HRCI SPHR EXAM DUMPS

HRCI SPHR Exam Dumps

HRCI SPHR Exam Dumps

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Tags: SPHR Braindumps, Reliable SPHR Test Prep, SPHR Authorized Certification, Latest SPHR Exam Guide, SPHR Top Dumps

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The Professional in Human Resources (SPHR) certification exam is one of the most comprehensive exams for HR professionals. Offered by the Human Resource Certification Institute (HRCI), SPHR exam is designed to test the knowledge and skills of HR professionals at an advanced level. The SPHR certification is highly respected in the industry and is a mark of excellence for HR professionals.

The SPHR certification exam is an excellent opportunity for HR professionals to demonstrate their knowledge, expertise, and commitment to the field. The Professional in Human Resources (SPHR) certification is highly respected in the industry and opens up new opportunities for career advancement and professional growth. With the right preparation and dedication, HR professionals can become SPHR certified and take their careers to the next level.

The SPHR Certification Exam consists of 150 multiple-choice questions that cover six functional areas of HR management: business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. SPHR exam is computer-based and is administered at Pearson VUE test centers worldwide. The passing score for the SPHR certification exam is 500 out of 700 points, and test-takers have up to four hours to complete the exam. Earning the SPHR certification demonstrates to employers, clients, and colleagues that an HR professional has the knowledge, skills, and credibility to lead HR initiatives that drive business results and support organizational goals.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q20-Q25):

NEW QUESTION # 20
As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees. A manager has promised Ted that if he resigns from his position, the manager will hire Ted in a new, more lucrative position. Ted agrees and resigns, but the manager doesn't follow through with his promise. Ted is now out of work. This scenario is an example of which of the following?

  • A. Respondeat superior
  • B. Constructive discharge
  • C. Promissory estoppel
  • D. Express contract

Answer: C

Explanation:
Explanation/Reference:
Answer option D is correct.
When an employer makes a conditional promise of employment but doesn't follow through on the promise, it's considered promissory estoppels.
Answer option B is incorrect. The Latin phrase respondeat superior means "let the master answer." It means the employer can be held liable for the actions of the employee.
Answer option A is incorrect. A constructive discharge is a workplace environment that's so hostile the employee feels obligated to quit.
Answer option C is incorrect. An express contract is a verbal contract, such as, "You'll have a job as long as we're in business" that may negate the employment at will relationship.
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: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 21
Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?

  • A. Any physical damage to one's body resulting from an event in the work environment.
  • B. Any pain, suffering, or damage to a person as a result of working in an employee position.
  • C. Any wound or damage to the body resulting from an event in the work environment.
  • D. Any loss of life or limb resulting from an event in the work environment.

Answer: C

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
OSHA's definition of a work related injury is broad and defined as "any wound or damage to the body resulting from an event in the work environment." Answer option D is incorrect. OSHA covers more injuries than just the loss of life or limb.
Answer option A is incorrect. While this statement is in the spirit of OSHA requirements, it is not the exact definition from OSHA.
Answer option B is incorrect. OSHA doesn't use the terminology of pain, suffering, or damage, but rather defines wounds and damage.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment


NEW QUESTION # 22
The Older Worker Benefit Protection Act requires that an employee age 40 or older who is asked to waive their rights under the act must be given what?

  • A. 60 days to consider the agreement before signing it
  • B. 7 days to consider the agreement before signing it
  • C. 45 days to consider the agreement before signing it
  • D. 21 days to consider the agreement before signing it

Answer: D

Explanation:
Answer option A is correct.Workers age 40 or older who are asked to sign a waiver of their rights must be given 21 days to consider the agreement before signing it, unless they are part of a group termination or layoff. In that case, they must be given 45 days to sign the agreement (B). In both instances, they may revoke the agreement within 7 days (D). The OWBPA does not require 60 days to consider the agreement (C). Chapter: Compensation and Benefits Objective: Review Questions


NEW QUESTION # 23
An organization has an employment position available in their fitness center. The position is to be the female locker attendant. As part of the employment posting, the HR has made it a requirement that the person eligible for the job must be a female. Management believes that this requirement may be in violation to the Civil Rights Act, Title VII. Is this a violation of the Civil Rights Act, Title VII?

  • A. No, this is an example of a Title VII exception.
  • B. No, this is common sense for a female locker room attendant.
  • C. Yes, no hiring or firing can be made solely on the sex of the applicant or employment.
  • D. Yes, no posting for employment can include a preference for males or females.

Answer: A

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Federal Employment Legislation


NEW QUESTION # 24
Which of the following functional areas covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs?

  • A. Human Resource Development
  • B. Employee and Labor Relations
  • C. Workforce Planning and Employment
  • D. Business Management and Strategy

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
Workforce Planning and Employment covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs. This includes practices for evaluating workforce requirements, recruitment and selection, developing an employer brand, managing records, establishing a succession plan, and exiting employees from the organization.
Answer option B is incorrect. Business Management and Strategy looks at the "big picture" of the organization and requires an understanding of overall business operations, basic knowledge of other functional areas in the organization, and the ability to interact and work effectively with those functions.
Answer option C is incorrect. Human Resource Development utilizes training, development, change, and performance management programs to ensure that individuals with the required knowledge, skills, and abilities are available when needed to accomplish organization goals.
Answer option D is incorrect. Employee and Labor Relations address the practices for building positive employment relationships in both union and nonunion environments. This includes employee relations programs, workplace policies and procedures, dispute resolution programs, and collective bargaining activities.
Chapter: Certifying Human Resource Professionals
Objective: Development of the Human Resource Body of Knowledge


NEW QUESTION # 25
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