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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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To prepare for the SPHR exam, candidates can take advantage of a variety of study materials, including textbooks, study guides, and online courses. The HRCI also offers a variety of resources, including practice exams and study groups, to help candidates prepare for the exam. SPHR Exam itself is a computer-based test and consists of 150 multiple-choice questions. Candidates have three hours to complete the exam.
NEW QUESTION # 155
COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced?
Answer: D
Explanation:
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: Benefits
NEW QUESTION # 156
To determine the numbers and types of jobs necessary to realize business goals, HR must assess the KSAs available within the organization during a staffing needs analysis. What other factor is necessary to complete the assessment?
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
A staffing needs analysis begins with an assessment of the KSAs needed to achieve future goals along with those that are currently available within the organization. Although the tasks, duties, and responsibilities (A) are used to determine what the KSAs are, it is possible for individuals with the same or similar KSAs to perform different jobs, so (A) is not used in a needs analysis. KSAs available in the local labor market (D) will be used to develop the recruiting strategy and plan but are not relevant to the staffing needs analysis. The organization's core competencies (C) are factors that make the organization unique but are not generally part of the staffing needs analysis.
Chapter: Workforce Planning and Employment
Objective: Review Questions
NEW QUESTION # 157
Martha is the HR Professional for her organization and she's working with her team to complete non- quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Factor comparison is a quantitative job evaluation technique that identifies specific compensable factors and then establishes level of performances within each of those compensable factors.
Answer option C is incorrect. Whole job ranking is a non-quantitative job evaluation technique where jobs are ranked from lowest to highest.
Answer option D is incorrect. Job classification is a non-quantitative job evaluation technique where jobs are categorized into different levels.
Answer option A is incorrect. Job classification is a non-quantitative job evaluation technique that sorts new jobs into an existing job hierarchy.
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 # 158
The alleged management actions-interrogating, threatening, and dismissing employees for union support- violate:
Answer: B
Explanation:
The alleged actions violate employees' rights to protected concerted activity (C) under the National Labor Relations Act (NLRA). At the SPHR level, protected concerted activity includes employees' rights to organize, join, or support a union without employer interference, restraint, or coercion.
Interrogating employees about union activity, threatening adverse consequences, or terminating employees due to union support are classic unfair labor practices that directly interfere with these protected rights.
Weingarten Rights (B) apply to union-represented employees' right to representation during investigatory interviews and are not relevant here. Collective bargaining agreements (A) apply only after a union is certified. Good faith employee relations (D) is not a legal standard under the NLRA.
SPHR exam questions frequently test recognition of protected concerted activity violations, making this a high-probability concept.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (NLRA; protected activity).
* HRCI SPHR Study Guide - Employer interference and unfair labor practices.
NEW QUESTION # 159
One purpose of a diversity initiative is to do what?
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce, which includes increased creativity (C) and an enhanced ability to attract customers (A). See Chapter 2 for more information.
Chapter: Human Resource Development
Objective: Unique Employee Needs
NEW QUESTION # 160
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