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100% Pass Quiz HRCI SPHR - The Professional in Human Resources (SPHR) Updated Exam Study Solutions

.HRCI SPHR exam dumps are important because they show you where you stand. After learning everything related to the The Professional in Human Resources (SPHR) (SPHR) certification, it is the right time to take a self-test and check whether you can clear the The Professional in Human Resources (SPHR) (SPHR) certification exam or not. People who score well on the The Professional in Human Resources (SPHR) (SPHR) practice questions are ready to give the final The Professional in Human Resources (SPHR) (SPHR) exam. On the other hand, those who do not score well can again try reading all the The Professional in Human Resources (SPHR) (SPHR) dumps questions and then give the SPHR exam.

The Professional in Human Resources (SPHR) certification offered by the HR Certification Institute (HRCI) is one of the most sought-after HR credentials globally. It is designed for HR professionals who have a minimum of four years of experience in the field and are looking to advance their career to the next level. The SPHR certification is a testament to an individual's knowledge, skills, and expertise in the human resources domain.

To be eligible for the SPHR Certification Exam, candidates must have a minimum of four years of experience in a professional-level HR position. Additionally, candidates must have a master's degree or higher, or a bachelor's degree and five years of experience in a professional-level HR position. SPHR exam is rigorous and requires extensive preparation, but it is well worth the effort for those who are serious about advancing their careers in the field of human resources.

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q110-Q115):

NEW QUESTION # 110
Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?

A. 30 and above
B. All people regardless of their age
C. 40 and above
D. 50 and above

Answer: C

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: Federal Employment Legislation

NEW QUESTION # 111
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. Technology
B. Production
C. Lines of business
D. Capacity

Answer: D

Explanation:
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 # 112
Which of the following is not a sign of union organizing activity by employees?

A. An increase in employee groupings in the parking lot
B. An employee complaining of harassment by a co-worker
C. The use of union terms at an all-employee meeting
D. An increase in requests for copies of the employee handbook

Answer: B

Explanation:
Answer option D is correct.Unusual activity related to employee meetings (C), complaints against supervisors, the sudden use of union terms (B), and an increased interest in employee benefits (A) are all signs of potential union activity. Chapter: Employee and Labor Relations Objective: Review Questions

NEW QUESTION # 113
Which employee growth and assessment program is characterized by performance objectives?

A. Management by objectives (MBO)
B. Continuous-feedback program
C. Skills-based performance assessment
D. Behavioral-based performance assessment

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
The first three choices are all employee growth and assessment programs. Behavioral-based performance assessment (D) focuses on behaviors, whereas skills-based performance assessment (C) focuses on skills. MBO programs measure the successful attainment of objectives. The continuous-feedback program (A) is a performance management program.
Chapter: Human Resource Development
Objective: Review Questions

NEW QUESTION # 114
One of your employees has requested a leave from employment because of a call to military service. You are obligated to allow the leave, but it turns out that the military service was cancelled. Are you obligated to reemploy the individual under the Uniformed Services Employment and Reemployment Rights Act of 1994?

A. Yes, if the company has a policy of re-hiring military personnel post-duty even if it is for less than one year.
B. Yes, the Uniformed Services Employment and Reemployment Rights Act of 1994 requires it.
C. No, because the individual requested leave, you do not have to accept the individual back for up to one year.
D. No, as this is one caveat to the law that allows employers to hire replacement employments for military personnel for up to one year when they are called away for military duty. Even if the duty is cancelled the employer must be able to retain business.

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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 # 115
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