PASS GUARANTEED HRCI - UPDATED SPHR - THE PROFESSIONAL IN HUMAN RESOURCES (SPHR) NEW EXAM MATERIALS

Pass Guaranteed HRCI - Updated SPHR - The Professional in Human Resources (SPHR) New Exam Materials

Pass Guaranteed HRCI - Updated SPHR - The Professional in Human Resources (SPHR) New Exam Materials

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Tags: SPHR New Exam Materials, SPHR Valid Exam Online, SPHR Test Cram, Valid SPHR Exam Papers, SPHR Free Dumps

You can also trust ITExamDownload SPHR exam practice questions and start this journey with complete peace of mind and satisfaction. The ITExamDownload is offering real, valid, and error-free SPHR exam practice test questions in three different formats. These formats are SPHR PDF Dumps Files, desktop practice test software, and web-based practice test software. All these three SPHR exam question formats contain the real SPHR exam practice questions that help you to prepare well for the final The Professional in Human Resources (SPHR) exam.

The SPHR exam is a comprehensive exam that covers a wide range of HR topics, including strategic management, workforce planning and employment, employee and labor relations, compensation and benefits, and risk management. SPHR exam consists of 150 multiple-choice questions, and candidates have three hours to complete it. SPHR exam is computer-based and is administered at testing centers around the world.

To be eligible for the SPHR certification, candidates must have a minimum of four years of experience in a professional-level HR position, and a master's degree or higher. Alternatively, candidates with a bachelor's degree must have a minimum of seven years of experience in a professional-level HR position. The SPHR Certification Exam covers a range of topics, including strategic HR management, organizational development, workforce planning and employment, total rewards, employee and labor relations, and risk management.

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The SPHR Certification is an excellent way for HR professionals to demonstrate their commitment to the field and their dedication to advancing their knowledge and skills. It is a challenging exam, but with the right preparation and study, candidates can successfully earn this prestigious credential and advance their careers in HR.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q86-Q91):

NEW QUESTION # 86
Which of the following approaches would best address the underutilization of women and minority leaders within the workforce? (Select TWO options.)

  • A. Advertise promotion opportunities in multiple places
  • B. Solicit candidate referrals from current employees
  • C. Adhere to seniority practices in establishing promotional criteria
  • D. Offer development programs for qualified employees
  • E. Establish fixed percentages of women and minorities to be promoted

Answer: A,D

Explanation:
* A: Development programs enhance readiness among underrepresented groups.
* C: Broader advertisement ensures visibility and reduces barriers for diverse candidates.
SPHR-level DEI strategies promoteequity of accessthrough transparent development and internal mobility initiatives, not quotas.


NEW QUESTION # 87
Which of the following is the best initial step to ensure internal pay equity when changing an organization's compensation structure?

  • A. Create or update job descriptions for each position
  • B. Conduct a job analysis to gain a full understanding of each position
  • C. Benchmark current salaries against similar positions in other organizations
  • D. Develop a salary structure based on current salaries and positions

Answer: B

Explanation:
Job analysiscomes first-it provides objective data about the duties, responsibilities, and required qualifications for each role. This forms the basis foraccurate evaluation, comparison, and equityin pay decisions.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR-level compensation design begins with "valid job analysis to establish internal consistency and legal defensibility." Without this, pay decisions riskdiscrimination claims and internal misalignment.


NEW QUESTION # 88
Which of the following is an example of a nonqualified deferred-compensation plan?

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

Answer: D

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 # 89
Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?

  • A. It's an agreement that an employer will stop doing business with a non-union business.
  • B. It's a threat that the union will slow down processing orders for non-union shops.
  • C. It forces suppliers to join the union.
  • D. It's an agreement to rush orders for union-based businesses.

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
A hot cargo agreement is an agreement an employer makes to stop doing business with other, usually non-union based businesses.
Answer options A, B, and D are incorrect. These are'nt valid definitions of a hot cargo agreement.
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: Union Organization


NEW QUESTION # 90
All business organizations must use some common terminology to describe the roles and responsibilities of people and entities within the organization. What term is described as the amount of product or service the entity is able to produce with the available materials, labor, and equipment?

  • A. Capacity
  • B. Technology
  • C. Production
  • D. Lines of business

Answer: A

Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Capacity describes the amount of product or service an entity can create based on its inputs and the demand from customers. The maximum capacity needs to be known so that management can plan accordingly.
Answer option A is incorrect. Production is the act of producing the manufactured goods or the completion of delivery of the services a business offers its customers.
Answer option C is incorrect. Lines of business describe the functional units within a company that generates an income. For example, a bank may have retail banking, corporate banking, personal banking, investments, and savings.
Answer option D is incorrect. Technology is an input to the production, operations, and capacity that allows a business to produce the goods and services.
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: Organizations


NEW QUESTION # 91
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