SPHRi Certification - The Ultimate Guide [Updated 2025]
SPHRi Practice Exam and Study Guides - Verified By PassCollection
The SPHRi certification exam covers a wide range of HR topics including strategic planning, talent acquisition, employee relations, compensation and benefits, and legal and regulatory compliance. SPHRi exam is designed to test the candidate's ability to apply their knowledge to real-world situations and to make informed decisions that align with the strategic goals of the organization. Candidates must have a minimum of four years of experience in an HR role to qualify for the exam, and they must also meet certain educational requirements. The SPHRi certification is highly valued by employers and can lead to increased job opportunities, higher salaries, and greater career advancement.
NEW QUESTION # 78
Which of the following best explains workers' compensation laws regarding an employer's responsibility?
- A. Employers do nothave to assume responsibility for employee problems unless the
- B. Employers may utilize federal aid for most work-related injuries and problems that
- C. Employers are responsible for any health problems that an employee develops while
- D. Employers are responsible for any work-related injuries or health problems.
Answer: D
Explanation:
Workers' compensation laws state that employers are responsible for any work-related injuries or problems that employees sustain on the job. Answer choice B is incorrect because employers are not responsible for an individual's health problems unless they were caused at work.
Answer choice C is incorrect because the workers' compensation laws do not necessarily place the full burden of proof on employees to prove the nature of the injury or problem. Answer choice D is incorrect because the workers' compensation laws do not provide for federal aid.
NEW QUESTION # 79
Administrative laws, such as agency rules and regulations, take effect how many days after being published in the Federal Register?
- A. 60 days
- B. 30days
- C. 15 days
- D. 45 days
Answer: B
Explanation:
The Federal Register is referred to as the Daily Journal of the United States Government where proposed rules, signif icant documents, notices, and other public information is posted by federal agencies and bodies. Administrative laws take effect 30 days after being published in the Federal Register.
NEW QUESTION # 80
W'hich of the following is NOT part of Kirkpatrick's training evaluation framework?
- A. Context
- B. Learning
- C. Reaction
- D. Results
Answer: A
Explanation:
Context is not part of Kirkpatrick's training evaluation framework Even though it was created in 1967, Kirkpatrick's description of training evaluation is still widely used. It outlines four criteria: reaction, learning, job behavior, and results. Reaction is the trainee's immediate response to the program. Learning is the information and skills that were obtained during the program. It is important that trainees acquire the skills they are supposed to acquire during training. Job behavior is the extent to which what has been learned during training is applied to real work Finally, results are the overall impact of the training program on company performance.
NEW QUESTION # 81
The National Labor Relations Act (NLRA) does NOT apply to which types of workers?
- A. Agricultural
- B. Financial
- C. Administrative
- D. Corporate
Answer: A
Explanation:
The NLRA specif ically does not apply to agricultural workers (among other types of workers
- domestic workers, contract employees, federal and state workers, etc.). There is nothing within the NLRA to prevent it from applying to administrative, corporate, or financial employees. Within each of these categories, it might be possible to find a type of worker that fits the NLRA caveat, such as a contract employee or a federal worker, but there is nothing about these other four categories that fails to fall under NLRA.
NEW QUESTION # 82
An employee's performance on an assembly line is likely to follow which kind of learning curve?
- A. Statically accelerating
- B. Proportionally accelerating
- C. Positively accelerating
- D. Negatively accelerating
Answer: D
Explanation:
An employee's performance on an assembly line is likely to follow a negatively accelerating learning curve. This type of learning curve is typical of rote tasks, which can be learned and mastered in a short time, but which do not permit much improvement after the initial learning. A positively accelerating learning curve, on the other hand, is marked by a slow start followed by a gradually increasing speed of learning. A positively accelerating learning curve is typical of complex tasks, which are dif ficult at first but which may be improved upon over a long interval.
NEW QUESTION # 83
The Williamson Company is using the paired comparison method to appraise performance. There are seven people in the sales job group. With how many people will each member of this group be compared?
- A. Two
- B. One
- C. Six
- D. Seven
Answer: C
Explanation:
Since the Williamson Company is using the paired comparison method, each member of the sales job group will be compared with six other people. The paired comparison method requires every member of the job group to be compared to every other member. This means that each member of the Williamson Company's sales group will be compared to the other six members. The paired comparison method is a good way to rank employees systematically.
NEW QUESTION # 84
A private company is a contractor for a federal defense agency. Many of the contractor's employees will be in positions of extreme sensitivity, and the contractor would like to give polygraph tests to employees. What is the federal policy regarding polygraph tests in this situation?
- A. The polygraph test may be administered only to those who will be working in defense-related jobs.
- B. The employer may utilize anyone in the company to administer the polygraph.
- C. Federal law makes polygraphs illegal for anyone or any institution butthe government to administer.
- D. Because the contractor has other contracts not related to its work with the defense agency, polygraphs are not allowed.
Answer: A
Explanation:
Polygraph tests are allowed among federal defense contractors but may only be administered to those who will be working in the defense-related jobs. Most large contractors will not limit their contract work to the government, so it is entirely possible that the company will have employees doing work that is unrelated to the defense jobs. What is more, the employees who do work in connection with the defense agency but don't do sensitive work will not require polygraph testing. Answer choice B is incorrect because federal law does allow for polygraph testing in certain situations. Answer choice C is incorrect because it does not really address the question and because the information is not accurate-polygraph tests must be administered by certif ied prof essionals.
Answer choice D is also incorrect because the nature of the contractors work for the defense agency will likely justif y polygraph testing for many of the employees.
NEW QUESTION # 85
When developing an inappropriate-absence policy for an organization, a human resource prof essional should include all of the following EXCEPT:
- A. Information about how each absence is counted in days
- B. Requirement for a doctor's note for each sick day absence
- C. Statement about how many sick days each employee receives
- D. Indication of how sick days are counted within the calendar
Answer: B
Explanation:
An employee-absenteeism policy might include information about when a doctor's note is required, but it does not necessarily need to require a doctor's note in all situations. This might prove to be onerous to employees who are genuinely ill at home for a day but are not ill enough to visit a doctor. Additionally, a requirement for a note for each sick day absence would be an inappropriate policy, as the employee might be out for 4-5 days but is not likely to see the doctor each of those days. A good policy should, however, include the following: a statement about how many sick days each employee receives, an indication of how sick days are counted within the calendar, and information about how each absence is counted in days.
NEW QUESTION # 86
Harold, the head of the human resources department for a large industrial machine manufacturing company, has discovered an issue that requires ERM, or Enterprise Risk Management. Upon reviewing important employee documentation, he has found out that required forms are not being completed, placing the human resources department at risk for non-compliance with federal guidelines. Using the guidelines of ERM, what should Harold consider doing to prevent further non-compliance?
- A. Contact the federal agency responsible for documentation and request a reprieve.
- B. Terminate the employee responsible for failing to ensure correct documentation.
- C. Establish quarterly reviews of the documentation to ensure that it is completed as required.
- D. Create a new department within the human resources department that keeps an eye on completing the documentation.
Answer: C
Explanation:
According to the expectations of ERM, a human resources prof essional should apply reasonable techniques to correcting a problem. In Harold's case, the best option for addressing the problem of the incomplete documentation would simply be to establish a quarterly review of the paperwork to ensure that it is completed. As for the other answer choices, they each contain extreme responses that do not fit with the requirements of ERM. Terminating the responsible employee does not guarantee that the problem will be fully addressed. Creating a new department simply adds more paperwork that can further complicate the process of completing the documentation. There is nothing within the process of ERM that suggests a human resources prof essional can request a reprieve from a federal agency; the rules are in place already and need to be observed.
NEW QUESTION # 87
Following a particularly harsh hurricane season, a large company is assembling a team to create business continuity plans in the event that their organization would need to respond to and survive future severe storms. Which of the following tasks would MOST likely be led by the human resources team?
- A. Flex employee schedules for personal and organizational preparations.
- B. Coordinate with suppliers and community partners to ensure resource access.
- C. Establish and update employee emergency contacts and family information.
- D. Secure employee computer systems data and access.
Answer: C
Explanation:
Human resources prof essionals will have their hands in many tasks during both short- and long-term emergency preparations. Keeping up-to-date emergency contact data for every employee is an essential task for human resources prof essionals in the event that the emergency weather event is severe and displaces or harms company employees. While direct managers may have access to this data as well, the human resources team is responsible for company-wide accountability in the event that the storm causes extreme damage or communications disruption.
Coordinating with suppliers for resource access will more likely be led by operations teams. Human resources may advise in flexing employee schedules leading up to the storm, but it is the operations managers who will lead this action due to their institutional knowledge of the day-to-day operations. Human resources may advise in securing employee data and the systems that support that data, but it will be the IT department that leads the digital preparations due to their expertise.
NEW QUESTION # 88
Which of the following retention strategies would be most effective for a human resources prof essional to leverage in an effort to reduce the turnover rates of valuable seasoned employees?
- A. Internal mobility
- B. Remote work
- C. Streamlined onboarding
- D. Job description review
Answer: A
Explanation:
Streamlined onboarding is a valuable retention tool for newly hired employees who are just being introduced to the organization. Remote work may be a valuable perk or working condition for some employees, but it is not a one-size-fits-all strategy nor is it feasible for all positions or organizations. Job description reviews can be useful during job analysis processes, but if an employee has taken on responsibilities and grown in their role to the point of a job description review, leveraging internal mobility is a more impactful way to recognize the value the employee brings to the organization. Recognition for value added and a job well done in the form of a promotion or other career enhancement encourages employees to stay and continue to grow within the organization.
NEW QUESTION # 89
The human resources department wants to see if experienced employees are more productive. The department takes a measure of each employee's productivity, and then plots it on a graph where the other axis is employee experience. Which correlation coefficient would be the strongest suggestion that productivity increases with experience?
- A. 0
- B. +0.8
- C. +0.2
- D. -0.9
Answer: B
Explanation:
A correlation coefficient of +0.8 would be the strongest suggestion that productivity increases with experience. Only a positive correlation coefficient indicates that productivity and experience are positively correlated. A negative correlation coefficient would indicate that productivity declines with experience. For this reason, the answer is +0.8, even though -0.9 (answer choice D) represents the strongest correlation.
NEW QUESTION # 90
How many complaints about an employer's potential violation of FLSA rules can cause the government to step in and perform an audit of the business?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
Explanation:
It takes only one complaint about a potential FLSA violation for a government audit to occur. As a result businesses are expected to take FLSA rules seriously, and the human resources prof essional must be very familiar with the rules to avoid even an unintentional violation. The other answer choices (2, 3, and 5) are all too high. By the time that many complaints arise, the audit will already be in progress or have been completed.
NEW QUESTION # 91
Which of the following human resources responsibilities can be the most impactful approach to creating a sense of accountability for ethical behavior?
- A. Employee communication
- B. Coaching and mentoring programs
- C. Performance management
- D. Total rewards design
Answer: C
Explanation:
Human resources prof essionals can leverage all of these options when creating an ethical work environment: however, an "ethical work environment" can mean a great number of things and present in a variety of ways. Building accountability within business ethics can be directly derived from regular performance management practices. Employee communication is useful for building a culture of honesty and transparency. Total rewards design can encourage ethical behaviors before correction needs to occur. Coaching and mentoring programs can help align employee development within the values of an organization's mission and vision.
NEW QUESTION # 92
The VP of HR is under pressure to negotiate lower benefits premiums and is preparing for a tough price negotiation with the benefits vendor. What will be the BEST strategy to start of f the negotiation?
- A. Focus on understanding the benefits vendor's side.
- B. Convey the company's firm position on reducing costs.
- C. Set goals for the meeting and lay out the companys negotiation stratey.
- D. Create a welcoming atmosphere that makes the benefits vendor feel comfortable.
Answer: D
Explanation:
The VP of HR displays relationship prof iciency by preparing for a successful negotiation.
Before going into a negotiation, it is important to prepare and be clear about what one would like to accomplish. Upon starting the meeting, one should create a welcoming and comfortable atmosphere to build a trusting relationship with the negotiation partner. This forms the foundation of a successful meeting and discussion.
NEW QUESTION # 93
The Needlestick Safety and Prevention Act of 2000 requires organizations to do which of the following?
- A. Quarterly audits to check for sharp objects that could cause workplace injuries
- B. Removal of specif ied sharp objects from workplace due to potential for injury
- C. Listing of sharp objects recognized for having caused workplace injuries in the past
- D. Report workplace injuries from sharp objects and consider replacement object to prevent
Answer: D
Explanation:
The purpose of the Needlestick Safety and Prevention Act is to require the employers report workplace injuries as a result of sharp objects and consider replacing objects to prevent further injuries. Answer choice A is incorrect because the purpose of the act is not to require that companies perform quarterly audits. Answer choice B is incorrect because the Needlestick Safety and Prevention Act does not require that organizations remove specif ied sharp objects but instead recommends the replacement of dangerous sharp objects. Answer choice C is incorrect because the act does not create a list of sharp objects that are recognized for having caused workplace injuries but instead leaves the decision about these objects up to the organization.
NEW QUESTION # 94
Which of the following is a voluntary deduction from gross earnings?
- A. 401 (k) contribution
- B. Social Security
- C. State income tax
- D. Medicare
Answer: A
Explanation:
A 401(k) contribution is a voluntary deduction from gross earnings. That is, employees are not required to have this money taken out of their paycheck. The other answer choices are statutory deductions, meaning they are required by law.
NEW QUESTION # 95
Which of the following is the LEAST effective tool to use in total quality management?
- A. Pareto chart
- B. Pie chart
- C. Scatterplot
- D. Histogram
Answer: B
Explanation:
Pie charts are not commonly used in total quality management. Total quality management (TQM) is a comprehensive approach to reducing errors and streamlining every aspect of an organization's operations. The other answer choices are charts frequently used to identif y waste and make TQM plans. A Pareto chart combines line and bar graphs to identif y the problems that are causing the most waste. A scatter plot represents the relationship between two variables. A histogram looks like a bar graph: it is used to identif y variations in a set of experimental data.
NEW QUESTION # 96
The new CHRO is aware that hiring top talent in the insurance sector is a challenge because it is of ten not the industry of choice for many recent graduates. She also knows that unemployment is low and the labor market is highly competitive. What can the CHRO do to improve hiring efforts?
- A. Build rapport with local college career services personnel.
- B. Sign up for several local job fairs to meet candidates in person.
- C. Review job postings and rewrite ads to attract more candidates.
- D. Research and study recruiting metrics for the insurance sector.
Answer: A
Explanation:
The CHRO displays adept relationship management by building rapport with external contacts that can help create a talent pipeline for the company. Working directly with colleges and their career services centers will improve hiring efforts in the long term.
NEW QUESTION # 97
In which type of dispute resolution do both parties agree to accept whatever decision is reached by the third-party judge?
- A. Ad hoc arbitration
- B. Binding arbitration
- C. Constructive confrontation
- D. Compulsory arbitration
Answer: B
Explanation:
In binding arbitration, both parties agree to accept whatever decision is reached by the third- party judge. Compulsory arbitration, meanwhile, exists when the terms of a contract dictate that any future disputes will be settled through arbitration. Constructive confrontation is a system for handling disputes within an organization, usually by dividing them into their central and peripheral elements. Ad hoc arbitration is a one-time dispute resolution aimed at handling one particular problem.
NEW QUESTION # 98
Which of the following tools can a human resources prof essional leverage to most effectively determine what skills an organization needs compared to the skills an organization has?
- A. Gap analysis
- B. Performance management results
- C. Organizational strategr
- D. Labor market forecast
Answer: A
Explanation:
A skills gap analysis aims to define the gap between the skills an organization has and the skills it needs. Each of the other answer options may make up steps of the gap analysis process but do not cover the full spectrum of data required. Performance management results can help illustrate the current skills of the workforce. Organizational strategy can give insight into where the organization is going and what skills it may need. Labor market forecasts can help map what external labor will be needed to close the gap or what skills shortages may be present both internally and externally.
NEW QUESTION # 99
The EEO-I report must be completed on or before which date each year?
- A. June 15
- B. September 30
- C. January 31
- D. April 1
Answer: B
Explanation:
The EEO-I report must be completed on or before September 30 of each year (as this reflects the federal fiscal calendar). The other dates-January 31, April I, and June 15-all reflect possible times for submitting the report, if viewed as falling 'before" September 30, but they do not reflect the required date. Also, it is unlikely that any human resources prof essional would submit the report on these dates. It is far more likely that the report will be completed and submitted closer to the required date.
NEW QUESTION # 100
The WARN Act was designed to do which of the following?
- A. Establish rights for employees who have been laid of f.
- B. Prevent massive lay-of fs that disrupt the economy.
- C. Mandate full severance pay for those who have been laid of f.
- D. Provide new positions for employees that have been laid of f.
Answer: A
Explanation:
The WARN Act is the Worker Adjustment and Retraining Notif ication Act, which was designed to established certain rights for workers who have been laid of . Answer choice A is incorrect because the act was certainly not designed to prevent massive lay-of fs but rather to give workers "adjustment and retraining" in the event of massive lay-of fs. Answer choice B is incorrect because the act cannot necessarily provide new positions for workers who have been laid of f. And answer choice D is incorrect because the act doesn't mandate severance pay for those who have been laid of f.
NEW QUESTION # 101
Since the vice president of HR has signif icant experience with leading change initiatives, the executive team asked him what they can expect from employees once this change initiative is rolled out. VVhat advice can he give?
- A. There is likely to be an initial lack of trust in leadership.
- B. There is likely to be an initial increase in turnover.
- C. There is likely to be an initial decrease in customer satisfaction.
- D. There is likely to be an initial drop in performance.
Answer: D
Explanation:
When change is introduced, there is likely to be some initial decline in performance, which is known as the "J curve." Employees of ten react to change with resistance and rejection. As a result, productivity declines. If the change initiative is managed well, then employees will come to accept the change, and performance will ideally increase above the initial level.
NEW QUESTION # 102
How far in advance of a planned union picketing must a representation petition be completed?
- A. 60 days
- B. 15 days
- C. 30 days
- D. 45 days
Answer: C
Explanation:
A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notif y that far in advance, but it is not necessary.
NEW QUESTION # 103
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