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2025 HRCI Authoritative SPHR Sample Questions Pdf

Actual4Exams is one of the leading best platforms that have been offering valid, verified, and updated HRCI Exam Questions for many years. Over this long time period, countless SPHR exam candidates have passed their SPHR Exam. They all got help from real and valid Actual4Exams The Professional in Human Resources (SPHR) (SPHR) practice questions and prepared well for the final HRCI exam.

Passing the SPHR certification exam can be a career game-changer for HR professionals. It can open up new opportunities for advancement, increase earning potential, and provide a sense of accomplishment and recognition within the field. It also demonstrates a commitment to ongoing professional development and staying current on industry trends and best practices.

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.

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The Professional in Human Resources (SPHR) certification exam is an important credential for HR professionals who are looking to advance their careers. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI), which is a global leader in developing and administering certification exams for HR professionals. The SPHR Certification is designed for HR professionals who have a minimum of four years of experience in an HR role and who have a strategic focus in their work.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q82-Q87):

NEW QUESTION # 82
Which of the following are the best approaches to use when evaluating the effectiveness of a staffing plan?
(Select TWO options.)

A. Calculate the success of job rotation programs
B. Measure the implementation timeframe of a new recruiting software
C. Assess a new program in one unit against current practices
D. Analyze a vendor's literature against actual results
E. Generate recruiting metrics pre and post-implementation

Answer: C,E

Explanation:
C offers measurable outcomes like time-to-fill, quality of hire, and turnover for before/after comparison.
D uses A/B testing logic, comparing a test group to a control group for a grounded assessment.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):
SPHR-level HR must "use data analytics and benchmarking to assess staffing effectiveness." Metrics such as pre/post KPIs and pilot program evaluations are essential for continuous improvement.

NEW QUESTION # 83
What type of dispute resolution believes that conflict is good and is used to resolve long-standing, deep-rooted conflicts within an organization?

A. Constructive confrontation
B. Alternative dispute resolution
C. Mediation
D. Arbitration

Answer: A

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: Dispute Resolution

NEW QUESTION # 84
An employee-assistance plan will not assist employees with what?

A. Substance abuse
B. Gambling problems
C. Legal assistance
D. Outplacement counseling

Answer: B

Explanation:
Answer option C is correct.EAPs provide counseling for a variety of employee needs,
including financial and legal counseling (D), substance abuse (B), and help to quit smoking.
Outplacement counseling (A) is often, but not always, included in an EAP. The plans
typically do not cover gambling.
Chapter: Risk Management
Objective: Review Questions

NEW QUESTION # 85
Which of the following describes the financial condition of the business at a specific point in time?

A. Statement of cash flows
B. Accounts receivable ledger
C. Balance sheet
D. Profit and loss statement

Answer: C

Explanation:
Answer option C is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Basic Budgeting and Accounting

NEW QUESTION # 86
According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?

A. A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
B. A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
C. The employer lays off 5 employees a week for 3 months.
D. The employer is seeking additional funding and will lay off 70 employees if the funding falls through.

Answer: C

Explanation:
Answer option C is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the "faltering company exception" (A) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the "unforeseeable business circumstance" (B) when unexpected circumstances occur, and the "natural disaster" (D) exception. See Chapter for more information. Chapter: Workforce Planning and Employment Objective: Organization Exit/Off-Boarding Processes

NEW QUESTION # 87
......

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