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Reliable SPHR Test Question & SPHR Latest Training

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SPHR Latest Training | SPHR Certification Cost

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Must-Have Revision Books

If you're searching for top-notch study materials, here are the best revision books from Amazon for your SPHR Certification Exam prep:

1. PHR and SPHR Professional in Human Resources Certification (Complete Guide) by Sandra M. Reed

For years, this guide has been one of the best resources for HR professionals who are keen to verify their knowledge through continued learning and acquisition of advanced skills. It suits all specialists starting with novice HR professionals to experienced candidates looking to demonstrate their skills at a more advanced level. From workforce planning to compensation and benefits, risk management, and business management & strategy, this book will help strengthen your skills and make you a competent HR professional by giving you an unrivaled learning environment.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q39-Q44):

NEW QUESTION # 39
Which of the following risk management tool or activity is not required by law?

A. Employee handbooks
B. EEO-1 reporting
C. Employer practice(s) prohibiting harassment
D. The reporting of securities law violations

Answer: A

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Employee handbooks are one tool used to compile written policies that aid in compliance with various state and federal laws but are not specifically required by any one law or standard.
Chapter: Business Management and Strategy
Objective: Review Questions

NEW QUESTION # 40
An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?

A. 18 hours per school week
B. Non-school hours only
C. 4 hours per school day
D. 8 hours in a non-school day

Answer: C

Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.
Answer option B is incorrect. A 15-year old may work only in non-school hours.
Answer option D is incorrect. A 15-year old may work no more than eight hours on a non-school day.
Answer option C is incorrect. The maximum a 15-year old may work is 18 hours per school week.
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: Compensation and Benefits
Objective: Compensation

NEW QUESTION # 41
A business professional must plan on the direction and mission of the organization. Questions that direct the business ask where is the business now, where does the business want to go, how will the business get there, and how will we know when it has arrived. What term is assigned to this business introspection?

A. Mission building
B. Planning
C. Strategic planning
D. Vision

Answer: C

Explanation:
Explanation/Reference:
Answer option C is correct.
These questions are all indicative of strategic planning.
Answer option A is incorrect. While this is a form of planning, this isn't the best answer for the question.
Answer option B is incorrect. Mission building happens as the business is in its startup phase of the organizational life cycle.
Answer option D is incorrect. Vision is linked to the mission of the company. It's the image and model the founder and executives see for the organization.
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: Strategy

NEW QUESTION # 42
A Total Rewards philosophy can help achieve an organization's strategic goals by doing which of the following?

A. Maintaining an entitlement culture
B. Establishing a pecking order for jobs in the organization
C. Positioning the company to lead the competition for employees
D. Attracting and retaining employees with the necessary KSAs

Answer: D

Explanation:
Answer option A is correct.A Total Rewards philosophy helps determine what kind of employees will be attracted to the organization. Developing a philosophy to target
employees with the KSAs needed by the organization can help advance the organization's mission. The pecking order for jobs (D) is based on the value of those jobs to the organization. The philosophy defines leading the competition as a strategy; positioning the company to do so (C) is a result of creating the compensation structure. An entitlement culture is maintained (B) by continuing to pay employees for time on the job instead of for performance. Chapter: Compensation and Benefits Objective: Review Questions

NEW QUESTION # 43
During an interview test John scored highly as being an individual who possesses empathy for others.
John has been awarded the job and is now performing in the organization. Evidence since John's hiring has shown that John is indeed someone who is empathetic to others. This is an example of what type of validity?

A. Criterion-related validity
B. Predictive validity
C. Content validity
D. Construct-related validity

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
Predictive-validity is a confirmation of characteristics, the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired. John was tested to be someone who is empathetic to others and his job performance has validated this belief.
Answer option D is incorrect. Content validity is an evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option C is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs so applicants must be able to use the particular software program to qualify for the position.
Answer option B is incorrect. Construct-related validity measures certain psychological tests to determine if the applicant possesses the desired characteristics to operate successfully in the position.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs

NEW QUESTION # 44
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