LATEST HRCI SPHR TEST DUMPS | VCE SPHR DUMPS

Latest HRCI SPHR Test Dumps | VCE SPHR Dumps

Latest HRCI SPHR Test Dumps | VCE SPHR Dumps

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Tags: Latest SPHR Test Dumps, VCE SPHR Dumps, Reliable SPHR Test Preparation, SPHR Latest Exam Simulator, Relevant SPHR Questions

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The SPHR exam consists of 150 multiple-choice questions that cover six functional areas of HR management: business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. SPHR exam is challenging and requires a thorough understanding of HR principles and practices, as well as the ability to apply them in real-world scenarios. Candidates must have at least 4 years of experience in an HR role to be eligible for the SPHR Certification, and passing the exam is a significant achievement that can lead to career advancement and increased earning potential.

>> Latest HRCI SPHR Test Dumps <<

100% Pass Quiz HRCI - The Best SPHR - Latest The Professional in Human Resources (SPHR) Test Dumps

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q136-Q141):

NEW QUESTION # 136
When developing an onboarding program, which components most positively impact employee retention?
(Select TWO options.)

  • A. Enrolling employees in the 401(k) plan automatically
  • B. Connecting employees with the organization's mission
  • C. Assisting employees in developing long-term relationships
  • D. Offering self-directed training sessions
  • E. Providing employees multiple wellness programs

Answer: B,C

Explanation:
D creates purpose and early emotional investment in the organization.
E supports relationship-building, which increases engagement and social support, both key to early retention.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):
SPHR-level onboarding focuses on "cultural integration and relationship building" as the highest retention levers. The first 90 days are crucial - purpose + people = long-term commitment.


NEW QUESTION # 137
Which of the following are the primary factors that would contribute to a hiring manager's decision to extend an offer above the midpoint of a salary range? (Select TWO options.)

  • A. The candidate currently works in a similar position with a direct competitor
  • B. The candidate has the needed level of experience for the position
  • C. The candidate has a strong skill set including specialized certifications
  • D. The position has some complexity and competition is moderate for talent
  • E. The position is of average complexity and competition is high for talent

Answer: A,C

Explanation:
When extending offersabove the midpoint, HR must justify that decision based oncritical qualifications or competitive risks.
* Option Brefers to a candidate withspecialized certifications and a strong skill set, whichadds strategic valueand warrants a premium.
* Option Ereflectscompetitive poaching; to attract talent from adirect competitor, especially with transferable experience, HR may offer acompensatory advantage.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
"Total Rewards strategies must account for market competitiveness, internal equity, and candidate-specific value propositions." Offering above midpoint should be based on "experience above minimum qualifications, hard-to-find certifications, or risk of losing talent to a competitor." The SPHR model requires thatoffers be aligned with compensation strategy, which accounts for market dataandinternal compensation structure.


NEW QUESTION # 138
There are several union actions that are considered unfair labor practices. One such practice is that unions may require employers to pay for services that are not rendered. For example, a union cannot require an organization to continue to pay employees to do jobs that have been rendered obsolete by changes in the technology. Which of the following terms defines this unfair labor practice?

  • A. Collusion
  • B. Featherbedding
  • C. Coercion
  • D. Hot cargo agreement

Answer: B

Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
This is an example of featherbedding. Featherbedding happens when unions require employers to pay for services that are not rendered.
Answer option B is incorrect. Coercion is not the correct term for this scenario.
Answer option A is incorrect. Collusion is not the correct term for this scenario.
Answer option C is incorrect. A hot cargo agreement happens when a union demands that an employer stops doing business with another employer.
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: Labor Relations


NEW QUESTION # 139
Which of the following are non-monetary rewards that a company can provide to its employees?
Each correct answer represents a complete solution. Choose all that apply.

  • A. Cash compensation
  • B. Flexible hours
  • C. Recognition
  • D. Opportunity to learn

Answer: B,C,D

Explanation:
Section: Volume C
Explanation/Reference:
Answer options D, C, and A are correct.
The following are the non-monetary rewards that a company can provide to its employees:
* Opportunity to learn
* Flexible hours
* Recognition
Employees need to learn and develop new skills in order to advance. Hence, opportunity to learn is a non- monetary reward.
Employees need time for their family, friends, and other activities. A felxible schedule or the occasional off can help employees to meet some of these obligations. Permiting some felxibility in an employee schedule increases their motivation.
Answer option B is incorrect. Cash compensation is a monetary reward for employment.
Reference: "http://www.catalogs.com/info/b2b/non-monetary-rewards-in-the-workplace.html" Chapter: Compensation and Benefits Objective: Total Rewards Defined


NEW QUESTION # 140
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

  • A. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
  • B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
  • C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
  • D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
This case centers on Brian Weber being excluded from a job training program that, if completed, would have increased his pay. His employer, Kaiser Aluminum & Chemical Corp., allowed blacks and whites into the program on one-to-one basis. Weber sued on the grounds of "reverse discrimination." He initially won, but then the US Supreme Court overturned the decision.
Answer options A, D, and C are incorrect. These are not correct definitions of the United Steelworkers of America versus Weber.
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 # 141
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