Quiz 2025 HRCI SPHR: The Professional in Human Resources (SPHR)–Professional Exam Prep

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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.

Topics of HRCI SPHR Certification Exam

Candidates must know the exam topics before they start of preparation. Because it will really help them in hitting the core. Our HRCI SPHR exam dumps will include the following topics:

Employees and labor relations (14%)This area focuses on maintaining strong relationships in the workplace.
Risk management (7%)This domain aims to provide a safe and secure work environment.
Compensation and benefits (13%)Compensation and benefits are of paramount importance to employees and what this test area focuses on.

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SPHR Reliable Test Book | SPHR Valid Test Answers

The SPHR certificate is the bridge between "professional" and "unprofessional", and it is one of the ways for students of various schools to successfully enter the society and embark on an ideal career. It is also one of the effective ways for people in the workplace to get more opportunities. But few people can achieve it for the limit of time or other matters. But with our SPHR Exam Questions, it is as easy as pie. Just buy our SPHR training guide, then you will know how high-effective it is!

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q78-Q83):

NEW QUESTION # 78
Nonexempt employees are not required to be paid to attend training events when four certain conditions are met. Which one of the following is not one of the four conditions to determine if a nonexempt employee should be paid for training?

A. The event's attendance is documented in performance review
B. The event must be voluntary
C. The event must be outside normal work hours
D. The event may not be job related

Answer: A

Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The documentation of attendance in a performance review would cause the event to be a requirement or at least affect the person's employment. This would disqualify the event from being non-paid. The fourth requirement is that no other work is performed during the event.
Answer options A, D, and C are incorrect. The event must be outside normal work hours, the event must be voluntary, and the event may not be job related are among the four requirements to keep the event as a non- paid event.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-
1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 79
As a Senior HR Professional you should be familiar with employment laws and their effect on your company. What did the lawsuit Payne v. The Western & Atlantic Railroad Company establish?

A. Employers could be liable for the actions of its employees
B. A company couldn't coerce an employee to commit a crime to retain employment
C. Employment at will
D. Employers could be liable for sexual harassment of its employees

Answer: C

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 # 80
HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?

A. When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.
B. When an employee treats other employees differently based on their past work efforts.
C. When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status
D. When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances.

Answer: C

Explanation:
Explanation/Reference:
Answer option C is correct.
Disparate treatment is when an employer treats an employee or applicant differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status. Disparate treatment is an unlawful discrimination.
Answer option D is incorrect. This statement defines a type of sexual harassment.
Answer option A is incorrect. Employers should treat all applicants the same regardless of race, color, sex, religion, national origin, age, disability, or military or veteran status.
Answer option B is incorrect. This is not an example of harassment, but a workplace environment.
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 # 81
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 # 82
DRAG DROP
Drag and drop the traditional theories of motivation concepts according to the given information.

Answer:

Explanation:

NEW QUESTION # 83
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