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The Professional in Human Resources (SPHR) certification exam is a credential offered by the HR Certification Institute (HRCI). The Professional in Human Resources (SPHR) certification is designed for senior-level HR professionals who have extensive experience in the field of human resources. The SPHR certification demonstrates a mastery of the strategic and policy-making aspects of HR management.
To be eligible for the SPHR certification exam, candidates must have a minimum of four years of experience in a professional-level HR position. Additionally, candidates must have a master's degree or higher, or a bachelor's degree and five years of experience in a professional-level HR position. SPHR Exam is rigorous and requires extensive preparation, but it is well worth the effort for those who are serious about advancing their careers in the field of human resources.
All kinds of exams are changing with dynamic society because the requirements are changing all the time. To keep up with the newest regulations of the SPHRexam, our experts keep their eyes focusing on it. Our SPHR practice materials are updating according to the precise of the real exam. Our test prep can help you to conquer all difficulties you may encounter. In other words, we will be your best helper.
The SPHR Exam is a challenging but rewarding certification that can help human resource professionals take the next step in their career. By demonstrating their expertise in key areas of HR, certified professionals can increase their job opportunities, earning potential, and overall impact in the workplace.
NEW QUESTION # 227
Professionals, craft workers, and laborers/helpers have what in common?
Answer: D
Explanation:
Answer option B is correct.The EEO-1 report requires employers to group jobs into job categories based on average skill level, knowledge, and responsibility. Exempt workers are defined by professional, executive, and administrative exemption criteria (C), and these are not examples of the protected class groups under federal law (A). Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 228
A strategic response to the increasing use of mobile technology in the applicant job search would include all of the following except which?
Answer: B
Explanation:
Explanation/Reference:
Answer option A is correct.
The use of Facebook and LinkedIn are effective sources for all positions, but not necessarily the best strategic response to the increase in use of mobile technology. Giving applicants the ability to view open positions remotely requires that a company website is designed to maximize ease of use on these devices (C). Online job posting with video (B) is an example of a tool used in a social-media recruiting campaign, created either in-house or through the use of a professional firm (D). (See Chapter 4 for more information.) Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 229
A high-involvement organization is an example of what type of OD intervention?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Techno-structural interventions address issues of how work gets done in an organization. A high-involvement organization is one in which employees at all levels are involved in making decisions about how work is accomplished. Human-process interventions (D) are designed to build competencies at the individual level of the organization. HRM interventions (C) focus on HR processes and programs such as selection procedures or performance management that address individual employee needs. Strategic interventions (A) are used to execute changes to an organization's vision, mission, or values. See Chapter 5 for more information.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 230
To which of the following does the balanced scorecard concept not apply?
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
The balanced scorecard ties objectives to performance measurements (A), sets targets (B), and measures how the objectives contribute to organization goals (C). The elimination of unnecessary processes to increase customer satisfaction (D) is the purpose of reengineering.
Chapter: Business Management and Strategy
Objective: Review Questions
NEW QUESTION # 231
What term is assigned to an employee that makes a complaint about their employer to a federal agency claiming that illegal activity has occurred?
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
A whistle-blower describes a person who reports that their employer has participated in illegal activity.
A whistleblower is a person who raises a concern about any wrongdoing occurring in an organization or body of people. Usually this person would be from that same organization. The revealed misconduct may be classified in many ways; for example, a violation of a law, rule, regulation and/or a direct threat to public interest, such as fraud, health/safety violations, and corruption.
Answer option D is incorrect. A scab is a derogative term for a person who crosses a picket line to work.
Answer option C is incorrect. A reporter isn't a valid term for this scenario.
Answer option A is incorrect. Benedict isn't a valid term for this scenario.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Corporate Governance
NEW QUESTION # 232
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