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To be eligible for the SPHR certification exam, candidates must have a minimum of four years of experience in a professional-level HR position. Additionally, candidates must have a master's degree or higher, or a bachelor's degree and five years of experience in a professional-level HR position. SPHR exam is rigorous and requires extensive preparation, but it is well worth the effort for those who are serious about advancing their careers in the field of human resources.

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HRCI offers study materials and courses to help candidates prepare for the SPHR certification exam. These resources include study guides, practice exams, and online courses. Candidates can also attend in-person workshops and seminars to learn from HR experts and network with other HR professionals. HRCI also requires SPHR Certified professionals to maintain their certification through continuing education and professional development activities.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q298-Q303):

NEW QUESTION # 298
As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being able to design a web page in a particular software program your company uses?

A. Criterion-Related validity
B. Content validity
C. Predictive validity
D. Construct validity

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Staffing Programs

NEW QUESTION # 299
Which of the following includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation?

A. Non-monetary compensation
B. Extrinsic reward
C. Intrinsic reward
D. Monetary compensation

Answer: D

Explanation:
Section: Volume F
Explanation/Reference:
Answer option D is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 300
An entitlement culture is appropriate for a business that needs what type of workforce?

A. One that continues to show productivity increases over time
B. One that is highly competitive in completing daily assignments
C. One that has a skill set that's in high demand
D. One that has a line of sight to retirement

Answer: A

Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
An entitlement culture rewards longevity in the job. If increased productivity is a function of time on the job, an entitlement culture will encourage employees to stay with the company. Line of sight (A) occurs when employees know that their performance impacts their pay. A highly competitive workforce (D) is more likely to exist in a pay-for-performance culture. A workforce with a highly desired skill set (C) would be better served by a pay-for-performance culture.
Chapter: Compensation and Benefits
Objective: Review Questions

NEW QUESTION # 301
Roberta's company routinely tests all employees for illegal drug usage. Juan is refusing to participate in the drug test because he is an employee with a physical impairment that substantially limits his major life activities.
Juan insists that the drug testing is a violation of the ADA's restrictions on medical examinations. Does the ADA prohibit illegal drug testing?

A. No. The ADA does not restrict medical examinations as part of the law.
B. No. The ADA does restrict medical examinations related to the disability, but not for tests for illegal drugs.
C. Yes. All medical examinations are prohibited from employees that an employer has deemed a participant of the ADA program.
D. Yes. All medical examinations are prohibited from employees covered by the ADA.

Answer: B

Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Drug and alcohol abuse tests are not subject to the ADA's restrictions on medical examinations. Employers may hold tests for illegal drugs and alcohol usage for all employees.
Answer option A is incorrect. Employers may hold tests for illegal drugs and alcohol usage for all employees.
Answer option D is incorrect. Employers may hold tests for illegal drugs and alcohol usage for all employees.
Answer option C is incorrect. This answer is tempting, but all employees may be subject to testing for illegal drug and alcohol abuse.
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 # 302
As a Senior HR Professional you should be familiar with employment laws and their effect on your company.
What did the lawsuit Payne v. The Western & Atlantic Railroad Company establish?

A. Employers could be liable for the actions of its employees
B. A company couldn't coerce an employee to commit a crime to retain employment
C. Employment at will
D. Employers could be liable for sexual harassment of its employees

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The lawsuit Payne v. The Western & Atlantic Railroad Company in 1884 established the principle of employment at will.
Answer option B is incorrect. Employers can be found liable for sexual harassment of its employees. This is an example of respondeat superior.
Answer option C is incorrect. Employers can be found liable for the actions of its employees. This is an example of respondeat superior.
Answer option D is incorrect. Companies cannot coerce employees to commit a crime. This is the outcome of the Petermann v. International Brotherhood of Teamsters.
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 # 303
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