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| Section | Objectives |
|---|---|
| Leadership and Strategy | |
| Employee Relations and Engagement | |
| Talent Planning and Acquisition | |
| Risk Management | |
| Total Rewards | |
| Learning and Development |
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NEW QUESTION # 195
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 fluent in Spanish and English?
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
The requirement for an application to be fluent in both English and Spanish is an example of the Criterion- Related validity.
Answer option D is incorrect. Content validity is a selection procedure that assesses a candidate's ability to perform a representation sample of the significant parts of the job.
Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job.
Answer option C is incorrect. Predictive validity is a selection procedure that predicts a person's ability to perform well in a given job.
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: Staffing Programs
NEW QUESTION # 196
What is the time limit for filing a charge of discrimination with the EEOC?
Answer: B
Explanation:
Explanation/Reference:
Answer option A is correct.
The individual filing the claim has 180 days from the date of the alleged violation. In some instances the
180-day limitation may be extended to 300 days if the charge is covered by a state or local anti- discrimination law.
Answer option B is incorrect. The limit is 180 days, not 30 days.
Answer option C is incorrect. The limit is 180 days, not 60 days.
Answer option D is incorrect. The limit is 180 days, not 90 days.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 197
As a Senior HR Professional for your organization, you're coaching one of your employees on civil rights and employment. What does Title VII of the Civil Rights Act of 1964 accomplish?
Answer: A
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Title VII is a landmark law that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.
Answer option A is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option D is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
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: Human Resource Development
Objective: Federal Employment Legislation
NEW QUESTION # 198
John is the Senior HR Professional for his organization and he's reviewing his company's code of conduct.
Which of the following statements best describes a code of conduct?
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The code of conduct is an employer's expectation of employee behavior.
Answer option B is incorrect. This statement describes the company's code of ethics.
Answer option C is incorrect. This isn't a valid statement for the code of conduct.
Answer option D is incorrect. All employees are expected to abide by the code of conduct, not just management or just employees.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Corporate Governance
NEW QUESTION # 199
(Corrected Question for Clarity and SPHR Alignment)
Which of the following are primary actions of an effective manager? (Select TWO options.)
Answer: B,E
Explanation:
The primary actions of an effective manager include aligning performance goals with team collaboration (C) and aligning the frequency of feedback with organizational milestones (E). At the SPHR level, effective management is defined by goal alignment, communication, and continuous performance support.
Aligning goals with collaboration ensures that individual performance supports team and organizational outcomes, especially in interdependent work environments. This reduces silos and reinforces shared accountability.
Regular, well-timed feedback aligned with business cycles and milestones keeps employees focused, informed, and engaged. Continuous feedback is a core element of modern performance management systems emphasized in SPHR frameworks.
Tying incentives to input (A) undermines results-based performance. Numerical ratings (B) are tools, not primary actions. Creative rewards (D) are secondary and often HR-supported rather than manager-driven.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (performance management; manager effectiveness).
HRCI SPHR Study Guide - Manager behaviors that drive performance and engagement.
NEW QUESTION # 200
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