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The Professional in Human Resources (SPHR) is a certification provided by the HR Certification Institute (HRCI) to professionals in the field of human resources. The Professional in Human Resources (SPHR) certification is considered to be the highest level of HR certification available and is designed for those with significant experience in the field. The SPHR certification is designed to identify professionals who have demonstrated expertise in the essential principles of HR management, including business strategy, talent planning and management, workforce planning and employment, HR development, total rewards management, employee and labor relations, and risk management.
HRCI recommends that candidates prepare for the SPHR exam by studying the HRCI Exam Content Outline, which outlines the topics covered in the exam. They also recommend that candidates consider taking an HRCI-approved exam preparation course or using HRCI's online study materials. These resources can help candidates ensure that they are fully prepared for the exam and can increase their chances of passing on the first attempt.
NEW QUESTION # 67
What common law term best describes an employee's obligation to act with reasonable care and skill for the employer?
- A. Duty of honor
- B. Duty of obedience
- C. Duty of loyalty
- D. Duty of diligence
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
The common law term duty of diligence describes an employee's responsibility to act with reasonable care and skill for the employer. This is part of the employee-employer payment contract.
Answer option D is incorrect. The duty of loyalty describes an employee's obligation to act in the best interest of the employer and not solicit work away from the employer to benefit themselves.
Answer option B is incorrect. The duty of obedience describes an employee's obligation to follow the employer's authority and reasonable and legal policies, procedures, and rules.
Answer option C is incorrect. There's not an applicable human resource common law term called duty of honor.
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 # 68
Which of the following moves an entire function out of the organization to be handled by a company specializing in the function?
- A. Professional employer organization (PEO)
- B. Outsourcing
- C. Payrolling
- D. Corporate restructuring
Answer: B
Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 69
As a Senior HR Professional, you may have to work with the board of directors on some organizational issues and goals. How does the board of directors come into existence?
- A. The shareholders of the company elect the board of directors.
- B. Regulations, laws, and policies determine who is eligible to serve on the board of directors.
- C. The founder of the organization chooses the members of the board.
- D. The members of the board are hired just like all employees.
Answer: A
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Shareholders elect the board of directors.
Answer option A is incorrect. The founder of the company doesn't choose the board - the shareholders of the company do.
Answer option B is incorrect. Members of the board may be employees, but it's the shareholders that elect the board, not HR.
Answer option D is incorrect. The shareholders of the company determine who will serve on the board, not regulations or laws.
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: Corporate Governance
NEW QUESTION # 70
Which of the following Acts requires employers to record health and safety incidents that occur each year and to document steps they take to comply with regulations?
- A. Sarbanes-Oxley Act
- B. Occupational Safety and Health Act
- C. Mine Safety and Health Act
- D. Drug-Free Workplace Act
Answer: B
Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 71
DRAG DROP
Drag and drop the elements of proposal formats according to their descriptions.
Select and Place:
Answer:
Explanation:
Explanation/Reference:
The following are some of the elements of proposal formats:
Vendor Qualifications: Includes references from other clients.
Project Management Plan: Describes specifically how the vendor intends to supply the product.
Roles: Includes information about members of the project team.
Delivery Schedule: Provides a milestones for the completion of specific events.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Third-Party Contract Management
NEW QUESTION # 72
In change management, there are generally considered to be three levels of motivational change. Which level of change management defines when people are brought to the level of accepting the change?
- A. Moving
- B. Unfreezing
- C. Thawing
- D. Refreezing
Answer: A
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
There are three levels of the change process: unfreezing, moving, and refreezing. Moving brings people to the realization that change will happen and starts the actual process of change.
There are three levels of the change process theory:
* Unfreezing: This level brings people to the point of realizing that change will happen. Sometimes people don't want organizational change to happen, but they need to realize the change will occur.
* Moving: This level brings people to the realization that change will happen and starts the actual process of change.
* Refreezing: In this level of change process theory, the change becomes the new norm for the organization, the outcome is evaluated, and additional changes occur to adjust the actual outcomes to those that are desired.
Answer option A is incorrect. Thawing is not one of the three levels of the change process.
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 # 73
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 # 74
Which of the following requires an employee to act with reasonable care and skill in the course of performing work for the employer?
- A. Duty of obedience
- B. Duty of loyalty
- C. Due process
- D. Duty of diligence
Answer: D
Explanation:
Answer option B is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 75
As an HR Professional, you must be familiar with the collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. Consider an arbitration process between the management and the union. What term is assigned to the resolution of the disagreement, by an arbitrator's interpretation of the language of the contract?
- A. Decision
- B. Resolution
- C. Interpretation
- D. Outcome
Answer: A
Explanation:
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: Dispute Resolution
NEW QUESTION # 76
What term describes a manager who makes himself visible, being present for employees, and getting out of his office to interact with employees?
- A. Management by walking around
- B. Open door policy
- C. Progressive discipline
- D. Active management
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
Management by walking around describes a manager that doesn't hide in his office and manages by being present among employees.
Answer option C is incorrect. An open door policy allows employees to approach management with problems, suggestions, or other issues.
Answer option A is incorrect. Active management just describes a manager that's involved with employee decision and activities.
Answer option B is incorrect. Progressive discipline is a series of steps of discipline where each step is slightly sterner than the previous.
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: Employee Relations
NEW QUESTION # 77
As an HR Professional you must be familiar with the project management processes and the stakeholders of projects. All projects can map to the project management lifecycle. Which one of the following best describes the project management lifecycle?
- A. It is the life of a project to interact with all areas including scope, schedule, costs, quality, human resources, communication, risk, and procurement.
- B. It is the aggregation of the nine knowledge areas of project management: integration management, scope, schedule, costs, quality, human resources, communication, risk, and procurement.
- C. It is a unique life of each project -from its initiation through its closing.
- D. It is the life of the management of the project -from initiation, planning, execution, controlling, through closing.
Answer: D
Explanation:
Explanation/Reference:
Answer option C is correct.
The project management lifecycle is the flow of project management activities through the five process groups of initiating, planning, executing, controlling, and closing.
Answer option A is incorrect. This answer describes the project life cycle - which is unique to each project; not universal to all projects.
Answer option B is incorrect. This answer describes the integrated nature of projects where performance in each knowledge area can affect the performance of all other knowledge areas.
Answer option D is incorrect. This answer describes project integration management - the coordination of all necessary project management processes throughout the nine knowledge areas of project management.
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: Core Knowledge Requirements for HR Professionals
Objective: Project Management Concepts
NEW QUESTION # 78
Conducting an inventory of organizational capabilities allows HR to:
- A. Link compensation to current employee productivity
- B. Verify demand for capital expenditures
- C. Plan future recruitment needs
- D. Create risk-management protocols
Answer: C
Explanation:
Aninventory of organizational capabilitieshelps HR identify current skills, experience levels, and future needs. This directly informsrecruitment planningby highlighting where skill gaps exist or are projected.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):
SPHR frameworks emphasize that "conducting a skills inventory and workforce capability audit enables proactive recruitment strategy development and succession planning." This helps alignsupply with projected organizational demand.
NEW QUESTION # 79
Your organization uses the balanced scorecard to assess overall performance within the company. Which of the following is the correct definition of components in the balanced scorecard method?
- A. Financial results, competitor results, key internal communication, and how people are hired and trained to achieve organizational goals
- B. Financial results, competition results, key internal processes, and how people are hired and trained to achieve organizational goals
- C. Value of stock results, customer results, key internal communications, and how people are hired and trained to achieve organizational goals
- D. Financial results, customer results, key internal processes, and how people are hired and trained to achieve organizational goals
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
The balanced scorecard was developed by Dr. Robert Kaplan and Dr. David Norton to assess performance in four areas of an organization: Financial results, customer results, key internal processes, and how people are hired and trained to achieve organizational goals.
Answer options D, C, and A are incorrect. The balanced scorecard does not assess competition or communications.
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: HR Metrics: Measuring Results
NEW QUESTION # 80
DRAG DROP
Drag and drop the compensations beside their corresponding descriptions.
Select and Place:
Answer:
Explanation:
Explanation/Reference:
At the broadest level, compensation and benefits, also referred to as total rewards, can be described as an exchange of payment from an employer for the services provided by its employees. The components of total rewards package are as follows:
Monetary compensation: Monetary compensation includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation, 401(k) matching, medical care premiums, pension plans, and paid time off. Other kinds of rewards include benefits that support the organization's culture such as stock options, Employee Stock Ownership Programs (ESOPs), and incentive plans.
Nonmonetary compensation: Nonmonetary compensation includes nontraditional work life balance benefits such as telecommuting, on site childcare, and flex time.
Direct compensation: Direct compensation includes payments made to employees that are associated with wages and salaries. This includes base pay, variable compensation, and pay for performance.
Indirect compensation: Indirect compensation consists of any employee payments not associated with wages and salaries. This includes fringe benefits such as vacation, sick, and holiday pay; insurance premiums paid on behalf of employees; leaves of absence; 401(k) or other pension plans; and government mandated benefits such as Social Security or Family and Medical Leave Act (FMLA) and other benefits.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 81
An effective safety and health-management plan does not include which of the following?
- A. Ongoing worksite analysis
- B. Active hazard-prevention program
- C. Regular OSHA inspections
- D. Senior management support
Answer: C
Explanation:
Section: Volume G
Explanation/Reference:
Answer option C is correct.
OSHA inspections are conducted at the request of an employee based on a safety violation, as a preprogrammed high-hazard inspection, or on a random basis. The four characteristics of a safety and health- management plan are senior management support (A), ongoing worksite analysis (D), active hazard- prevention and -control programs (B), and ongoing safety and health training.
Chapter: Risk Management
Objective: Review Questions
NEW QUESTION # 82
Which of the following practices have a positive correlation with employee engagement? (Select TWO options.)
- A. Matrixed organizational structure
- B. Strategic external marketing campaigns
- C. New employee socialization
- D. Career development opportunities
- E. Delegating management style
Answer: C,D
Explanation:
Engagement is strongest when employees feelintegrated into the culture (A)and haveopportunities to grow (D). Socialization helps form early bonds; career development sustains long-term motivation.
Extract from HRCI-aligned HR knowledge (Employee Relations and Engagement):
SPHR recognizes that "onboarding experiences and structured career paths are leading drivers of engagement." Strategic HR must invest inculture assimilationandlearning pathsto increase commitment and performance.
NEW QUESTION # 83
Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more.
His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor?
- A. Gary must file the VETS-100 form
- B. Gary Gary must file the EEO-VETS form
- C. Gary must file the VEVRAA ACT-1 report
- D. must file the EEO-1 report
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
Under VEVRAA, the Vietnam Era Veteran's Readjustment Assistance Act, Gary must file the VETS-100 form by September 30 each year. This form reports information on the veterans employed by Gary's company.
Answer options A, B, and C are incorrect. These are not correct forms for the VEVRAA requirements.
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: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management
NEW QUESTION # 84
The best strategy to achieve significant improvements in organizational quality indicators is:
- A. Rightsizing
- B. Acquisition
- C. Reengineering
- D. Divestment
Answer: C
Explanation:
Reengineeringinvolves afundamental redesign of processesto achieve major improvements incost, quality, service, and speed. It's a high-impact approach typically applied duringtransformational business change.
Extract from HRCI-aligned HR knowledge (Leadership and Strategy):
SPHR strategy includes "supporting major organizational transformation through process reengineering." This is a proactive change model that aligns HR with innovation, continuous improvement, and performance elevation.
NEW QUESTION # 85
Which report do local and state governments require employers to file in odd-numbered years?
- A. EEO-4 Report
- B. EEO-5 Report
- C. EEO-1 Report
- D. EEO-3 Report
Answer: A
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
The EEO-4 Report, also known as the State and Local Government Report, is collected by local and state governments in all odd-numbered years.
Answer option A is incorrect. The EEO-1 Report, also known as the Employer Information Report, must be filed by September 30 of each year for employers with 100 or more employees. It's also a requirement for federal contractors with 50 or more employees and federal contracts worth $50,000 or more.
Answer option B is incorrect. The EEO-3 Report is filed every other year in the even calendar years.
Answer option D is incorrect. The EEO-5 Report is conducted biennially in the even number years for public and secondary schools.
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: Federal Employment Legislation
NEW QUESTION # 86
Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?
- A. Risk is an adverse event that can halt, hinder, or hurt the objectives of a business.
- B. Risk is an uncertain event or condition that can have a positive or negative effect on the goals of an organization.
- C. Risk is an uncertain event or condition that may help or hinder an organization. Adding employees can help positive risks or amplify negative risk events.
- D. Risk is a negative event that an organization must consider when adding new employees to grow a company.
Answer: C
Explanation:
Explanation/Reference:
Answer option D is correct.
Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business, new employees can bring risk to the organization's operations, goals, and endeavors.
Answer option A is incorrect. This is a correct definition of risk, but it does not address the human resource-related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse.
Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk 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: Risk Management
Objective: Risk Identification
NEW QUESTION # 87
One aspect of organizational development is leadership development. According to Pano's model, there are five components needed to bridge the gap between management and leadership. Which of the following is not one of the five components of Pano's model of Leadership Development?
- A. Align people
- B. Determine the leader
- C. It's not about you
- D. Establish credibility
Answer: B
Explanation:
Section: Volume E
Explanation/Reference:
Answer option B is correct.
There is not a component of Pano's model called determine the leader. The five components of Pano's model are commit to achieve, it's not about you, establish credibility, align people, and impact people significantly.
Answer option A is incorrect. Establish credibility is one of the five components of Pano's Model of Leadership Development.
Answer option D is incorrect. It's not about you is one of the five components of Pano's Model of Leadership Development.
Answer option C is incorrect. Align people is one of the five components of Pano's Model of Leadership Development.
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: Core Knowledge Requirements for HR Professionals
Objective: Leadership Concepts
NEW QUESTION # 88
What is the purpose of an HR budget?
- A. To evaluate the effectiveness of HR strategy
- B. To hold departments accountable for outcomes
- C. To ensure that the outcomes match the strategic plan
- D. To determine how much cash is required to achieve a goal
Answer: D
Explanation:
Answer option B is correct.An HR budget reflects how many and what types of resources are necessary to accomplish a goal. The addition of employees, costs to train, and the purchase of new equipment are all examples of items that require cash to achieve strategic goals. Chapter: Business Management and Strategy Objective: Review Questions
NEW QUESTION # 89
Which of the following includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation?
- A. Extrinsic reward
- B. Non-monetary compensation
- C. Monetary compensation
- D. Intrinsic reward
Answer: C
Explanation:
Section: Volume F
Explanation/Reference:
Answer option D is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 90
An organization requires that all new managers must complete the first six months of their assignment traveling to different geographical locales. Female employees feel that this requirement restricts them from management positions because they have family obligations that would prevent them from traveling. The requirement to travel for six months is likely an example of what type of discrimination in this instance?
- A. Disparate treatment
- B. Political requirement
- C. Sexual harassment
- D. Disparate impact
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
The requirement to travel could be an example of disparate impact, as the requirements could screen out or prevent females with family obligations from traveling.
Answer option D is incorrect. Disparate treatment occurs when a member of a protected class is intentionally treated differently than other employees.
Answer option C is incorrect. This isn't an example of sexual harassment, as there is not a sexual advance being discussed in the question.
Answer option B is incorrect. This is a distracter for the question, and it is not a valid answer or term for the SHRP.
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: Federal Employment Legislation
NEW QUESTION # 91
The best way for HR to contribute to the development of an organization's strategic plan using internal business operational factors is to do which of the following?
- A. Stay informed of technological developments
- B. Scan the legal and regulatory environment
- C. Analyze industry changes
- D. Interpret and apply internal operational information such as the relationships between departments
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
The ability to interpret and apply information related to internal sources allows HR to respond to specific elements of an organization's strategic plan. For example, understanding how an HRIS system can integrate with an accounting database is one example of cross-functional strategic decisions. Scanning the legal and regulatory environment (B), analyzing industry changes (C), and staying abreast of technological advances (D) are all examples of external forces that impact a strategic plan.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 92
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