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SPHR Reliable Exam Sample & SPHR Dumps PDF

Our SPHR PDF format is user-friendly and accessible on any smart device, allowing applicants to study from anywhere at any time. We have included actual and updated HRCI SPHR Questions in this SPHR Dumps PDF file. Our The Professional in Human Resources (SPHR) exam dumps PDF format is designed to help individuals acquire the knowledge necessary to succeed in the test.

Preparing for the SPHR Certification Exam requires a significant amount of time and effort. HRCI offers various resources to help individuals prepare, including study materials, webinars, and practice exams. Additionally, many HR professionals choose to attend preparatory courses offered by HRCI-approved providers or universities to ensure they are well-prepared for the exam.

To be eligible to take the SPHR certification exam, candidates must meet certain criteria. They must have a minimum of four years of experience in a professional-level HR position, a graduate degree in HR or a related field and at least two years of professional HR experience. Additionally, candidates must have demonstrated knowledge and experience in all functional areas of HR, including compensation and benefits, employee relations, labor relations, talent acquisition, development and management, and HR metrics and analytics.

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SPHR Dumps PDF - Exam SPHR Vce Format

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q43-Q48):

NEW QUESTION # 43
Before selecting an HRIS system, which of the following questions should be answered?

A. What information will be converted to the HRIS?
B. All of the above.
C. How will the HRIS be accessed?
D. Who will have access to the information stored in the HRIS?

Answer: B

Explanation:
Section: Volume E
Explanation/Reference:
Answer option C is correct.
A needs analysis will provide answers to these questions, as well as whether the HRIS will be integrated with payroll or other systems and what kinds of reports will be produced. See Chapters 2 and 3 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Human Resource Technology

NEW QUESTION # 44
If an employee files a complaint with OSHA, under which of the following would they be protected?

A. Whistle-blower protection
B. General-duty clause
C. Emergency action
D. Physical environmental hazard

Answer: A

Explanation:
Answer option A is correct.Whistleblower standards protect an employee's right to file a complaint to OSHA about a workplace safety or health hazard. It is considered a basic employee right granted under the OSH act in 1970. Emergency action (D) is a type of plan required by OSHA, and the general duty clause (B) states that employers have a general duty to provide a safe and healthy workplace for employees. Chapter: Risk Management Objective: Review Questions

NEW QUESTION # 45
Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?

A. Ad hoc arbitration
B. Decisions
C. Interest arbitration
D. Permanent arbitration

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
When there is arbitration between management and the union regarding contract language, it is commonly referred to as interest arbitration.
Answer option A is incorrect. Decisions describe the resolution of grievances based on the interpretation of the contract.
Answer option C is incorrect. Ad hoc arbitration isn't technically a term associated with contract language.
Ad hoc arbitrators, however, is. Ad hoc arbitrators describe the ability of either management or union to be forced to use an arbitrator which they're not happy with.
Answer option D is incorrect. Permanent arbitration isn't technically a term associated with contract language. Permanent arbitrators, however, are. Permanent arbitrators describer an arbitrator that stays with the party (management or union) for the duration of the contract.
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 # 46
Which of the following is an example of a reference guide?

A. An employee handbook
B. A troubleshooting manual
C. A policy manual
D. An SOP

Answer: B

Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
Collecting large amounts of data into one coherent document can be done through the use of an employee handbook that references policies (A), standard operating procedures (B), or reference guides. A troubleshooting manual (D) best represents the type of document designed for short-term reference of a specific nature.
Chapter: Employee and Labor Relations

NEW QUESTION # 47
Placement goals are part of Affirmative Action Plans. A placement goal should be met with good faith efforts, not through which one of the following?

A. Advertisements
B. Outsourcing
C. Discrimination
D. Quotas

Answer: D

Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Placement goals should not set quotas, but should operate through good-faith attempts. The placement goal is, however, set at an annual percentage rate equal to the availability figure for women or minorities.
Answer option D is incorrect. This is not the best choice for the answer.
Answer option A is incorrect. Discrimination is never a valid choice for selecting candidates or employees.
Answer option B is incorrect. Outsourcing is not a valid answer to address placement goals.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
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 # 48
......

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