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The Professional in Human Resources (SPHR) certification exam is a significant achievement for individuals working in the human resources field. The SPHR certification is offered by the Human Resource Certification Institute (HRCI), which is the premier organization for human resources professionals globally. The SPHR exam is designed to assess the knowledge, skills, and abilities of HR professionals who have significant experience in the field.

HRCI SPHR exam is a certification exam designed for professionals in the field of human resources. SPHR exam tests the candidate's knowledge in various areas of HR management and is recognized by employers worldwide. The Professional in Human Resources (SPHR) certification is a valuable asset for HR professionals who are looking to advance their careers and can lead to increased job opportunities and higher salaries.

To be eligible to take the SPHR Certification Exam, candidates must have a minimum of four years of experience in a professional HR role and a master's degree or higher, or seven years of experience in a professional HR role and a bachelor's degree. Candidates who do not have a degree must have at least ten years of experience in a professional HR role.

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q98-Q103):

NEW QUESTION # 98
You are reviewing an Affirmative Action Plan for your organization and you realize that you need to identify someone within your company who has the necessary authority and resources to implement the Affirmative Action Plan. What is the Affirmative Action Plan title of this individual?

A. Chief Acting Office
B. Senior HR Professional
C. Senior Management Official
D. Designation of Responsibility

Answer: D

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: Federal Employment Legislation

NEW QUESTION # 99
DRAG DROP
Drag and drop the OSHA inspection hazards according to their priorities.

Answer:

Explanation:

NEW QUESTION # 100
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?

A. Integrative bargaining
B. Interest-based bargaining
C. Good faith bargaining
D. Distributive bargaining

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Interest-based bargaining focuses on interests rather than positions, and it separates people from the problem.
This type of bargaining is done in co-operation between the two parties. Interest-based bargaining aims to create many possible solutions before settling on just one.
Answer option C is incorrect. Distributive bargaining happens when each side sets their case and then does their best to stick to their objectives. Distributive bargaining is combative, adversarial, and can corrode management-labor relationships.
Answer option D is incorrect. Integrative bargaining describes the process of examining issues as a whole, rather than one at a time. Integrative bargaining looks for a win-win for both sides of the disagreement.
Answer option A is incorrect. Good faith bargaining is not a bargaining type, but a description of the process both sides should go into the bargaining process with.
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 # 101
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 component in Pano's Model of Leadership Development states that for you to lead, you must have the permission of the people whom you lead?

A. Establish credibility
B. It's not about you
C. Commit to achieve
D. Align people

Answer: A

Explanation:
Explanation/Reference:
Answer option A is correct.
The component that requires you to have permission of the people you want to lead is the establish credibility component.
Answer option C is incorrect. The commit to achieve component is embracing the need and requirements to achieve.
Answer option B is incorrect. It's not about you is a component that focuses on employees.
Answer option D is incorrect. Align people is a component of the model that aligns people with the vision, mission, and values of the organization.
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 # 102
A lockout occurs when which of the following occurs?

A. The employees patrol the entrance to the business.
B. The employer refuses to allow the union to unionize the workplace.
C. The employer shuts down operations to keep employees from working.
D. The employees shut down operations by refusing to work.

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
A lockout is an action taken by the employer to stop employees from working. A strike occurs when employees refuse to work (C). An employer that refuses to allow the union to conduct an organizing campaign (B) is committing an unfair labor practice. Picketing occurs when employees patrol the entrance to the business (D). See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization

NEW QUESTION # 103
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