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The SPHR exam is a rigorous test that covers a range of topics, including HR strategy, workforce planning and employment, employee and labor relations, and global HR. SPHR Exam consists of 175 multiple-choice questions and takes three hours to complete. It is a computer-based test that is administered at Pearson VUE testing centers.

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The HRCI SPHR certification exam is one of the hottest and career-oriented The Professional in Human Resources (SPHR) (SPHR) exams. With the The Professional in Human Resources (SPHR) (SPHR) exam you can validate your skills and upgrade your knowledge level. By doing this you can learn new in-demand skills and gain multiple career opportunities. To do this you just need to enroll in the HRCI SPHR Certification Exam and put all your efforts to pass this important HRCI SPHR Exam Questions.

The Professional in Human Resources (SPHR) certification exam is a credential offered by the HR Certification Institute (HRCI). The Professional in Human Resources (SPHR) certification is designed for senior-level HR professionals who have extensive experience in the field of human resources. The SPHR Certification demonstrates a mastery of the strategic and policy-making aspects of HR management.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q23-Q28):

NEW QUESTION # 23
As an HR Professional for your company, you have been asked to participate in strategic planning. During the strategic planning conversation, Frank is discussing the Four P's of Marketing. What are the Four P's of Marketing?

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
The Four P's of Marketing are product, price, placement, and promotion.
Answer options C, D, and B are incorrect. These are not valid answers, as the Four P's of Marketing are product, price, placement, and promotion.
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 # 24
You are the HR Professional for your organization. You have just hired a new employee for your company.
What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States?

Answer: C

Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
The I-9 form is a requirement of the Immigration and Control Act of 1986. It must be completed within three days of hiring the employee. Some parts are completed by the newly hired candidate and the other parts are completed by the HR Professional.
Answer options C, A, and D are incorrect. These are not valid forms for the Immigration and Control Act of
1986.
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: Organization Exit/Off-Boarding Processes


NEW QUESTION # 25
Which of the following is a requirement of the Uniform Guidelines on employee selection procedures?

Answer: D

Explanation:
Answer option A is correct.Any tool used to select employees must be job related and a valid predictor of success on the job. If a selection tool results in discrimination against an individual who is a member of a protected class (B), the criteria used must be shown to be job related and valid. For example, a bona fide occupational qualification occurs when religion, sex, or national origin is "reasonably necessary to the normal operation" of the business.
Chapter: Workforce Planning and Employment Objective: Review Questions


NEW QUESTION # 26
As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being able to design a web page in a particular software program your company uses?

Answer: D

Explanation:
Explanation/Reference:
Answer option D is correct.
Content validity is used in an interview for an applicant to show their skills in a particular job-related function.
Answer option C is incorrect. Criterion-Related validity is a selection procedure where skills are measured and compared (or selected) to an incumbent's success in the job based on the skills being measured.
Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job.
Answer option A is incorrect. Predictive validity is a selection procedure that predicts a person's ability to perform well in a given job.
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: Staffing Programs


NEW QUESTION # 27
DRAG DROP
Match the Common law doctrine of employment with their descriptions.
Select and Place:

Answer:

Explanation:

Explanation/Reference:
The common law doctrine of employment at will provides employees with the right to leave a job at any time, with or without notice. Other common law doctrines place responsibilities on employees in the employment relationship as well:
The duty of diligence requires an employee to act "with reasonable care and skill" in the course of

performing work for the employer.
The duty of obedience requires employees to act within the authority granted by the employer and to

follow the employer's reasonable and legal policies, procedures, and rules.
The duty of loyalty requires that employees act in the best interest of the employer and not solicit work

away from the employer to benefit themselves.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 28
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