[Dec 21, 2021] Passing Key To Getting SPHR Certified Exam Engine PDF
SPHR Exam Dumps Pass with Updated Dec-2021 Tests Dumps
HRCI SPHR Exam Syllabus Topics:
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Concluding Thoughts
From guaranteed professional growth to career flexibility and competitive salaries, there are countless reasons a career in HR management can be rewarding. As a Senior Professional in Human Resources, you will be demonstrating your knowledge of the strategies & policies of HR management and a desire to become a big picture thinker who is completely trusted by their organization. Candidates who attain this certificate not only portray a solid knowledge of the popular HR disciplines, they are also accountable for the company’s HR management goals. This puts them at the peak of the organization’s career ladder in the long run because they are entrusted with just about everything there’s to know in this niche. So, get out of your comfort zone today, prepare for the HRCI SPHR exam using the above-mentioned resources and become a pro in your field. We are certain you can do it.
Preparing for SPHR Evaluation
The first path for preparing for your SPHR exam is through building a study bundle. This path entails completing your exam application through Pearson VUE and then the preparation itself. HCRI recommends that all trainees should pick a suitable package that fits their study schedule and clarify this at the time of application.
NEW QUESTION 383
Health and wellness programs are beneficial for employers because they do what?
- A. Provide nutrition counseling, exercise programs, and health education programs
- B. Increase productivity, reduce medical costs, and attract top-quality job candidates
- C. Provide on-site opportunities for physical fitness
- D. Require employees to lose weight, stop smoking, and avoid substance abuse
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
Employers look for benefit programs that add value to the bottom line. Health and wellness programs do this by increasing productivity and reducing costs. These programs are attractive to job candidates and enhance recruiting efforts. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION 384
Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity?
- A. Professional validity
- B. Construct validity
- C. Predictive validity
- D. Content validity
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
There are four types of validity that HR Professional should be familiar with: content validity, criterion- related validity, construct validity, and predictive validity. There is no such category as professional validity.
Answer options A, B, and D are incorrect. Predictive validity, content validity, and construct validity are the categories of validity, as part of abiding by the Uniform Guidelines on Employee Selection Procedures.
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 385
According to the Toxic Substance Control Act, documentation of hazardous material exposures must be kept on file for how many years?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
Manufacturers, importers, processors, and distributors of toxic chemicals must keep records related to hazardous material exposures, including claims of occupational diseases, for 30 years from the report date.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION 386
Mark made a federal complaint against what he believes was illegal activity in the workplace to a federal agency. Now Mark's employer has reduced his work hours dramatically and Mark believes it is revenge for the federal complaint he made. What term describes the type of evidence Mark must have to file another complaint against the company that has affected his employment?
- A. Pure
- B. Ad hoc
- C. Written and compiled
- D. Prima facie
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Prima facie evidence describes the proof that Mark's employment has been adversely affected by the whistle-blowing. Prima facie evidence describes the protected activity Mark was engaged in, evidence that the employer knew or suspected Mark was the whistle-blower, the employee's unfavorable employment action, and evidence that the unfavorable action was linked to the whistle-blower's complaint.
Answer options C, B, and A are incorrect. These are not valid answers for the prima facie evidence.
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 387
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, Risk, and Tested.
- B. It is a goal setting technique that defines the characteristics of a goal as Schedule, Monetary, Action- oriented, Risk, and Time-based.
- C. It is a goal setting technique that defines the characteristics of a goal as Specific, Measurable, Action- oriented, Realistic, and Time-based.
- D. It is a goal setting technique that defines the characteristics of a goal as Specific, Monitored, Accountable, Realistic, and Time-based.
Answer: C
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 388
What term describes a manager who makes himself visible, being present for employees, and getting out of his office to interact with employees?
- A. Management by walking around
- B. Active management
- C. Open door policy
- D. Progressive discipline
Answer: A
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION 389
Based on an analysis of the industry and labor market trends, a VP of Human Resources has determined that the best course of action for her company is to change from a narrow to a broadband salary structure.
The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change?
- A. Calculate the return on investment.
- B. Calculate the cost-benefit analysis.
- C. Conduct a SWOT analysis.
- D. Build a business case.
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (B) and CBA (D) may be included as part of the business case, and a SWOT analysis (C) may have identified the need for a program or action.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION 390
Which of the following creates a variety of affirmative action obligations for employers with federal government contracts?
- A. Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)
- B. Department of Labor (DOL)
- C. Equal Employment Opportunity Commission (EEOC)
- D. Office of Federal Contract Compliance Programs (OFCCP)
Answer: A
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION 391
An organization has over 5,000 employees who are members of a union. The employees, however, are no longer happy with the union's performance and they would like to decertify the union from their representation. Who will decertify the union in this instance?
- A. The employees
- B. The union official if fifty percent of the employees sign off on the decertification
- C. The National Labor Relations Board
- D. Management of the employees
Answer: C
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 392
DRAG DROP
Drag and drop the steps of negligent hiring in the proper sequence.
Answer:
Explanation:
NEW QUESTION 393
Your company is a government contractor with a current project of $250,000. As the Senior HR Professional you've been asked how the Walsh Healy Public Contracts Act will affect your organization. What is the Walsh Healy Public Contracts Act?
- A. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements.
- B. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements unless the workers do not live in the state where the contracted work is being performed.
- C. This act requires government contractors with contracts over $100,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
- D. This act requires government contractors with contracts over $10,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
Answer: D
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 394
After conducting a risk assessment, what can you do to protect the company against any identified risks?
- A. Identify policies that are applied inconsistently throughout the organization.
- B. Present management with a plan for reducing the risks.
- C. Obtain employment practices liability insurance.
- D. Develop a plan to reduce the risks.
Answer: C
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
As part of the risk assessment, inconsistent policies have been identified (A), a plan for reducing risk has been developed (C), and management has reviewed the plan for reducing risks (B). After the assessment is complete, the company may decide to purchase insurance, self-insure, or mitigate the risk by making operational changes.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION 395
Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?
- A. Pension Benefit Guaranty Corporation
- B. Department of Labor
- C. IRS
- D. FDIC
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
The FDIC is not one of the three agencies that help to enforce the requirements of ERISA.
Answer options A, B, and C are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.
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 396
"Thanks for such a great presentation! You'll always have a job with us." This is an example of what?
- A. An express contract
- B. The duty of good faith and fair dealing
- C. An implied contract
- D. Fraudulent misrepresentation
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
An express contract can be oral or written and states what the parties to the contract agree to do. The duty of good faith and fair dealing (A) is a common-law doctrine that parties to an oral or written contract have an obligation to act in a fair and honest manner to facilitate achievement of the contract goals. An implied contract (C) can be created by conduct and doesn't have to be stated explicitly. Fraudulent misrepresentation (B) occurs when an employer makes false statements to entice a candidate to join the company. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION 397
What is the best way to ensure that employees comply with the Drug-Free Workplace Act?
- A. Notify employees about contract conditions.
- B. Establish penalties for drug arrests.
- C. Develop and publish a written policy.
- D. Establish an awareness program.
Answer: C
Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
Although all of these are steps in the process, the best way to ensure that employees will comply with the Drug- Free Workplace Act is to develop and publish a written policy.
Chapter: Risk Management
Objective: Review Questions
NEW QUESTION 398
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