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The Professional in Human Resources (SPHR) certification exam is a globally recognized credential that is designed for HR professionals who have extensive experience in the field. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI), which is the world’s largest HR certification organization. The SPHR certification is designed to validate the skills and knowledge of HR professionals who are responsible for strategic planning and policy development in their organizations.

To be eligible for the SPHR Certification, HR professionals must have a bachelor's degree and at least four years of HR experience. Alternatively, professionals with a master's degree can qualify with two years of HR experience. The Professional in Human Resources (SPHR) certification exam consists of 150 multiple-choice questions and takes around four hours to complete. SPHR exam is computer-based and is available at testing centers worldwide.

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The Professional in Human Resources (SPHR) certification is an advanced certification for HR professionals who have mastered strategic and policy-making aspects of HR management. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI), a leading organization in the HR industry. The SPHR Certification is designed for professionals who have six to eight years of HR experience and are looking to advance their careers in HR management.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q141-Q146):

NEW QUESTION # 141
You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. You've also identified that the probability of the risk event is only 20 percent. If management doesn't want to purchase the insurance to mitigate the risk event, what other choice do they have to respond to the event by using an out-of-pocket payment if the event actually occurs?

A. Acceptance
B. Transference
C. Sharing
D. Mitigation

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
Acceptance is a risk response that accepts the event with the understanding that if the event happens, the organization will deal with the ramifications and impact at the time of the event. Out-of-pocket payments are an example of acceptance.
Acceptance response
Acceptance response is a part of the Risk Response planning process. Acceptance response delineates that the project plan will not be changed to deal with the risk. Management may develop a contingency plan if the risk does occur. Acceptance response to a risk event is a strategy that can be used for risks that pose either threats or opportunities. Acceptance response can be of two types:
Passive acceptance: It is a strategy in which no plans are made to avoid or mitigate the risk.
Active acceptance: Such responses include developing contingency reserves to deal with risks in case they occur.
Acceptance is the only response for both threats and opportunities.
Answer option B is incorrect. Mitigation reduces the probability and/or impact of risk event.
Answer option A is incorrect. Transference transfers the risk event to a third party, usually for a fee.
Answer option C is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.
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: Risk Management
Objective: Risk Management

NEW QUESTION # 142
__________ occurs when the employer forces an employee to resign by creating a work
environment that is so unpleasant.

A. Salting
B. Reengineering
C. Public policy exception
D. Constructive discharge

Answer: D

Explanation:
Answer option D is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation

NEW QUESTION # 143
John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns?

A. Variable pay
B. Base pay
C. Market-demand pay
D. Hygiene factor pay

Answer: B

Explanation:
Explanation/Reference:
Answer option C is correct.
John's base pay is the fixed rate of pay he earns for performing his job in your organization.
Answer option A is incorrect. Variable pay is the total pay John earns through variable programs, such as commissions or bonuses.
Answer option B is incorrect. This isn't a valid term for employee compensation.
Answer option D is incorrect. Market-demand describes the market average for pay, for someone in John's role as a mechanic.
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 # 144
Which of the following standards requires employers to provide employees with information about physical and health hazards related to the use of chemicals in the workplace?

A. Hazard Communication Standard
B. Medical Services and First Aid
C. Personal Protective Equipment
D. Occupational Noise Exposure

Answer: A

Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 145
Stephanie is an HR Professional and she's writing a review of new HR software for her HR blog. Unfortunately the review is not positive and the owner of the software is threatening to sue Stephanie because she broke copyright laws when she shared the review and included screen captures. What protects Stephanie from the lawsuit?

A. Stephanie is actually guilty of the copyright infringement when she shared the screen captures.
B. Stephanie is actually protected from infringement of the copyright laws because of digital use rights.
C. Stephanie is actually protected from infringement of the copyright laws because of fair use rights.
D. Stephanie cannot share screen captures on the web as this is an infringement on digital rights.

Answer: C

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: Federal Employment Legislation

NEW QUESTION # 146
......

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