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| Certification Vendor: | HRCI (Human Resource Certification Institute) |
|---|---|
| Exam Name: | Senior Professional in Human Resources (SPHR) Exam |
| Exam Number: | SPHR |
| Exam Duration: | 150 (plus 30 minutes administrative time) |
| Available Languages: | English |
| Passing Score: | Scaled score of 500 (range 100–700) |
| Certificate Validity Period: | 3 years |
| Real Exam Qty: | 140 (115 scored + 25 unscored pretest) |
| Exam Price: | $495 (exam fee) + $100 (application fee) = $595 total |
| Exam Format: | Scenario-based, Fill-in-the-blank, Multiple-choice, Situational judgment |
| Related Certifications: | SPHRi (Senior Professional in Human Resources - International) GPHR (Global Professional in Human Resources) PHR (Professional in Human Resources) aPHR (Associate Professional in Human Resources) |
| 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 certification is highly valued by employers and HR professionals alike. Achieving this certification signals to employers that an HR professional has the necessary skills and knowledge to excel in a leadership role in HR management. The SPHR certification can also increase an HR professional's earning potential and career opportunities. Overall, the HRCI SPHR Certification is a powerful credential that can help HR professionals advance their careers and make a significant impact in their organizations.
NEW QUESTION # 233
Which of the following are established by Fair Labor Standards Act (FLSA) of 1938?
Each correct answer represents a complete solution. Choose all that apply.
Answer: A,B,D
Explanation:
Answer options D, C, and A are correct.The Fair Labor Standards Act (FLSA) of 1938 established the following:
Minimum wage requirement
Laws for protecting American children against labor exploitation
Criteria for exempt and nonexempt employees Reference: "http://en.wikipedia.org/wiki/Fair_Labor_Standards_Act"
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 234
Your organization uses virtual teams to complete projects. Jen is a project manager in this environment and she must act accordingly. All of the following are disadvantages of a virtual team that Jen must overcome except for which one?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Working from home-based offices is actually a benefit of a virtual team, not a disadvantage.
Answer option D is incorrect. Different languages among the virtual team can create communication challenges for Jen and the project team.
Answer option C is incorrect. Operating with different time zones can create challenges for communications and team meetings.
Answer option A is incorrect. Face-to-face communication is one of the best approaches for communicating, but virtual teams can't take advantage of face-to-face communications as easily as a collocated team.
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: Human Resource Development
Objective: Global Considerations
NEW QUESTION # 235
As an SPHR you should be able to recognize the phases of an organization as it moves through its organizational life cycle. This helps you recognize the challenges of each phase so you may act accordingly based on where the organization may be in the life cycle. Which of the following is not one of the four phases of an organization's life cycle?
Answer: B
Explanation:
Section: Volume E
Explanation
Explanation/Reference:
Answer option B is correct.
The four stages of an organization's life cycle are startup, growth, maturity, and decline. There is no such stage as abandonment.
Answer option C is incorrect. Startup is a valid phase that describes the launch and early actions of an organization.
Answer option D is incorrect. Growth is a valid phase that describes the additional personnel that are brought into the organization to help the founder accomplish the activities and responsibilities.
Answer option A is incorrect. The decline phase describes an organization that is not performing well and may suffer from bureaucracy.
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 # 236
A strategic response to the increasing use of mobile technology in the applicant job search would include all of the following except which?
Answer: A
Explanation:
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 # 237
Data to be benchmarked must:
Answer: A
Explanation:
Benchmarking data must be measurable and realistic (B) to be meaningful and actionable. At the SPHR level, benchmarking is a decision-support tool used to compare organizational performance, practices, or outcomes against relevant peers or standards. If data cannot be consistently measured or is not grounded in operational reality, comparisons become misleading and undermine credibility.
Measurable data ensures that benchmarks are based on objective, quantifiable indicators rather than perceptions or aspirational statements. Realistic data reflects comparable organizations, industries, sizes, and labor markets, allowing leaders to draw valid conclusions and make informed decisions.
Values statements (A) guide culture but are not benchmarking inputs. Past performance indicators (C) may be included, but benchmarking often focuses on current or target-state comparisons. Identifying feasible alternatives (D) is an outcome of benchmarking, not a requirement of the data itself.
SPHR exam content emphasizes that effective benchmarking depends on data integrity, comparability, and relevance. HR credibility is strengthened when benchmark data supports sound analysis and defensible recommendations.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (benchmarking; analytics).
* HRCI SPHR Study Guide - Data standards for effective benchmarking.
NEW QUESTION # 238
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