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HRCI SPHR Certified Professional Salary
The average Salary of a HRCI SPHR Certified Salary in
- Europe: 81,718 Euro
- United States: 155,000 USD
- India: 1,00,000 to 6,00,000 INR
NEW QUESTION 262
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:
Explanation/Reference:
Answer option B is correct.
Certification and decertification of union representation is managed by the National Labor Relations Board.
Answer option C is incorrect. Management does not decertify the union; the NLRB does.
Answer option D is incorrect. The employees can demand the change if they have 30 percent of the employee signatures.
Answer option A is incorrect. The union doesn't decertify the employees; the NLRB does.
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 263
Which of the following focuses on building systems that retain corporate knowledge accessible as needed by the organization?
- A. Talent management
- B. Program management
- C. Succession plan
- D. Knowledge management
Answer: D
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Chapter: Human Resource Development
Objective: Federal Employment Legislation
NEW QUESTION 264
A high-involvement organization is an example of what type of OD intervention?
- A. Human resource management
- B. Techno-structural
- C. Human process
- D. Strategic
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Techno-structural interventions address issues of how work gets done in an organization. A high- involvement organization is one in which employees at all levels are involved in making decisions about how work is accomplished. Human-process interventions (D) are designed to build competencies at the individual level of the organization. HRM interventions (C) focus on HR processes and programs such as selection procedures or performance management that address individual employee needs. Strategic interventions (A) are used to execute changes to an organization's vision, mission, or values. See Chapter
5 for more information.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION 265
When an individual files a charge of discrimination with the EEOC against an employer, what will the EEOC do?
- A. The EEOC will create a hearing with the complainant and the employer to investigate the charge.
- B. The EEOC will investigate the claim by inspecting the employer's place of business.
- C. The EEOC will visit the employer to inform them of the charge.
- D. The EEOC will send the employer a letter informing them of the charge.
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
The first thing that the EEOC will do is send the employer a letter informing them of the charge and allow the employer to respond accordingly.
Answer option A is incorrect. The EEOC won't visit the place of employment, but will first send a letter informing the employer of the charge.
Answer option B is incorrect. The EEOC doesn't create a hearing. The employer will first receive the letter allowing them to respond to the charge.
Answer option D is incorrect. The EEOC won't visit the place of employment, but will first send a letter informing the employer of the charge.
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: Federal Employment Legislation
NEW QUESTION 266
Which of the following refers to the process of attracting, screening, and selecting qualified people for a job at an organization?
- A. Straight-line operation
- B. HR audit
- C. Green circle
- D. Recruitment
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
Answer option A is incorrect. An HR audit identifies practice areas in an organization that are working well and those that may be out of compliance with legal requirements.
Answer option D is incorrect. Green circle refers to salaries that are below the minimum of the salary range.
Answer option C is incorrect. A straight-line operation refers to two businesses that perform operations complementing each other.
Reference:"http://en.wikipedia.org/wiki/Recruitment"
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION 267
The motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve it is known as what?
- A. McClelland's acquired needs theory
- B. Vroom's expectancy theory
- C. Adams' equity theory
- D. McGregor's Theory X and Theory Y
Answer: B
Explanation:
Section: Volume C
Explanation
Explanation/Reference:
Answer option A is correct.
Vroom explains his theory with three terms: expectancy (the individual's assessment of their ability to achieve the goal), instrumentality (whether the individual believes they are capable of achieving the goal), and valence (whether the anticipated goal is worth the effort required to achieve it). Adams' equity theory (B) states that people are constantly comparing what they put into work to what they get from it. McClelland's acquired needs theory (C) states that people are motivated by one of three factors: achievement, affiliation, or power.
McGregor's Theory X and Theory Y (D) explain how managers relate to employees. Theory X managers are autocratic, believing that employees do not want to take responsibility. Theory Y managers encourage employees to participate in the decision-making process, believing that they respond to challenges. See Chapters 2 and 5 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Motivation Concepts
NEW QUESTION 268
As a Senior HR Professional, you have been asked to also serve as the project manager for a new HR project in human resources. As a project manager, you must always plan for three constraints in every project. Which of the following is NOT one of the triple constraints of project management?
- A. Human resources
- B. Cost
- C. Time
- D. Scope
Answer: A
Explanation:
Answer option D is correct.Human resources is one of the nine knowledge areas of project management, but it is not a constraint in every project.Answer option A is incorrect. Time, or schedule, is one of the three constraints of project management.
NEW QUESTION 269
As a HR Professional you must understand the laws and regulations, which affect employee compensation.
Which of the following was the first to address sanitary working conditions?
- A. Walsh-Healey Public Contracts Act
- B. Portal-to-Portal Act
- C. Davis-Bacon Act
- D. Fair Labor Standards Act
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
The Walsh-Healey Public Contracts Act addressed contractors with the federal government that exceed
$10,000, to pay an established minimum wage to workers employed through the contract. This act was passed in 1936. This act also addressed, however, the requirements of sanitary working conditions for employees.
Answer option B is incorrect. In 1931 the Davis-Bacon Act was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option D is incorrect. The Fair Labor Standards Act was passed in 1938. It addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option A is incorrect. The Portal-to-Portal Act of 1947 clarified the hours of working for the purpose of minimum wage and 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: Compensation and Benefits
Objective: Compensation
NEW QUESTION 270
Project management is a core activity in many organizations today. Which of the following statements best describes the process groups that comprise the project management lifecycle?
- A. The project management lifecycle is comprised of forming, storming, norming, performing, and adjourning.
- B. The project management lifecycle is comprised of initiating, planning, executing, monitoring and controlling, and closing.
- C. The project management lifecycle is comprised of organizing, commanding, coordinating, and controlling.
- D. The project management lifecycle is comprised of launching, planning, executing, monitoring and controlling, and closing.
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
The project management lifecycle is comprised of five process groups: initiating, planning, executing, monitoring and controlling, and closing.
Answer option A is incorrect. This answer describes the five stages of team development.
Answer option C is incorrect. This answer describes four of five components of management.
Answer option D is incorrect. There is no launching process group in the project management lifecycle.
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: Core Knowledge Requirements for HR Professionals
Objective: Project Management Concepts
NEW QUESTION 271
Your manager has approached you regarding her desire to outsource certain functions to an external firm.
She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to the vendors in this instance?
- A. Request for Information
- B. Request for Quote
- C. Request for Proposal
- D. Invitation for Bid
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions, ideas, and detailed information about the outsourced function. The vendor will provide a proposal in response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need that the vendor is to provide a solution and a price.
Answer option A is incorrect. A Request for Quote (RFQ) is a procurement document that asks the vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit.
Answer option B is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a procurement document asking the vendor for a fixed price for a specific thing to be purchased.
Answer option D is incorrect. A request for information (RFI) asks the vendor for more information about their solution, services, or company. An RFI could ask for samples, references of work, white papers, and more information.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Three: Strategic 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: Core Knowledge Requirements for HR Professionals
Objective: Needs Assessment and Analysis
NEW QUESTION 272
Which of the following is often formed to address ongoing issues in the organization?
- A. Virtual work team
- B. Committees
- C. Delegating authority
- D. Task force
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION 273
During a unionizing campaign, management may do which of the following in response to union allegations?
- A. Ask employees what the union is saying about the company.
- B. Tell employees that the company will have to move the jobs to another country if the union is elected.
- C. Point out the consequences of unionization based on past facts.
- D. Encourage nonunion employees to talk about the reasons they don't want the union.
Answer: C
Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
The company may make truthful statements about a unionized environment during an organizing campaign, such as pointing out that employees will have to pay dues to the union. Although nonunion employees are free to talk about their reasons for not wanting a union (C), it is an unfair labor practice for the employer to encourage them to do so. Telling employees that the company will have to move the jobs to another country if the union is elected (D) is also a ULP, because it constitutes a threat. Employers may not threaten, interrogate, promise, or spy on (TIPS) employees during an organizing campaign (A).
Chapter: Employee and Labor Relations
Objective: Review Questions
NEW QUESTION 274
The process of identifying risks and taking steps to minimize them is referred to as what?
- A. Liability management
- B. Qualitative analysis
- C. Risk management
- D. Risk assessment
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Risk management identifies areas of possible legal exposure for the organization and reduces those risks with preventive actions. Liability management (C) occurs after a liability is incurred, while risk management seeks to prevent liability. Qualitative analysis (A) covers several subjective tools for analysis. A risk assessment (D) is used to determine how likely it is that an identified risk will actually occur. See Chapters
2 and 8 for more information.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION 275
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?
- A. Edgard Schein
- B. Frederick Herzberg
- C. W. Edwards Deming
- D. Allen A. Kennedy
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: Human Resource Development
Objective: Organization Development
NEW QUESTION 276
Which of the following is an example of a nonqualified deferred-compensation plan?
- A. A money-purchase plan
- B. A target-benefit plan
- C. An excess-deferral plan
- D. A cash-balance plan
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by ERISA; they are limited to a small group of executives or highly compensated employees. A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money- purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
NEW QUESTION 277
As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?
- A. OSHA 3615 poster
- B. OSHA 3165 poster
- C. OSHA 5131 poster
- D. OSHA 5613 poster
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The OSHA poster with the employee's rights is OSHA poster 3165.
Answer options D, B, and C are incorrect. The OSHA poster with the employee's rights is OSHA poster 3165.
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 278
Which of the following is designed to give students opportunities to gain experience in their chosen fields prior to graduation?
- A. Merger
- B. Internship program
- C. Outsourcing
- D. Job sharing
Answer: B
Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION 279
An organization is considering services it can successfully provide to its customers. One of the services, however, is deemed to be difficult to offer with a high degree of certainty of success. The organization has decided not to offer the service because of the risk in offering the service, and failing. What risk response is used in this scenario?
- A. Sharing
- B. Transference
- C. Avoidance
- D. Mitigation
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
This is an example of the avoidance risk response. Avoidance are preventive actions, workarounds, and decisions to avoid a negative risk event.
Answer option B is incorrect. Transference is a risk response that transfers the risk to a third party - usually for a fee.
Answer option C is incorrect. Mitigation is a risk response to reduce the probability and/or impact of a negative risk event.
Answer option A is incorrect. Sharing is a risk response that shares a positive risk event with another party.
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 Management
NEW QUESTION 280
Which of the following includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation?
- A. Non-monetary compensation
- B. Monetary compensation
- C. Intrinsic reward
- D. Extrinsic reward
Answer: B
Explanation:
Section: Volume F
Explanation/Reference:
Answer option D is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION 281
Which of the following is not a benefit of hiring a multigenerational workforce?
- A. A multigenerational workforce increases an organization's productivity.
- B. A multigenerational workforce increases the availability of different perspectives for use in management decision-making.
- C. Recruiting for a multigenerational workforce increase the applicant pool from which to choose employees.
- D. A multigenerational workforce is a reflection of the population, considering the large number of baby boomers who are reaching retirement age.
Answer: A
Explanation:
Answer option C is correct.A multigenerational workforce is one example of the diversity represented in the workplace today. Bringing in new points of view for strategic decision making and needs identification (D), the ability to access the knowledge of a broad range of workers (A), and reflecting the ever-changing face of the customers (B) are three of the benefits of having an older workforce. A multi-generational workforce does not directly impact organizational productivity. Chapter: Core Knowledge Requirements for HR Professionals Objective: Review Questions
NEW QUESTION 282
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which of the following bargaining types is considered to be the most combative?
- A. Interest-based bargaining
- B. Integrative bargaining
- C. Good faith bargaining
- D. Distributive bargaining
Answer: D
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: Union Organization
NEW QUESTION 283
A manager must choose someone to work over the weekend shift over a national holiday. He decides that Mary should work the weekend shift because she is from India and likely doesn't celebrate the national holiday. This is an example of what type of discrimination?
- A. This is not discrimination, but selective scheduling
- B. Adverse political capital
- C. Disparate treatment
- D. Disparate impact
Answer: C
Explanation:
Explanation/Reference:
Answer option D is correct.
This is an example of disparate treatment because she's been selected to work based on her national origin.
Answer option C is incorrect. This is not an example of disparate impact, as this isn't a case of a neutral policy affecting members of a protected class.
Answer option B is incorrect. This isn't political capital affecting the manager's decision.
Answer option A is incorrect. This is an example of discrimination, as the choice was made based on Mary's national origin.
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: Federal Employment Legislation
NEW QUESTION 284
For which of the following is "the highest standards of care and professionals in a legal context" a key component?
- A. Fiduciary responsibility
- B. Code of conduct
- C. Conflict of interest
- D. Breach of contract
Answer: A
Explanation:
Answer option C is correct.Fiduciary responsibility implies a greater legal obligation to act with great care and responsibility on behalf of a company. Acting in one's own self-interest, conflicting duties, and profiting from a role are all examples of how HR could breach this obligation. Code of conduct, breach of contract and conflict of interest are certainly components of HR standards, but in terms of ranking, they fall below the concept of fiduciary responsibility. Chapter: Compensation and Benefits Objective: Review Questions
NEW QUESTION 285
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Topics of HRCI SPHR Certification Exam
Candidates must know the exam topics before they start of preparation. Because it will really help them in hitting the core. Our HRCI SPHR dumps will include the following topics:
- Risk management (7%) This domain aims to provide a safe and secure work environment.
- Human resources development (19%) The training and development part of the exam focuses on performance evaluations, performance management, etc.
- Workforce planning and employment (17%) This focuses on the hiring and retention process, including succession planning, guidance, recruitment, etc.
- Business management and strategy (30%) This section focuses on mission and values, vision, policy formulation, leadership and important changes and other areas.
- Employees and labor relations (14%) This area focuses on maintaining strong relationships in the workplace.
- Compensation and benefits (13%) Compensation and benefits are of paramount importance to employees and what this test area focuses on.
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.
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