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The Professional in Human Resources (SPHR) certification exam is a globally recognized certification for human resource professionals who have mastered the strategic and policy-making aspects of HR management. Offered by the HR Certification Institute (HRCI), the SPHR certification indicates that an individual has the knowledge and expertise necessary to lead HR initiatives and drive business results. The Professional in Human Resources (SPHR) certification exam is designed for experienced HR professionals who have at least four years of experience in a professional-level HR position and a master's degree or higher, or at least seven years of experience in a professional-level HR position and a bachelor's degree.

The SPHR Exam covers a wide range of HR topics, including strategic planning, organizational development, employee relations, compensation and benefits, talent management, and legal compliance. SPHR exam is comprised of 150 multiple-choice questions that must be completed in four hours. The questions are designed to test the candidate's ability to apply HR principles and concepts to real-world situations.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q100-Q105):

NEW QUESTION # 100
A training class is being held on how to install a new light fixture for a project. There are 2,433 light fixtures to install in the project, so all project team members will need to learn how to install the light fixture. The project manager wants to ensure that all fixtures are installed identically. In the training, participants learn how to install the fixture by following a step-by-step direction. All of the participants can now install the light fixture relatively easily and quickly. There's not much more to learn in the installation, so their learning tapers off in regard to the light fixture installation. This is an example of what type of learning curve?

Answer: A

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management


NEW QUESTION # 101
Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. In her questions, Jane is careful not to ask all of the following questions, except for which one?

Answer: A

Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
Of all the questions, only choice D is a valid question that Jane should ask. Jane must be careful, not to offer questions that could be or interpreted as discriminatory.
Answer option A is incorrect. By asking how many children the candidate has, is an example of sex discrimination.
Answer option B is incorrect. Jane may get national origin information in the question.
Answer option C is incorrect. Asking for one's date of birth could lead to age discrimination.
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 # 102
What is the maximum working hours per week for nonexempt employees as defined in The Fair Labor Standards Acts?

Answer: C

Explanation:
Answer option B is correct.
Chapter: Compensation and Benefits
Objective: Compensation


NEW QUESTION # 103
An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?

Answer: D

Explanation:
Explanation/Reference:
Answer option A is correct.
Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.
Answer option B is incorrect. A 15-year old may work only in non-school hours.
Answer option D is incorrect. A 15-year old may work no more than eight hours on a non-school day.
Answer option C is incorrect. The maximum a 15-year old may work is 18 hours per school week.
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 # 104
John has made unwanted sexual advances to a female employee that he manages. The female employee has rejected the advances. John then gives a very negative review of the female's work even though she has worked well, met her objectives, and received positive reviews in the past. This is likely a case of what?

Answer: C

Explanation:
Explanation/Reference:
Answer option D is correct.
Quid pro quo means this for that. In this instance the unwelcome sexual advance may be linked to the unfavorable performance review. This is a form of sexual harassment.
Answer option B is incorrect. Jealousy isn't the best answer for this scenario.
Answer option C is incorrect. A constructive discharge is when a work environment becomes so critical, negative, and threatening that an employee feels the need to quit the job.
Answer option A is incorrect. A hostile work environment is more than just quid pro quo. It happens when conditions within the environment are so hostile to an individual or others who haven't experienced sexual harassment that they feel uncomfortable or threatened.
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 # 105
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