HRCI SPHR Latest Demo - SPHR Original Questions

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To be eligible to take the SPHR certification exam, candidates must have at least four years of experience in a professional-level HR position. They must also have a master's degree or higher, or a bachelor's degree and at least five years of experience in a professional-level HR position. SPHR exam covers a wide range of HR topics, including business management, talent planning and acquisition, learning and development, total rewards, and employee relations and engagement.

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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SPHR Original Questions | SPHR Latest Exam Tips

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To be eligible for the SPHR exam, candidates must have at least four years of HR experience, with a minimum of two years in a supervisory or managerial role. They must also have a graduate degree in HR or a related field, or a bachelor's degree and five years of HR experience. The SPHR Exam covers a range of topics, including business management and strategy, workforce planning and employment, employee and labor relations, and risk management.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q92-Q97):

NEW QUESTION # 92
Which performance appraisal approach starts by identifying the most critical responsibilities and correlates it to a particular type of behavior - where each identified responsibility and behavior are assessed for performance?

A. BARS
B. Comparative method
C. Results-based
D. Narrative method

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: Performance Appraisal

NEW QUESTION # 93
Which of the following is a basic principle behind job analysis?

A. The analysis focuses on the person doing the job, not the job.
B. The analysis is limited to task inventories and questionnaires.
C. The analysis focuses on the job, not the person.
D. The required qualifications should include everything the manager would like the employee to have.

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
The correct focus of a job analysis is the job itself, not the incumbent in the job. Performance management focuses on the person in the job (D). An analysis may use a number of sources in addition to task inventories and questionnaires (C), including interviews, observation, and supervisory input. The required qualifications should be related to the essential functions of the job to avoid complaints of discrimination (B).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 94
Before selecting an HRIS system, which of the following questions should be answered?

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

Answer: C

Explanation:
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 # 95
Data integrity, employment practices liability insurance, OSHA, and workplace violence policies are all examples of which of the following HR functions?

A. Employee relations
B. EEO
C. Risk management
D. Workforce planning and employment

Answer: C

Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
Risk management has influence that goes beyond the traditional safety role of HR, often influencing other HR functions such as EEO compliance (C), workforce planning (A) and employee relations (B). It revolves around removing or mitigating business risks, whether they are internal or external, or data- or employee- driven. See Chapters 4, 7, and 8 for more information.
Chapter: Risk Management
Objective: Risk Management

NEW QUESTION # 96
Which of the following allows two people with complementary skills to share the duties and responsibilities of a full-time position?

A. Workforce expansion
B. Merger
C. Internship program
D. Job sharing

Answer: D

Explanation:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning

NEW QUESTION # 97
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