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| Certification Vendor: | HRCI |
|---|---|
| Exam Name: | Senior Professional in Human Resources (SPHR) Certification Exam |
| Exam Number: | SPHR |
| Passing Score: | 500 (scaled score range: 0–700) |
| Real Exam Qty: | Approximately 140 (includes unscored pretest items) |
| Exam Format: | Multiple choice, Scenario-based questions |
| Related Certifications: | PHRi aPHRi PHR PHRca GPHR |
| Exam Price: | Approximately USD 495–595 (varies by region and eligibility status) |
| Available Languages: | English |
| Certificate Validity Period: | 3 years |
| Exam Duration: | 150 minutes |
| Recommended Training: | LinkedIn Learning SPHR Prep Courses HRCI Official Preparation Resources |
| Exam Registration: | HRCI SPHR Certification Overview |
| Sample Questions: | HRCI SPHR Sample Questions |
| Exam Way: | Computer-based testing at authorized test centers or online proctored delivery (availability varies by region) |
| Pre Condition: | Eligibility is based on professional HR experience; typically 4–7 years depending on highest level of education. |
| Official Syllabus URL: | https://www.hrci.org |
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The Professional in Human Resources (SPHR) exam is an industry-standard certification offered by the Human Resource Certification Institute (HRCI). It is designed for human resource professionals who have significant experience in the field and are looking to advance their career. SPHR Exam covers a wide range of topics, including strategic planning, talent acquisition, employee relations, and legal compliance.
NEW QUESTION # 197
You need to participate in enterprise risk management and complete an HR-audit.
Which of the following is the best definition of an HR-audit in regard to risk management?
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Strategic Management
NEW QUESTION # 198
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem.
This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.
Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.
Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.
Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.
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: Union Organization
NEW QUESTION # 199
Which of the following is another term for a profit and loss statement?
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
An income statement, also referred to as a profit and loss statement, provides financial information about revenue and expenses in a set reporting period. The statement of cash flow (D) communicates the ways in which monies came in and out of the organization, and the balance sheet (C) is a thumbnail sketch of assets, liabilities, and equity at a certain time.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 200
During implementation of a successful merger or acquisition, HR adds the most value by:
Answer: C
Explanation:
Retention of key talent prevents disruption, maintains institutional knowledge, and ensures continuity. Retention plans can include incentives, development paths, and role clarity.
SPHR integration strategies emphasize "targeted retention planning for high-impact individuals as essential to successful post-merger stabilization".
NEW QUESTION # 201
You are the HR Professional for your company in a manufacturing facility that operates in a 24-7 format. What work shift in this type of operation is considered the swing shift?
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 202
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