NEW SPHR TEST PDF & SPHR EXAM CERTIFICATION COST

New SPHR Test Pdf & SPHR Exam Certification Cost

New SPHR Test Pdf & SPHR Exam Certification Cost

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Tags: New SPHR Test Pdf, SPHR Exam Certification Cost, Download SPHR Free Dumps, Reliable SPHR Test Book, SPHR Practice Questions

After you enter the examination room and get the exam paper, you must be sighed that the gold content of our SPHR learning guide is too high. Our SPHR study materials are really magic weapon for you to quickly pass the exam. Just come and buy our SPHR Exam Questions, then you can pass the exam by 100% success guarantee after you prapare with them for 20 to 30 hours. This data is created by our loyal customers who had bought our SPHR training engine and passed the exam.

The HRCI Senior Professional in Human Resources certification, otherwise known as the SPHR, allows candidates to demonstrate their HR leadership skills and that they are ready to become part of the skilled team. More so, this certificate will help you demonstrate your understanding of strategies and policies of HR management as required in the USA and other regions.

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Preparing for SPHR Evaluation

The first path for preparing for your SPHR exam is through building a study bundle. This path entails completing your exam application through Pearson VUE and then the preparation itself. HCRI recommends that all trainees should pick a suitable package that fits their study schedule and clarify this at the time of application.

The Professional in Human Resources (SPHR) certification exam is a globally recognized credential for HR professionals who demonstrate mastery in the strategic and policy-making aspects of HR management. It is offered by the HR Certification Institute (HRCI), which sets the standards for HR certification and develops the exams to assess HR professionals' knowledge and skills. The SPHR Certification Exam is designed for experienced HR professionals who have at least four years of professional experience in an HR-related role and a master's degree or higher, or at least seven years of professional experience in an HR-related role and a bachelor's degree.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q13-Q18):

NEW QUESTION # 13
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, the Uniformed Services Employment and Reemployment Rights Act of 1994 requires it.
  • B. 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.
  • C. Yes, if the company has a policy of re-hiring military personnel post-duty even if it is for less than one year.
  • D. No, because the individual requested leave, you do not have to accept the individual back for up to one year.

Answer: A

Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
Employers are obligated to rehire military personnel employees who leave for duty even if the duty is cancelled.
Answer options C, B, and A are incorrect. These aren't valid statements about the Uniformed Services Employment and Reemployment Rights Act of 1994.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. 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 # 14
e FLSA defined the maximum work week for nonexempt employees as _______ hours per week.

  • A. 0
  • B. 1
  • C. 2
  • D. 3

Answer: B

Explanation:
Answer option C is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined


NEW QUESTION # 15
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

  • A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
  • B. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
  • C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
  • D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.

Answer: B

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: Staffing Programs


NEW QUESTION # 16
Your company is going through a corporate restructuring process. Which of the following best describes corporate restructuring?

  • A. Elimination of waste by examining business units to eliminate redundancy and reduce overall costs
  • B. Elimination of waste by reducing redundancy in staffing
  • C. Elimination of waste by reducing high-paid staff
  • D. Outsourcing activities that have high costs, but low rewards

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
Corporate restructuring focuses on the business units, not the employees, to determine redundant activities, boundaries, wasted efforts, in an effort to operate more efficiently.
Answer option C is incorrect. This isn't a valid statement about corporate restructuring, as the focus is not on eliminating staff.
Answer option B is incorrect. Highly-paid staff isn't necessarily a waste, so this answer isn't the best choice.
Answer option A is incorrect. Outsourcing may be a by-product of restricting, but it's not the best answer to the question.
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: Strategic Management


NEW QUESTION # 17
An effective progressive disciplinary process begins with which of the following?

  • A. Coaching or counseling
  • B. A written warning
  • C. A suspension
  • D. A verbal warning

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
An effective progressive disciplinary process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed. A written warning (A) is the second step of a formal disciplinary process. A verbal warning (B) is the first step. Suspensions (C) are usually the last step prior to termination. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations


NEW QUESTION # 18
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