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| Certification Vendor: | HRCI (Human Resource Certification Institute) |
|---|---|
| Exam Name: | Senior Professional in Human Resources (SPHR) Exam |
| Exam Number: | SPHR |
| Exam Price: | $495 (exam fee) + $100 (application fee) = $595 total |
| Related Certifications: | SPHRi (Senior Professional in Human Resources - International) aPHR (Associate Professional in Human Resources) GPHR (Global Professional in Human Resources) PHR (Professional in Human Resources) |
| Real Exam Qty: | 140 (115 scored + 25 unscored pretest) |
| Exam Duration: | 150 (plus 30 minutes administrative time) |
| Passing Score: | Scaled score of 500 (range 100–700) |
| Certificate Validity Period: | 3 years |
| Exam Format: | Scenario-based, Multiple-choice, Situational judgment, Fill-in-the-blank |
| Available Languages: | English |
| Recommended Training: | HRCI Official Exam Prep |
| Exam Registration: | HRCI Official Registration Pearson VUE SPHR Exam Scheduling |
| Sample Questions: | HRCI SPHR Sample Questions |
| Exam Way: | Computer-based; Onsite at Pearson VUE centers or remote proctored via OnVUE |
| Pre Condition: | 4 years of professional HR experience + master's degree / 5 years + bachelor's degree / 7 years + high school diploma; must have strategic-level responsibilities |
| Official Syllabus URL: | https://www.hrci.org/certifications/individual-certifications/sphr |
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The SPHR Exam covers a wide range of HR topics, including strategic management, employee relations, compensation and benefits, talent development, and more. SPHR exam consists of 170 multiple-choice questions and is timed at three hours. The SPHR certification is a mark of distinction that demonstrates an HR professional’s mastery of the field and commitment to ongoing professional development. Holding this certification can open doors to new career opportunities, increased salary potential, and greater recognition within the HR community.
NEW QUESTION # 13
(Corrected Question for Clarity and SPHR Alignment)
When using employment or skills tests, HR should:
Answer: D
Explanation:
HR should avoid using the test for all positions (B) because employment tests must be job-related and consistent with business necessity. At the SPHR level, improper or overly broad test usage increases legal risk and undermines selection validity.
Best practice-and SPHR exam guidance-requires that tests be used only for positions where they are demonstrably relevant to essential job functions. Universal application without validation may result in adverse impact or noncompliance with equal employment opportunity principles.
Using tests for performance reviews (C) is inappropriate because most employment tests are designed to predict future performance, not evaluate past results. Avoiding tests for leadership positions (D) is incorrect; leadership assessments are commonly used when properly validated. Using tests for skills assessments (A) may be appropriate, but only when job-related.
This question reinforces SPHR principles of selection validity, fairness, and defensibility in staffing practices.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Talent Planning and Acquisition (selection methods; assessment validity).
* HRCI SPHR Study Guide - Guidelines for lawful and effective employment testing.
NEW QUESTION # 14
What common law term best describes an employee's obligation to act with reasonable care and skill for the employer?
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 15
Which of the following describes salting?
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Salting occurs when a union hires an individual experienced at organizing tactics to apply for a job with a company that has been targeted for an organizing campaign (B). Options C, D, and A are tactics used by unions during organizing campaigns.
Chapter: Employee and Labor Relations
Objective: Review Questions
NEW QUESTION # 16
Management and human resource professionals must be aware of unlawful interference with union activities.
One such method to remember what employers may do is called the TIPS approach. What does TIPS mean?
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
TIPS refers to the four actions employers cannot legally do: threaten, interrogate, promise, and spy.
Answer options D, C, and A are incorrect. These are not valid definitions of TIPS. TIPS means that an employer cannot threaten, interrogate, promise, and spy.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations
NEW QUESTION # 17
Which of the following is comprised of any employee payments not associated with wages and salaries?
Answer: C
Explanation:
Answer option C is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 18
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