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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Topic 2: Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Topic 3: Talent Management and Development | 12% | - Performance management
|
| Topic 4: Total Rewards | 12% | - Compensation strategy
|
| Topic 5: Leadership and Strategy | 40% | - Risk management and compliance
|
>> Most SPHR Reliable Questions <<
Our primary objective is to provide you with The Professional in Human Resources (SPHR) (SPHR) actual questions to complete preparation for the test in few days. Our product includes The Professional in Human Resources (SPHR) real questions, desktop practice test software, and web-based practice exam. Keep reading to find out what are the specifications of these formats.
NEW QUESTION # 54
Which of the following is an example of an involuntary deduction an employer may be required to retain from an employee's pay?
Answer: B
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 Which of the following is described in the statement below?
NEW QUESTION # 55
Which of the following Acts encourages the states to take the lead in developing and enforcing safety and health programs for businesses within their jurisdictions?
Answer: D
Explanation:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 56
Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than members of the management.
What are focus groups?
Focus groups are directed conversations for gathering ideas, opinions about a product, service, problem, or opportunity.
Answer option A is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups ,often, are the control groups to determine how the software, training, or implementation will go in the rest of the organization.
Answer option C is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective. Workshops aren't usually led by a neutral moderator like in a focus group.
Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for softwares, products, services, or other solutions.
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: Employee Relations
NEW QUESTION # 57
Which of the following is the best initial step to ensure internal pay equity when changing an organization's compensation structure?
Answer: C
Explanation:
The best initial step to ensure internal pay equity is to conduct a job analysis (C). At the SPHR level, internal equity depends on accurately understanding and comparing jobs based on content-not incumbents or current pay.
Job analysis systematically gathers information about duties, responsibilities, required skills, effort, and working conditions. This information forms the foundation for job evaluation, job descriptions, and equitable compensation decisions. Without job analysis, compensation structures risk being based on assumptions, legacy pay practices, or market pressure alone.
Creating job descriptions (A) is a later step that relies on job analysis data. Benchmarking salaries (D) supports external equity but does not address internal consistency. Developing a salary structure from current pay (B) perpetuates inequities rather than correcting them.
SPHR exam content emphasizes that internal equity must be established before addressing market competitiveness or pay structure redesign.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (job analysis; internal equity).
HRCI SPHR Study Guide - Foundations of equitable compensation systems.
NEW QUESTION # 58
A church has announced a position for a new minister. One of the requirements of the new minister, however, is that this person be a member of the faith of the church that is hiring. This is an example of which of the following in regard to Title VII?
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
This is an example of the bona fide occupational qualification for members of the clergy belonging to the same faith of the church that is hiring.
Answer option A is incorrect. A piece-rate system describes how employees are paid based on their production volume.
Answer options B and D are incorrect. This isn't a violation of the Title VII, but a bona fide occupational qualification.
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: Federal Employment Legislation
NEW QUESTION # 59
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