Online Questions - Valid Practice To your SPHR Exam (Updated 142 Questions)
Practice To SPHR - Remarkable Practice On your The Professional in Human Resources (SPHR) Exam
The SPHR certification covers a wide range of HR topics, including business strategy, talent acquisition and management, employee relations, and legal and regulatory compliance. It is a comprehensive exam that tests the knowledge and skills of HR professionals in different areas of HR management. The Professional in Human Resources (SPHR) certification is highly respected in the HR industry and is recognized by employers worldwide.
The SPHR certification is a prestigious and valuable credential for HR professionals looking to advance their careers. It demonstrates their mastery of HR knowledge and skills and opens up new opportunities for professional growth and advancement. For those willing to put in the time and effort to prepare for the exam, the SPHR certification is a worthwhile investment in their career.
NEW QUESTION # 58
Which of the following diagrams is also known as fishbone diagram?
- A. Cause and effect diagram
- B. Ishikawa diagram
- C. Pareto diagram
- D. Scatter diagram
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 59
You are the HR Professional for your organization and you're reviewing the performance appraisal systems your company can use. Which performance appraisal approach uses a paired comparison method in the review?
- A. Results-based
- B. Rating method
- C. Narrative method
- D. Comparative method
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
The comparative method can use a paired comparison method to rate each employee in a group against every other employee in the group.
Answer option D is incorrect. A narrative method uses an essay or conversation as the review.
Answer option B is incorrect. The rating method uses rating scales and checklists to review the employees or members of an identified group.
Answer option A is incorrect. Results-based appraisals generally use the management by objectives review of the goals accomplished.
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: Performance Appraisal
NEW QUESTION # 60
A standard employment practice that seems to be fair yet results in discrimination against a protected class is a description of what?
- A. Adverse impact
- B. Disparate impact
- C. Disparate treatment
- D. Unfair treatment
Answer: B
Explanation:
Answer option C is correct.Disparate impact occurs when an employment practice that seems to be fair unintentionally discriminates against members of a protected class. Disparate treatment (B) occurs when a protected group is treated differently than other applicants or employees. The EEOC defines adverse impact (D) as a substantially different rate of selection in hiring, promotion, or another employment decision that works to the disadvantage of members of a race, a sex, or an ethnic group. Unfair treatment (A) can refer to any perceived difference in how employees are treated. See Chapter 4 for more information. Chapter: Workforce Planning and Employment Objective: Federal Employment Legislation
NEW QUESTION # 61
Characteristics of high-involvement organizations include all of the following except which?
- A. Pay-for-performance system that clearly links employee behavior to rewards
- B. Team learning
- C. Decision-making from the bottom up
- D. Data-sharing from the top down
Answer: B
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
High-involvement organizations are those in which employees are encouraged to remain active, accountable members of the company. Allowing employees to come up with creative solutions to problems, clearly linking rewards to behavior (B) encouraging decision-making from the ground up (D) and demonstrating management trust through data sharing (C) are other characteristics of HIOs. See Chapters
3 and 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION # 62
A code of conduct is primarily used by companies that wish to do which of the following?
- A. Work toward preventing disciplinary action through clearly communicated behavior standards
- B. Discourage violations of company policy
- C. Establish the framework for a discipline system
- D. Provide equal opportunity for all employees
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
A code of conduct is one tool used by employers to clearly communicate company expectations. With regular feedback, employees are given the opportunity to succeed in their jobs based on organizational needs. A code of conduct is not the foundation of a system (D), nor does it focus on providing EEO in employment (B) or discourage violations of company policy (C). See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations
NEW QUESTION # 63
People Logistics recently began scheduling offsite meetings for its management team to review the operational realities of implementing elements of the strategic plan. This is an example of which of the following development activities?
- A. Assigning a mentor
- B. Hiring an executive coach
- C. Strategic planning
- D. Peer-to-peer coaching
Answer: D
Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Peer-to-peer coaching is useful when a management work group has shared values or objectives. Assigning a one-on-one peer coach or using a team approach maximizes the diversity of skills available in any particular peer group. A mentor relationship (B) implies a hierarchy (the mentor and a subordinate), an executive coach (C) is used for more one-on-one upper level management development, and strategic planning (D) is a broad organization-wide string of activities related to the planning the direction of the company.
Chapter: Human Resource Development
Objective: Review Questions
NEW QUESTION # 64
An employee has resigned. During the exit interview, the employee tells HR that the reason for the resignation is that for the last 3 months the supervisor has been hostile, refused to provide instructions on work assignments, given the employee all the most unpleasant tasks in the department, and verbally reprimanded the employee in front of co-workers and customers. The employee may have a cause of legal action based on which of the following?
- A. Promissory estoppel
- B. Fraudulent misrepresentation
- C. Constructive discharge
- D. The employer's duty of good faith and fair dealing
Answer: C
Explanation:
Answer option C is correct.Constructive discharge occurs when the employer forces an employee to resign by creating a work environment that is so unpleasant a reasonable person would resign. The duty of good faith and fair dealing (B) applies to contracts, requiring both parties to act in a fair and honest manner with each other to ensure that benefits of the contract are realized. Promissory estoppel (D) occurs when an employer entices an employee to take an action by promising a reward but then does not follow through on the reward. Fraudulent misrepresentation (A) occurs when an employer makes untrue promises or claims to a candidate. Chapter: Employee and Labor Relations Objective: Review Questions
NEW QUESTION # 65
An organization developing an OSHA emergency response plan for a site located more than 50 miles from a healthcare facility should be primarily concerned with:
- A. Integrating the response into an overall community plan
- B. Identifying the nearest emergency facility
- C. Ensuring that personal protective equipment is readily available
- D. Ensuring that the resources for adequate medical response are available
Answer: D
Explanation:
OSHA regulations require that organizations, particularly those inremote locations, ensure thatmedical services and first aidare available in a timely manner. The greater the distance from a medical facility, the more critical it becomes to havetrained personnel and first-aid resources onsite.
Extract from HRCI-aligned HR knowledge: In theEmployee Relations and Engagement/ Risk Managementdomain, SPHR identifies the need to "develop emergency preparedness plans to mitigate workplace risks, especially in isolated environments," with OSHA guidelines requiringonsite emergency readinesswhen off-site help is delayed.
NEW QUESTION # 66
As an SPHR, you are to participate in enterprise risk management. Risk is an uncertain event or condition that may have a positive or negative effect on the enterprise. In HR, what is the first action you must do to participate in enterprise risk management?
- A. Determine your responsibilities as the risk owner.
- B. Identify the risk events.
- C. Identify the effects of the risk events.
- D. Mitigate the risk events.
Answer: B
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Strategic Management
NEW QUESTION # 67
Human resource professionals are likely to use third-party contracts when doing which of the following?
- A. Conducting a job evaluation
- B. Writing the employee handbook
- C. Hiring a full-time executive
- D. Hiring a temporary employee
Answer: D
Explanation:
Answer option D is correct.In a third-party contract, some or all of the work is performed by an individual who is not a party to the contract. There are many examples of third-party contracts in business; perhaps the best known for HR professionals is an agreement with a temp agency in which the company agrees to pay the temp agency for services provided by an employee of the agency. See Chapters 2 and 4 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Third-Party Contract Management
NEW QUESTION # 68
Which of the following Acts establishes mandatory safety and health standards for mine operators and monitors operations throughout the United States?
- A. OSH act
- B. SBREF act
- C. MSH act
- D. FLS act
Answer: C
Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 69
Henry is the Senior HR Professional for his organization which manufactures automobile
parts. His organization has plants throughout the US. Management has informed Henry that a plant in Alabama will be closing. 650 jobs will be eliminated as a result. How many days is Henry's organization required to give notice before the plant may close?
- A. 60 days
- B. 120 days
- C. 90 days
- D. 30 days
Answer: A
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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 # 70
Which of the following is best defined as a benefit plan that uses an actuarial formula to calculate the contribution amount needed to reach a predetermined benefit amount at retirement?
- A. Profit sharing plan
- B. Money purchase plan
- C. 401(k) plan
- D. Target benefit plan
Answer: D
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
The target benefit plan uses a predetermined amount, or target amount, to calculate contributions needed to reach the amount by a given date of anticipated retirement.
Answer option A is incorrect. A money purchase plan uses a fixed percentage of employee earnings to defer compensation.
Answer option C is incorrect. A 401(k) plan allows contribution from employees and employers.
Answer option D is incorrect. A profit sharing plan makes contributions based on a percentage of employer earnings each year.
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 # 71
Which of the following methods of quantitative analysis would be most effective for an organization with data that is out of date?
- A. Weighted average
- B. Simple linear regression
- C. Trend analysis
- D. Mode
Answer: A
Explanation:
Section: Volume E
Explanation/Reference:
Answer option B is correct.
Measures of central tendency such as mean average, moving average, and weighted average are useful when an organization must include outdated information in its analysis. Typically, more weight is assigned to the more current data; or, as new data is added, older criteria are dropped. This allows for a more accurate reflection of the current condition. A trend analysis (A) compares the movement of a single variable over time, for example, the hiring rate from a single recruiting source. Simple linear regression (C) measures the relationship between two variables, such as how many units employees can produce. All techniques can be used for planning and forecasting purposes.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 72
Which of the following union security clauses specifies that all employees must either join the union or pay union dues if they choose not to join the union?
- A. Union shop clause
- B. Maintenance of membership clause
- C. Agency shop clause
- D. Closed shop
Answer: C
Explanation:
Answer option C is correct.The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.Answer option B is incorrect. The closed shop clause requires that all new hires be members of the union before they are hired.Answer option A is incorrect. The maintenance of membership clause allows employees to choose whether to join the union, but once they join, they must remain members until the expiration of the contract.Answer option D is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract. Chapter: Employee and Labor Relations Objective: Union Organization
NEW QUESTION # 73
Which performance appraisal approach starts by identifying the most critical responsibilities and correlates it to a particular type of behavior - where each identified responsibility and behavior are assessed for performance?
- A. BARS
- B. Results-based
- C. Comparative method
- D. Narrative method
Answer: A
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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: Performance Appraisal
NEW QUESTION # 74
What is an Excelsior list?
- A. A list of all employees in the bargaining unit provided by the union to the employer within 7 days of the scheduling of an election by the NLRB
- B. A list of all employees in the bargaining unit provided by the employer to the union within 7 days of the scheduling of an election by the NLRB
- C. A list of the employees who do not want the union to represent them
- D. A list of the employees who have signed authorization cards for the union
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Once an election has been scheduled, the employer must provide a list, known as an Excelsior list, containing the names and address of all employees in the bargaining unit determined by the NLRB. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 75
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
- A. Albemarle Paper versus Moody, 1975
- B. Washington versus Davis, 1976
- C. Griggs versus Duke Power, 1971
- D. McDonnell Douglas Corp. versus Green, 1973
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of
1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option B is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.
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: Federal Employment Legislation
NEW QUESTION # 76
When administering layoffs, which of the following is the most important factor in mitigating risk?
- A. Performance indicators
- B. Disparate impact analyses
- C. Historical wrongful terminations
- D. Financial objectives
Answer: B
Explanation:
Disparate impact analysis ensures that layoffs don't unintentionally discriminate against protected groups.
Even neutral policies can lead to adverse impact, which exposes the employer to legal liability.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR strategy includes "conducting statistical and legal risk assessments prior to workforce reductions." Disparate impact is a core concept in compliance with Title VII and EEOC enforcement guidance.
NEW QUESTION # 77
Which of the following exceptions to the Title VII of the Civil Rights Act describes a type of employment where employees are paid based on the volume of their production?
- A. Seniority systems
- B. Bona fide occupational qualification
- C. Professionally developed test of abilities
- D. Piece-rate systems
Answer: D
Explanation:
Answer option C is correct.A piece rate system describes a job where compensation is according to their production volume.Answer option D is incorrect. Seniority systems or merit systems are designed to not reward or discriminate unlawfully.Answer option A is incorrect. Professionally developed test of abilities determine skills that may have an unintended discriminatory impact upon people on the basis of gender, religion, or national origin.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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 # 78
You have been asked to complete an HR audit of your organization. Which of the following is NOT a tool or technique that's appropriate for an HR audit?
- A. Questionnaires of employees and management
- B. Classroom training
- C. Checklists
- D. Surveys
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
Classroom training is a skills-enhancing approach to learning, not to completing an HR audit.
Answer option A is incorrect. Checklists are a valid approach to completing an HR audit.
Answer option D is incorrect. Surveys are a valid approach to completing an HR audit.
Answer option B is incorrect. Questionnaires of employees and management are a valid approach to completing an HR audit.
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: Human Resource Development
Objective: Talent Management
NEW QUESTION # 79
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