Study Anywhere, Anytime With SPHR PDF Dumps File

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The SPHR certification exam is a computer-based exam that consists of 150 multiple-choice questions. Candidates have three hours to complete the exam. SPHR Exam is designed to assess the candidate's knowledge, skills, and abilities in the areas of HR management, strategy, and business acumen.

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Pass Guaranteed Quiz HRCI - SPHR - High-quality Detail The Professional in Human Resources (SPHR) Explanation

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The benefit in Obtaining the HRCI SPHR Certification Exam

According to HRCI, one in two recruiters prefers candidates with a human resources certification. With a PHR or SPHR certification, a human resources professional will stand out from other candidates and potentially receive preference over candidates without certification. The certification also shows commitment and knowledge of the sector.

More than 130,000 human resources professionals worldwide are certified and, upon obtaining certification, an individual connects to this network of professionals. Of the 130,000 certified human resources professionals, 8% hold positions in PV and others, 21% are directors, 33% are managers and 38% hold specialized positions.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q42-Q47):

NEW QUESTION # 42
John is the HR Professional for his organization. He is interviewing Sally for a sales position, and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how she resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?

A. Prescreen interview
B. Behavior-based interview
C. Stress interview
D. Directive interview

Answer: B

Explanation:
Answer option C is correct.This is a classical example of the behavior-based interview. Sally will need to tell a story to John about her past experiences with a difficult customer and what the outcome of the situation was.Answer option B is incorrect. A stress interview deliberately creates a stressful environment to test the candidate's response in the stress.Answer option A is incorrect. A prescreen interview is used to determine which candidates qualify for the job requirements and to make decisions if additional interviews are needed.Answer option D is incorrect. A directive interview is where the HR Professional controls the interview process through a predefined set of questions for all interviewees. Chapter: Workforce Planning and Employment Objective: Staffing Programs

NEW QUESTION # 43
During an interview test John scored highly as being an individual who possesses empathy for others. John has been awarded the job and is now performing in the organization. Evidence since John's hiring has shown that John is indeed someone who is empathetic to others. This is an example of what type of validity?

A. Predictive validity
B. Content validity
C. Construct-related validity
D. Criterion-related validity

Answer: A

Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Predictive-validity is a confirmation of characteristics, the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired. John was tested to be someone who is empathetic to others and his job performance has validated this belief.
Answer option D is incorrect. Content validity is an evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option C is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs so applicants must be able to use the particular software program to qualify for the position.
Answer option B is incorrect. Construct-related validity measures certain psychological tests to determine if the applicant possesses the desired characteristics to operate successfully in the position.
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 # 44
Which of the following is often formed to address ongoing issues in the organization?

A. Task force
B. Committees
C. Delegating authority
D. Virtual work team

Answer: B

Explanation:
Answer option B is correct.
Chapter: Employee and Labor Relations
Objective: Employee Relations

NEW QUESTION # 45
As a HR Professional you must understand the laws and regulations, which affect employee compensation.
Which of the following was the first to address a minimum wage for employees?

A. Fair Labor Standards Act
B. Davis-Bacon Act
C. Portal-to-Portal Act
D. Walsh-Healey Public Contracts Act

Answer: B

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936.
Answer option C is incorrect. The Fair Labor Standards Act, was passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option D is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation

NEW QUESTION # 46
Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?

A. Perpetuating past discrimination
B. Quality control
C. Disparate treatment
D. Religious persecution in the workforce

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Fran should not inspect Lucas' work just because he has asked for time off based on a religious holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example.
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based on religion falls into disparate discrimination.
Answer option D is incorrect. Quality control does inspect the quality of the work, but it's equal for all project deliverables, not just the deliverables tied to Lucas and his request for time off for the religious holiday.
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: Risk Management
Objective: Risk Assessment

NEW QUESTION # 47
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Study Anywhere, Anytime With SPHR PDF Dumps File

Pass Guaranteed Quiz HRCI - SPHR - High-quality Detail The Professional in Human Resources (SPHR) Explanation

The benefit in Obtaining the HRCI SPHR Certification Exam

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q42-Q47):

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