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The Professional in Human Resources (SPHR) certification exam is a highly sought-after credential for human resource professionals. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI) and is designed for HR professionals who have a strategic role in the organization. The SPHR certification exam is recognized globally and is a testament to an individual's knowledge and skills in the field of human resources.

The Professional in Human Resources (SPHR) Certification Exam is a highly respected and widely recognized certification for human resources professionals. The Professional in Human Resources (SPHR) certification is awarded by the HR Certification Institute (HRCI), which is a globally recognized organization for HR professionals. The SPHR Certification is designed for senior-level HR professionals who have extensive experience in the field and are responsible for developing and implementing HR strategies that align with the organization's goals.

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The SPHR exam is a computer-based exam that consists of 150 multiple-choice questions. SPHR exam is administered at Pearson VUE testing centers around the world. SPHR exam is four hours long, and candidates must score a minimum of 500 points out of 800 to pass the exam. SPHR Exam Fee is $475 for HRCI members and $575 for non-members.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q73-Q78):

NEW QUESTION # 73
The union rep has requested copies of all the incident reports filed during the last year. You are required to do what?

A. Furnish the copies by the end of the next business day
B. Furnish the copies by the end of the day
C. Furnish copies within 15 calendar days but only of the -Tell Us About the Case " section
D. Furnish copies of the -Tell Us About the Case " section within 7 calendar days

Answer: D

Explanation:
Answer option C is correct.The employee representative is entitled to receive copies of incident reports with the identifying information omitted. Employers have 7 calendar days to provide the information to an employee representative. Copies of the OSHA form 300 log must be provided by the end of the following business day (B) when requested by employees or their representatives. Options A and B do not apply to OSHA requirements. Chapter: Risk Management Objective: Review Questions

NEW QUESTION # 74
An HR director has been hired by a high-technology business that has been growing at a rapid rate.
There are 300 professional employees in manufacturing and 80 in clerical and laboratory support.
There has been no formal human resource function in the past, with each department head controlling the hiring, salary adjustments, and other details of that department. There are noestablished working hours except for non-exempt employees and the work environment is very informal in dress and supervisory relationships. The president wants the new director to identify the key areas of importance.
To plan for future staffing needs, the first step should be to:

A. Evaluate the current succession planning system
B. Design new compensation systems
C. Redesign the employee activities committee
D. Develop an employee skills inventory

Answer: D

Explanation:
To build a sustainable staffing plan, HR must start by identifyingexisting skills and capabilities. Askills inventoryis a comprehensive internal scan that identifiesgaps, strengths, and development needs, enabling the organization to prepare for growth, succession, and future workforce demands.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisitiondomain):
SPHR-level HR strategy includes "conducting internal talent assessments to anticipate future organizational needs." Developing anemployee skills inventoryis the first step instrategic workforce planning, forming the basis for recruitment, development, and succession actions.

NEW QUESTION # 75
Your organization is implementing the balanced scorecard approach to measuring organizational success.
In this balanced scorecard method there are four perspectives you'll consider. Which one of the following are the correct four perspectives of the balanced score method?

A. Education, Organizational, Development, and Financial
B. Learning and growth, Management, Customer, and Security
C. Learning and growth, Business process, Customer, and Financial
D. Developmental, Goals, Satisfaction, and Capital

Answer: C

Explanation:
Explanation/Reference:
Answer option C is correct.
The balance scorecard uses four perspectives as follows: Learning and growth, Business process, Customer, and Financial.
Answer option A is incorrect. These are not the correct definitions of the balanced score method.
Answer option D is incorrect. These are not the correct definitions of the balanced score method.
Answer option B is incorrect. These are not the correct definitions of the balanced score method.
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: Business Management and Strategy
Objective: HR Metrics: Measuring Results

NEW QUESTION # 76
During the union-organizing process, how is the bargaining unit determined?

A. By the employees during the election
B. Jointly, by the union and the employer
C. By the union organizers
D. By the National Labor Relations Board

Answer: D

Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
The National Labor Relations Board (NLRB) determines which jobs will be included in the bargaining unit based on the "community of interest" shared by the requirements of the jobs. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation

NEW QUESTION # 77
In a self-audit of your employee's I-9 forms, several errors were found. These errors included incomplete sections, questionable documents accepted for verification, and over-documentation. Of the following corrective and prevention strategies, which should you recommend to your employer?

A. Training for employees
B. Requesting updated documents from affected employees
C. Recertification of all I-9 forms
D. Enrollment in E-Verify

Answer: D

Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
E-Verify is a system-wide approach to helping employers comply with post-hire documentation regulations.
Recertifying (D) and requesting updated documents (B) may be appropriate on a case-by-case basis but neither is a long-term solution to the problem.
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION # 78
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