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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) |
| Exam Price: | Approximately USD 495–595 (varies by region and eligibility status) |
| Real Exam Qty: | Approximately 140 (includes unscored pretest items) |
| Certificate Validity Period: | 3 years |
| Exam Format: | Multiple choice, Scenario-based questions |
| Related Certifications: | PHRca PHRi aPHRi PHR GPHR |
| Available Languages: | English |
| 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) certification is a highly respected and sought-after credential for HR professionals. It is offered by the HR Certification Institute (HRCI), which is a global organization dedicated to advancing the HR profession through certification, research, and education. The SPHR certification is designed for HR professionals who have a strategic role in their organization and are responsible for developing and implementing HR policies and strategies.
The SPHR Certification Exam consists of 150 multiple-choice questions and covers a wide range of HR topics. SPHR exam is administered at testing centers around the world and takes approximately four hours to complete. Candidates who pass the exam are awarded the SPHR certification, which is valid for three years.
NEW QUESTION # 224
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 # 225
Sally is a new employee in your company and she's speaking with you about the direct and indirect compensation for her employment. You want to give Sally an example of an indirect compensation reward.
Which of the following is an example of an indirect compensation?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
A vacation is an example of an indirect compensation because it's not associated directly with direct pay compensation.
Answer options C, D, and A are incorrect. Wages, salaries, and bonuses are examples of direct compensation, so these choices are not correct.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
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 # 226
Which of the following creates a variety of affirmative action obligations for employers with federal government contracts?
Answer: A
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 227
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of
1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option B is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 228
An organization would like to bid on a project, but they don't have enough employees available to complete the work. The organization approaches a competitor with the opportunity to partner on the project to win the work.
What type of risk response is used in this instance?
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
This is an example of sharing as the organization is sharing the opportunity with another firm. Without the other firm's cooperation the company wouldn't be able to win the contract. Both parties share the risk and the reward for the work.
Answer option A is incorrect. Enhancing is a positive risk event that aims to enhance the conditions that would make a positive risk event likely to occur. For example, a company could add more workers to a project to beat a deadline and win a bonus from the customer.
Answer option C is incorrect. Transference is a negative risk response that transfers the risk to a third party, usually for a fee.
Answer option B is incorrect. Mitigation is a risk response to reduce the probability and/or impact of a negative risk event.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION # 229
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