from actual HRCI SPHR exam questions and pass your dream HRCI SPHR certification exam.
Obtaining the SPHR certification can lead to numerous benefits for HR professionals, including increased job opportunities, higher salaries, and greater job security. The Professional in Human Resources (SPHR) certification also demonstrates a commitment to ongoing professional development and a dedication to the HR profession. Overall, the SPHR Certification is a valuable credential for HR professionals who want to advance their careers and demonstrate their expertise in the field.
NEW QUESTION # 226
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?
Answer: C
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 # 227
The lawsuit Oncale v. Sundowner Offshore Service, Inc. is a unique sexual harassment case. What was the relevance of this case which makes it unique to human resource professional?
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
The Oncale v. Sundowner Offshore Service, Inc. is the Supreme Court case that found that sexual harassment under Title VII was written to protect women, should be applicable to both sexes.
Answer options B, A, and C are incorrect. These aren't valid answers for the case. It was a lawsuit that centered on a man being sexually harassed by other men in the workforce.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 228
There are four levels of evaluation according to Kirkpatrick's Theory. Which of the following is NOT one of the four levels of evaluation?
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
Confirmation is not one of the four levels of evaluation in Kirkpatrick's Theory of Evaluation. The four levels are reaction, learning, behavior, and results.
Kirkpatrick's four levels of evaluation model are as follows:
Reaction of student: This level of evolution measures the initial reaction of the participants.
Learning: The learning evaluation method uses a test to measure whether the students have learned
the presented information.
Behavior: This level of evaluation uses a test to measure how well participants have learned the
information presented in the training.
Results: This level of evolution provides the feedback to the business whether the training have an
impact on the business results or not.
Answer option B is incorrect. Reaction is one of the four levels of evaluation in Kirkpatrick's Theory.
Answer option D is incorrect. Learning is one of the four levels of evaluation in Kirkpatrick's Theory.
Answer option A is incorrect. Behavior is one of the four levels of evaluation in Kirkpatrick's Theory.
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: Organization Development
NEW QUESTION # 229
You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option A is incorrect. January 1 is not a valid answer.
Answer option C is incorrect. April 15 is the tax filing deadline.
Answer option D is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.
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 # 230
Which of the following HR strategies would be most useful in dealing with a workforce that lacks accountability?
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
Employee-engagement activities center around the function of gathering meaningful feedback. Surveys, interviews, and focus groups are just some of the examples of formal feedback systems that can be used to improve organizational outcomes. From this feedback, solutions such as training (A) and targeted performance improvement plans (B, D) can be assessed. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 231
......
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