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The SPHR certification is highly valued by employers and is a testament to a professional's expertise and proficiency in the HR field. It demonstrates that the individual has the knowledge and skills necessary to lead HR initiatives and contribute to the overall success of the organization. The Professional in Human Resources (SPHR) certification is a valuable asset for HR professionals looking to advance their careers and increase their earning potential. Overall, the SPHR certification is an excellent option for HR professionals looking to validate their skills and expertise in the field.

To be eligible for the SPHR Certification Exam, candidates must meet certain education and experience requirements. Candidates must have a minimum of four years of experience in a professional-level HR position and a master’s degree or higher, or a minimum of seven years of experience in a professional-level HR position and a bachelor’s degree. Candidates without a degree require at least nine years of experience in a professional-level HR position.

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q32-Q37):

NEW QUESTION # 32
You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?

A. Predictive validity
B. Criterion-related validity
C. Construct-related validity
D. Content validity

Answer: D

Explanation:
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: Staffing Programs

NEW QUESTION # 33
CORRECT TEXT
Which of the following processes requires job evaluators to compare the value of jobs to one another?
Job evaluation Classification method Job sharing Ranking method

Answer:

Explanation:
D
Answer option D is correct. Chapter: Compensation and Benefits Objective: Total Rewards Defined

NEW QUESTION # 34
There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?

A. Reviewing, transitioning, and evaluating the project
B. Gaining agreement to the project plan
C. Exploring the situation
D. Presenting the findings and recommendations

Answer: B

Explanation:
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: Strategic Management

NEW QUESTION # 35
As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees.
Which of the following statements is an example of an express contract that could affect a person's employment?

A. If you quit that position in our company, we'll give you this position here.
B. Either party, the employer or employee, can terminate the employment relationship at will.
C. You'll have a job as long as we're in business.
D. You will do what I say when I say it.

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
A verbal promise to continue employment under certain conditions is an example of an express contract. An express contract can negate employment at will.
Answer option C is incorrect. This statement is the definition of the employment at will relationship.
Answer option C is incorrect. This statement is an example of promissory estoppel - if the company doesn't follow through on the promise.
Answer option D is incorrect. This statement is likely an example of an employee who's going to experience constructive discharge. This happens when the employer makes the environment so hostile that the employee resigns.
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 # 36
Which of the following is an example of a nonqualified deferred-compensation plan?

A. A cash-balance plan
B. An excess-deferral plan
C. A target-benefit plan
D. A money-purchase plan

Answer: B

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by ERISA; they are limited to a small group of executives or highly compensated employees. A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money-purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits

NEW QUESTION # 37
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