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The SPHR certification is a prestigious credential that is recognized by employers worldwide. It is designed for HR professionals who have a minimum of four years of experience in the field of human resources. SPHR Exam Tests the candidate's knowledge in areas such as strategic planning, organizational development, employee relations, compensation and benefits, and talent acquisition.

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Latest SPHR Real Exam Questions, HRCI SPHR Practice Test, The Professional in Human Resources (SPHR)

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The SPHR certification is recognized globally and is highly valued by employers. HR professionals who hold the SPHR certification are considered to be experts in their field and are often sought after by organizations looking to hire HR professionals. In addition, the SPHR Certification is a mark of excellence and demonstrates a commitment to professional development and ongoing learning.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q15-Q20):

NEW QUESTION # 15
Which of the following scenarios is an example of discrimination in a disparate treatment?

A. An employee requests off from work because of a religious holiday. The manager agrees but asks the employee to make up the work the employee will miss.
B. An organization requires all newly hired employees to have college degrees even though a degree is not needed to perform all jobs within the organization.
C. An employee requests off from work because of a religious holiday. The manager agrees but scrutinizes the work the employee does after the holiday. The manager does not inspect the work of other employees who did not ask off for the holiday.
D. An organization requires all newly hired employees to have college degrees for certain positions within the company.

Answer: C

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: Federal Employment Legislation

NEW QUESTION # 16
Which of the following acts requires federal contractors or subcontractors with contracts of $25,000 or more to list all nonsenior management job openings with state employment agencies?

A. Executive Order 11246
B. Executive Order 11375
C. The Rehabilitation Act of 1973
D. The Vietnam Era Veterans' Readjustment Assistance Act of 1974

Answer: D

Explanation:
Answer option B is correct.State employment agencies are required under VEVRAA to give priority to Vietnam-era veterans when providing referrals to job openings. The act further requires that contractors and subcontractors meeting certain criteria list all job openings with these same state agencies. The Rehabilitation Act of 1973 prohibits discrimination against veterans of the US armed services, and the executive orders prohibit discrimination in employment by federal contractors, sub-contractors and the government. Chapter: Workforce Planning and Employment Objective: Review Questions

NEW QUESTION # 17
Which of the following is one of the elements of a SMART goal?

A. Technology
B. Action-oriented
C. Strength
D. Threat

Answer: B

Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
A SMART goal is specific, measurable, action-oriented, realistic, and time-based.
Chapter: Business Management and Strategy
Objective: Review Questions

NEW QUESTION # 18
An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?

A. 8 hours in a non-school day
B. 4 hours per school day
C. Non-school hours only
D. 18 hours per school week

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.
Answer option B is incorrect. A 15-year old may work only in non-school hours.
Answer option D is incorrect. A 15-year old may work no more than eight hours on a non-school day.
Answer option C is incorrect. The maximum a 15-year old may work is 18 hours per school week.
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: Compensation

NEW QUESTION # 19
Professionals, craft workers, and laborers/helpers have what in common?

A. They are all job categories on the EEO-1 report.
B. They are all classifications for defining exempt workers.
C. They are all examples of types of labor unions.
D. They are all examples of protected-class individuals.

Answer: A

Explanation:
Explanation/Reference:
Answer option A is correct.
The EEO-1 report requires employers to group jobs into job categories based on average skill level, knowledge, and responsibility. Exempt workers are defined by professional, executive, and administrative exemption criteria (D), and these are not examples of the protected class groups under federal law (B).
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION # 20
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