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The SPHR Exam covers a wide range of HR topics, including strategic planning, organizational development, employee relations, compensation and benefits, talent management, and legal compliance. SPHR exam is comprised of 150 multiple-choice questions that must be completed in four hours. The questions are designed to test the candidate's ability to apply HR principles and concepts to real-world situations.
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Now, this is another valuable tool that gives complete coverage of the HR skills in an easy-to-understand format. Written by proven HR professionals, this is an authoritative guide that’s designed to help you achieve much more than just demonstrating your skills. With this material, you will be well versed with virtually all HR concepts and the skills required to implement and manage HR practices. In addition, you will find insightful chapter reviews throughout the course, practice test questions, and detailed explanations for the topic area. When all is said and done, you will have mastered just about everything there’s to know about the SPHR functional areas including business management, leadership and strategy, total rewards, employee & labor relations, and talent planning alongside acquisition. The best part? The latest version of this book now includes over 300 practice test questions for a fruitful learning experience.
The SPHR Certification Exam is designed for HR professionals who have significant experience in the field and have already obtained the foundational knowledge tested in the PHR certification exam. SPHR exam covers a broad range of topics, including strategic HR planning, talent acquisition and retention, employee relations and engagement, compensation and benefits, and HR ethics and compliance. SPHR exam is computer-based and consists of 150 multiple-choice questions, which must be completed within three hours.
NEW QUESTION # 296
Which of the following exceptions to the Title VII of the Civil Rights Act describes a type of employment where employees are paid based on the volume of their production?
Answer: B
Explanation:
Answer option C is correct.A piece rate system describes a job where compensation is according to their production volume.Answer option D is incorrect. Seniority systems or merit systems are designed to not reward or discriminate unlawfully.Answer option A is incorrect. Professionally developed test of abilities determine skills that may have an unintended discriminatory impact upon people on the basis of gender, religion, or national origin.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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 # 297
Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?
Answer: A
Explanation:
Answer option A is correct.An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable. Chapter: Risk Management Objective: Review Questions
NEW QUESTION # 298
Which of the following is a productivity type of statistical HR measurement?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
There are three types of statistical HR measurements: employee measures, such as turnover/retention (C) and job satisfaction (B); productivity measures, such as revenue per employee and OSHA incident rates; and HR activities measures, such as cost per hire (D) and ratio of total employees to HR staff. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: HR Metrics: Measuring Results
NEW QUESTION # 299
Which of the following is illegal except in the construction industry?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
The closed shop clause is illegal except in the construction industry. The closed shop clause requires that all new hires be members of the union before they are hired.
Answer option D is incorrect. The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.
Answer option B is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract.
Answer option A is incorrect. There is no such term as common shop clause.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 300
Ken is an employee in your organization. When it comes to training and learning new skills, Ken says that he learns best by listening to lectures, audio recordings, and podcasts. What type of a learner is Ken?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Ken is an auditory learner as he learned best by listening.
Answer option B is incorrect. There is not a category of learning called audible learners.
Answer option A is incorrect. A tactile learner, also known as a kinesthetic learner, learns best with hands-on exercises.
Answer option D is incorrect. A visual learner learns best by what they see, such as reading, demonstrations, and DVD types of learning.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
5: Human Resource Development. 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: Talent Management
NEW QUESTION # 301
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