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Getting the The Professional in Human Resources (SPHR) (SPHR) certification is the way to go if you're planning to get into HRCI or want to start earning money quickly. Success in the The Professional in Human Resources (SPHR) (SPHR) exam of this credential plays an essential role in the validation of your skills so that you can crack an interview or get a promotion in an HRCI company. Many people are attempting the The Professional in Human Resources (SPHR) (SPHR) test nowadays because its importance is growing rapidly. The product of ValidBraindumps has many different premium features that help you use this product with ease. The study material has been made and updated after consulting with a lot of professionals and getting customers' reviews.
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.
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The Professional in Human Resources (SPHR) certification is a globally recognized credential that validates a professional's expertise in the human resource field. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI), which is the world's leading organization for human resource professionals. The SPHR Certification Exam is designed to test the knowledge and skills of HR professionals in various areas, including strategic planning, leadership, employee relations, and more.
NEW QUESTION # 249
There are four negative risk responses an organization can elect to use. Your organization is completing a project where some electrical work is deemed too dangerous to be completed internally. You advise that the project manager hire a licensed electrician to complete the dangerous assignment. What type of risk response have you advised in this scenario?
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Transference is a risk response that transfers the risk to a third party, usually for a fee. Transference does not eliminate the risk event, but assigns ownership of the risk to someone else.
Answer option C is incorrect. Mitigation involves actions to reduce or eliminate the probability and/or impact of the risk event.
Answer option A is incorrect. Avoidance involves actions to avoid the risk event, such as changing the project scope to take the risky work out of the project.
Answer option D is incorrect. Acceptance, as its name implies, accepts the risk event and the consequences the risk event may bring. Acceptance is usually for smaller risk events.
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: Risk Management
Objective: Risk Management
NEW QUESTION # 250
What does the Health Insurance Portability and Accountability Act do?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
HIPAA prohibits health insurance providers from discriminating on the basis of health status and limits restrictions for preexisting conditions. HIPAA does not prevent HR from investigating claims issues (D) as long as the employee provides written permission. COBRA requires continuation of health benefits (A).
EPO networks (B) are established by physicians connected to a hospital. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
NEW QUESTION # 251
Beth is a nonexempt employee and she earns $17.45 per hour in her job. She has worked 40 hours this week, but management has requested that Beth work seven more hours this weekend. What is the total payment, before taxes, that Beth will be due for her work this week?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
Beth will earn seven hours of overtime pay at $16.175 per hour, plus her regular 40 hours of pay of $698.
Answer option A is incorrect. $820.15 does not reflect Beth's overtime for the week.
Answer option B is incorrect. $698 doesn't include the overtime pay.
Answer option C is incorrect. $1,230.22 counts all of the hours Beth has worked as overtime pay.
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: Compensation
NEW QUESTION # 252
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 able to design a web page in a particular software program your company uses?
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Content validity is used in an interview for an applicant to show their skills in a particular job-related function.
Answer option C is incorrect. Criterion-Related validity is a selection procedure where skills are measured and compared (or selected) to an incumbent's success in the job based on the skills being measured.
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 A 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 # 253
If employees no longer want the union to represent them, they may petition the NLRB for which of the following?
Answer: C
Explanation:
Answer option B is correct.The NLRB will conduct a decertification election if the employees present a petition signed by 30 percent of the employees in the bargaining unit.
Management may not participate in or encourage employees to circulate the petition or provide any support in the process. Doing so is considered an unfair labor practice. A union can be deauthorized (C) if employees want to remove a union security clause, such as dues check-off. If there is a valid CBA in place (D), the NLRB will not direct an election. The NLRA prohibits an election if one took place during the preceding 12 months (A). Chapter: Employee and Labor Relations Objective: Review Questions
NEW QUESTION # 254
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