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SPHR Practice Test | New SPHR Test Braindumps
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HRCI SPHR exam is an essential certification program for HR professionals who are looking to advance their careers and demonstrate their expertise in the field of human resources. The Professional in Human Resources (SPHR) certification is globally recognized, highly respected, and has become a standard for HR professionals seeking to validate their skills and knowledge. If you are an experienced HR professional looking to advance your career, the SPHR certification is an excellent way to demonstrate your commitment to the industry and enhance your professional reputation.
The SPHR Certification Exam covers a broad range of topics that are essential for HR professionals to understand. These topics include strategic planning, employee relations, compensation and benefits, HR development, and risk management. SPHR exam is designed to ensure that HR professionals have a comprehensive understanding of these topics and can apply their knowledge to real-world situations.
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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q119-Q124):
NEW QUESTION # 119
Melissa recently facilitated company-wide diversity training through a series of webinars. Prior to designing the training, she surveyed a sampling of employees to identify their experiences in the organization related to harassment, promotion opportunities, and equitable treatment. This is an example of which of the following?
- A. Knowledge banking
- B. Attitude assessment
- C. Summative evaluation
- D. Formative evaluation
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
Formative evaluation is a technique used prior to the commencement and during the design phase of training. It is used to gather data that will be used in training to ensure that the objectives are met and that the training meets the needs of the workgroup. This is different from summative evaluation (C), which occurs after the training has taken place. Knowledge banking (D) and an attitude assessment (A) are not used in the evaluation of training.
Chapter: Human Resource Development
Objective: Review Questions
NEW QUESTION # 120
A business professional must plan on the direction and mission of the organization. Questions that direct the business ask where is the business now, where does the business want to go, how will the business get there, and how will we know when it has arrived. What term is assigned to this business introspection?
- A. Vision
- B. Mission building
- C. Strategic planning
- D. Planning
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
These questions are all indicative of strategic planning.
Answer option A is incorrect. While this is a form of planning, this isn't the best answer for the question.
Answer option B is incorrect. Mission building happens as the business is in its startup phase of the organizational life cycle.
Answer option D is incorrect. Vision is linked to the mission of the company. It's the image and model the founder and executives see for the organization.
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: Strategy
NEW QUESTION # 121
When a reduction in force occurs, the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid, the protected employee must be allowed how long to review and consider the agreement?
- A. 7 days
- B. 21 days
- C. 45 days
- D. 180 days
Answer: C
Explanation:
Answer option B is correct.ADEA waivers are valid during a reduction in force only if the employee has 45 days to consider the agreement. Once employees sign a RIF-related waiver, the ADEA requires that they have 7 days (D) to revoke it. Terminations that are not part of a RIF require only 21 days (A) for consideration. An employee has 180 days (C) to file a charge with the EEOC in states that do not have their own EEO enforcement agency. Chapter: Workforce Planning and Employment Objective: Review Questions
NEW QUESTION # 122
Which of the following is one of the elements of a SMART goal?
- A. Action-oriented
- B. Technology
- C. Threat
- D. Strength
Answer: A
Explanation:
Answer option A is correct.A SMART goal is specific, measurable, action-oriented, realistic,
and time-based.
Chapter: Business Management and Strategy
Objective: Review Questions
NEW QUESTION # 123
Which of the following scenarios are considered Fair Labor Standards Act (FLSA) violations? (Select TWO options.)
- A. Not paying overtime to an office clerk who clocked out but continued to work through lunch
- B. An employee is not paid for arriving 10 minutes early to be ready for shift change
- C. Automatic wage deductions from an exempt employee's salary for half-day absence
- D. Paying two times the employee's regular wage for overtime hours worked
- E. Not paying a new manager for two days' absence due to a personal emergency
Answer: A,C
Explanation:
* A: Deductions from exempt employees for partial-day absences violate FLSA, which requiressalaried exempt employees be paid their full salaryregardless of hours worked, with few exceptions.
* C: Employers must pay forall hours worked, even if the employee stays late or skips a break unapproved-"suffered or permitted to work"under FLSA.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR-level compliance includes "applying wage and hour laws to ensure proper classification, compensation, and time tracking." FLSA violations often stem from misinterpretingexempt rules or meal period work time.
NEW QUESTION # 124
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