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The SPHR Certification Exam is a challenging exam that requires a significant amount of preparation. Candidates must have a minimum of four years of experience in a professional-level HR position to be eligible to take the exam. Additionally, candidates must have a strong understanding of HR concepts, principles, and practices.

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The HRCI SPHR exam is suitable for experienced HR professionals who have been working in the industry for a minimum of four years. The Professional in Human Resources (SPHR) certification program is designed to test the candidate's knowledge and understanding of the key concepts and principles that are essential to the successful management of human resources. SPHR Exam covers a wide range of topics, including HR strategy, workforce planning and employment, employee and labor relations, and compensation and benefits.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q80-Q85):

NEW QUESTION # 80
Which of the following includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation?

A. Monetary compensation
B. Non-monetary compensation
C. Extrinsic reward
D. Intrinsic reward

Answer: A

Explanation:
Answer option D is correct. Chapter: Compensation and Benefits Objective: Total Rewards Defined

NEW QUESTION # 81
What is a target-benefit plan?

A. Provides a means for employees to become owners of the company
B. Uses a fixed percentage of employee earnings to defer compensation
C. Uses actuarial formulas to calculate individual pension contribution amounts
D. Requires an actual deferral-percentage test to be performed each year

Answer: C

Explanation:
Explanation/Reference:
Answer option D is correct.
A target benefit plan is a hybrid plan that has similarities to defined-benefit pension plans and money- purchase plans. These plans use actuarial formulas to calculate individual pension contribution amounts.
Deferral percentage tests (A) are required each year for 401(k) plans. An ESOP provides a means for employees to become owners of the company (B). A money purchase plan (C) defers a fixed percentage of employee earnings. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits

NEW QUESTION # 82
You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?

A. Sales people
B. Manual workers
C. Administrative assistants
D. Managers

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
Manual workers, i.e. people that complete repetitive work with their hands, physical skill, and energy, can never be exempted from overtime pay.
Answer options B, C, and D are incorrect. Sales people, managers, and administrative assistants can be exempted from overtime pay.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management

NEW QUESTION # 83
One factor of the Uniform Guidelines on Employee Selection is reliability during interviews. Which of the following statements is the best description of reliability during interviews?

A. Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for all employment positions within the organization.
B. Interviews should prepare and consistently use questions that will be asked of all candidates based on the candidate's submitted resume.
C. Interviews should adapt job-related questions for each candidate for a particular position based on the candidate's experience.
D. Interviews should prepare and consistently use a list of job-related questions that will be asked of all candidates for a particular position.

Answer: D

Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
Interviewers should prepare a job-specific list of questions and use the questions for all candidates who are applying for a specific job within the organization.
Answer option A is incorrect. Adapting questions for each candidate would skew the reliability of the interviews.
Answer option C is incorrect. The list of questions in an interview aiming for reliability should be the same across all candidates rather than based on the resume of the employee.
Answer option D is incorrect. The list of interview questions shouldn't be for all available jobs, but tailored to each type of employment and position.
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 # 84
You have been hired as a consultant for the HJN Company to help them in their strategic planning. They have asked you to help them create goals for the company. You recommend that the meeting participants use the SMART approach to goal setting. What is SMART?

A. It is a goal setting technique that defines the characteristics of a goal as Specific, Measurable, Action- oriented, Realistic, and Time-based.
B. It is a goal setting technique that defines the characteristics of a goal as Specific, Monitored, Accountable, Realistic, and Time-based.
C. It is a goal setting technique that defines the characteristics of a goal as Schedule, Monetary, Action- oriented, Risk, and Time-based.
D. It is a goal setting technique that defines the characteristics of a goal as Specific, Measurable, Action- oriented, Risk, and Tested.

Answer: A

Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
SMART uses the characteristics of Specific, Measurable, Action-oriented, Realistic, and Time-based.
Answer option D is incorrect. This is not a correct definition of SMART goal setting so this choice is incorrect.
Answer option C is incorrect. This is not a correct definition of SMART goal setting so this choice is incorrect.
Answer option B is incorrect. This is not a correct definition of SMART goal setting so this choice is incorrect.
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: Organizations

NEW QUESTION # 85
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