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The SPHR 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 challenging and requires a thorough understanding of HR principles and practices, as well as the ability to apply them in real-world scenarios. Candidates must have at least 4 years of experience in an HR role to be eligible for the SPHR certification, and passing the exam is a significant achievement that can lead to career advancement and increased earning potential.
The benefits of earning the SPHR certification are numerous. It demonstrates to employers and peers that the holder has a deep understanding of the HR profession and is committed to staying current with the latest practices and trends. Additionally, the SPHR certification can lead to increased job opportunities and salary potential.
NEW QUESTION # 38
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. Allen A Kennedy
- C. Frederick Herzberg
- D. W Edwards Deming
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
Edgard Schein of MIT's Sloan School of Management is the individual who defined organizational culture as "that's the way we do things around here."
Answer option B is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual.
Answer option C is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly.
Answer option D is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.
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 # 39
Which of the following tests is used to determine whether candidates are physically capable of performing specific job duties?
- A. Cognitive Ability Test
- B. Integrity test
- C. Physical assessment test
- D. Aptitude test
Answer: C
Explanation:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 40
The analysis phase of instructional design is used to determine:
- A. What skills need to be taught
- B. Training delivery methods
- C. The budget for the project
- D. Which evaluation system to use
Answer: A
Explanation:
TheADDIE modelstarts withAnalysis, where training needs are diagnosed, gaps identified, andspecific skills to be addressed are determined. This is thefoundationof effective instructional design.
Extract from HRCI-aligned HR knowledge (Learning and Development):
SPHR candidates must understand ADDIE: "The analysis phase identifies the business problem, learning goals, and knowledge gaps." It is essential for buildingrelevant and results-driven training programs.
NEW QUESTION # 41
How can an employer determine whether a job creates an ergonomic hazard for an employee?
- A. Review and analyze the OSHA logs.
- B. Observe the incumbent performing the job duties.
- C. Review and analyze the workers' compensation records.
- D. Review the MSDS.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Although a review and analysis of OSHA logs (C) or workers' compensation records (D) can be used to determine any injury patterns occurring in the workplace, observing the incumbent (B) performing the work is necessary to determine whether there is an ergonomic hazard in the job. An MSDS (A) describes chemical hazards unrelated to ergonomics.
Chapter: Risk Management
Objective: Review Questions
NEW QUESTION # 42
During the organization of a union, it's possible that the union will gain recognition from the management.
The management is then obliged to give the NLRB a list of employees who are eligible to vote in the unionization election. What is the name of the list of such employees called?
- A. Constituent List
- B. Union prospectus List
- C. Candidate List
- D. Excelsior List
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
The list of employees who are eligible to vote in the union election, is called the Excelsior List. It's so called, based on the outcome of the lawsuit Excelsior Underwear, Inc. v. NLRB in 1996.
Answer option A is incorrect. The list is called the Excelsior List, not the candidate list.
Answer option B is incorrect. The list is called the Excelsior List, not the constituent list.
Answer option C is incorrect. The list is called the Excelsior List, not the union prospectus list.
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 # 43
Which of the following serves to motivate employees to work safely, reduce workers compensation costs, and encourage improvements to safety programs?
- A. Voluntary Protection Program (VPP)
- B. Strategic Protection Program
- C. Health and Safety Program
- D. Strategic Partnership Program
Answer: A
Explanation:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 44
Which of the following is a legal term that describes an action that injures someone?
- A. Temp-to-perm
- B. Tort
- C. Total Quality Management (TQM)
- D. TIPS
Answer: B
Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 45
Part of organizational development is a commitment to quality. What quality control tool is also known as a fishbone diagram?
- A. Control chart
- B. Ishikawa chart
- C. Pareto chart
- D. Histogram chart
Answer: B
Explanation:
Explanation/Reference:
nswer option C is correct.
An Ishikawa chart is also known as a fishbone diagram or a cause-and-effect chart.
The Ishikawa diagram (or fishbone diagram or also cause-and-effect diagram) is a diagram that shows the causes of a certain event. A common use of the Ishikawa diagram is to identify potential factors causing an overall effect. It helps identify causal factors and root causes.
It is known as a fishbone diagram because of its shape, similar to the side view of a fish skeleton. It is considered as a basic tool of quality management.
Answer option B is incorrect. A histogram is simply a bar chart and isn't ordered from largest to smallest.
Answer option D is incorrect. A Pareto chart is a special histogram in that it shows categories of failures from the largest failure to the smallest failure.
Answer option A is incorrect. A control chart shows trend analysis by tracking the results of measurements over time.
"Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge." Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 46
You are the senior HR Professional for your company. Management has asked you to identify how you'll measure results for human resources performance through one of four tactical accountability measures.
Which of the following tactical accountability measures is not a valid measurement approach for HR performance?
- A. HR expenses as a percentage of operating expenses
- B. Ratio of total employees to HR Staff
- C. Ratio of management to HR staff
- D. HR expenses as a percent of total revenue
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Tactical accountability does not include a ratio of management to HR staff. The four approaches to tactical accountability for HR are: HR expenses as a percentage of operating expenses, HR expenses as a percent of total revenue, ratio of total employees to HR Staff, and HR department expenses per employee.
Answer options A, C, and D are incorrect. These are valid tactical accountability measurements.
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: Human Resource Technology
NEW QUESTION # 47
Which of the following is an example of an involuntary deduction an employer may be required to retain from an employee's pay?
- A. Tax levy
- B. State income tax
- C. Federal income tax
- D. Medicare
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
A tax levy is an IRS order for an employer to retain funds from an employee's pay for taxes due in addition to current taxes.
A tax levy, under United States Federal law, is an administrative action by the Internal Revenue Service (IRS) under statutory authority, without going to court, to seize property to satisfy a tax liability. The levy includes the power of distraint and seizure "by any means". The general rule is that no court permission is required for the IRS to execute a section 6331 levy.
Answer option B is incorrect. Medicare isn't an involuntary deduction.
Answer option C is incorrect. State income taxes aren't an involuntary deduction.
Answer option D is incorrect. Federal income taxes aren't an involuntary deduction.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
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 # 48
"Thanks for such a great presentation! You'll always have a job with us." This is an example of what?
- A. An implied contract
- B. An express contract
- C. The duty of good faith and fair dealing
- D. Fraudulent misrepresentation
Answer: B
Explanation:
Section: Volume C
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 # 49
John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns?
- A. Market-demand pay
- B. Base pay
- C. Hygiene factor pay
- D. Variable pay
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
John's base pay is the fixed rate of pay he earns for performing his job in your organization.
Answer option A is incorrect. Variable pay is the total pay John earns through variable programs, such as commissions or bonuses.
Answer option B is incorrect. This isn't a valid term for employee compensation.
Answer option D is incorrect. Market-demand describes the market average for pay, for someone in John's role as a mechanic.
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 # 50
Which of the following is a basic principle behind job analysis?
- A. The analysis focuses on the job, not the person.
- B. The required qualifications should include everything the manager would like the employee to have.
- C. The analysis focuses on the person doing the job, not the job.
- D. The analysis is limited to task inventories and questionnaires.
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
The correct focus of a job analysis is the job itself, not the incumbent in the job. Performance management focuses on the person in the job (D). An analysis may use a number of sources in addition to task inventories and questionnaires (C), including interviews, observation, and supervisory input. The required qualifications should be related to the essential functions of the job to avoid complaints of discrimination (B).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 51
Which of the following ensures that employees working in different locations are paid at rates competitive in the labor market for specific jobs and locations?
- A. Call-back pay
- B. Geographic pay
- C. Hazard pay
- D. Base pay
Answer: B
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 52
Which of the following is the best way to avoid an active shooter incident?
- A. Increase the number of security personnel
- B. Complete pre-employment background checks
- C. Conduct a multiple-perspective threat assessment
- D. Review the workplace violence policy with employees annually
Answer: C
Explanation:
The most effectivepreventive strategyis acomprehensive threat assessment, involving HR, legal, security, and behavioral experts. This identifies risks proactively - not just reactively.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR best practices include "implementing multi-disciplinary workplace violence prevention protocols." Threat assessments help organizationspredict and mitigateviolent behavior by examining patterns, access, grievances, and mental health signals.
NEW QUESTION # 53
An effective progressive disciplinary process begins with which of the following?
- A. Coaching or counseling
- B. A suspension
- C. A written warning
- D. A verbal warning
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
An effective progressive disciplinary process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed. A written warning (A) is the second step of a formal disciplinary process. A verbal warning (B) is the first step. Suspensions (C) are usually the last step prior to termination. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION # 54
Which of the following Supreme Court cases found that an employer can be held liable for the sexual harassment of its employees?
- A. Payne v. The Western & Atlantic Railroad Company
- B. Harris v. Forklift Systems
- C. Burlington Industries v. Ellerth
- D. Meritor Savings Bank v. Vinson
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
It was held in Burlington Industries v. Ellerth case that employers are liable for the actions of their employees. In the case, Kimberly Ellerth worked for Burlington Industries and was harassed by a colleague, not her immediate supervisor, Ted Slowick. The US Supreme Court found that Burlington Industries was responsible for Ted Slowick's actions as he was their employee.
Answer option A is incorrect. Meritor Savings Bank v. Vinson is a sexual harassment case that determined a hostile environment claim of sexual harassment to be actionable under Title VII.
Answer option D is incorrect. Harris v. Forklift Systems is a sexual harassment case that addressed a hostile environment and its relation to a person's level of psychological well-being.
Answer option C is incorrect. Payne v. The Western & Atlantic Railroad Company, established the principle of employment at will.
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 # 55
Which of the following occurs when the union decides to stop working?
- A. Lockout
- B. Boycott
- C. Involuntary exit
- D. Strike
Answer: D
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
A strike occurs when the union decides to stop working.
Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.
Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.
Answer option A is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer's actions, or to try to force the employer into accepting their demands.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 56
During a unionizing campaign, management may do which of the following in response to union allegations?
- A. Encourage nonunion employees to talk about the reasons they don't want the union.
- 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. Ask employees what the union is saying about the company.
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 # 57
Which of the following focuses on building systems that retain corporate knowledge accessible as needed by the organization?
- A. Program management
- B. Knowledge management
- C. Talent management
- D. Succession plan
Answer: B
Explanation:
Answer option A is correct.
Chapter: Human Resource Development
Objective: Federal Employment Legislation
NEW QUESTION # 58
Which employee growth and assessment program is characterized by performance objectives?
- A. Behavioral-based performance assessment
- B. Continuous-feedback program
- C. Skills-based performance assessment
- D. Management by objectives (MBO)
Answer: D
Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
The first three choices are all employee growth and assessment programs. Behavioral-based performance assessment (D) focuses on behaviors, whereas skills-based performance assessment (C) focuses on skills. MBO programs measure the successful attainment of objectives. The continuous-feedback program (A) is a performance management program.
Chapter: Human Resource Development
Objective: Review Questions
NEW QUESTION # 59
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To be eligible for the SPHR certification exam, individuals must have at least four years of experience in a professional-level HR position. In addition, they must have a graduate degree or a minimum of a bachelor's degree in HR or a related field. SPHR exam is computer-based and consists of 150 multiple-choice questions. SPHR exam is designed to test a candidate's knowledge and skills in six functional areas: business management, talent planning and acquisition, learning and development, total rewards, employee relations and engagement, and HR service delivery.
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