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The Professional in Human Resources (SPHR) Certification Exam is a highly respected and widely recognized certification for human resources professionals. The Professional in Human Resources (SPHR) certification is awarded by the HR Certification Institute (HRCI), which is a globally recognized organization for HR professionals. The SPHR Certification is designed for senior-level HR professionals who have extensive experience in the field and are responsible for developing and implementing HR strategies that align with the organization's goals.
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The HRCI Senior Professional in Human Resources certification, otherwise known as the SPHR, allows candidates to demonstrate their HR leadership skills and that they are ready to become part of the skilled team. More so, this certificate will help you demonstrate your understanding of strategies and policies of HR management as required in the USA and other regions. HRCI The Professional in Human Resources (SPHR) Sample Questions (Q225-Q230):NEW QUESTION # 225
Fran is the HR Professional for her organization and she's working with a new recruit in the HR department. Fran wants to explain the role of HR to the new recruit. Which of the following statements most accurately describes the role of an HR in an organization?
A. The role of HR is evolving into one that provides legal and operational services for the entire organization.
B. The role of HR is evolving into one that provides administrative and operational services for the entire organization.
C. The role of HR is evolving into one that provides strategic, administrative, and operational services for the entire organization.
D. The role of HR is evolving into one that provides cultural awareness, administrative, and functional services for the entire organization.
Answer: C
Explanation:
Explanation/Reference:
Answer option C is correct.
The best definition of HR is that HR is evolving into a role that provides strategic, administrative, and operational services for the entire organization.
Answer option A is incorrect. This isn't the best definition of HR as this answer doesn't include the administrative role of HR in the organization and it includes legal, which isn't valid.
Answer option B is incorrect. This isn't the best definition of HR as this answer doesn't include strategic services.
Answer option D is incorrect. This isn't the best definition of HR as doesn't include a direct component of cultural awareness.
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: Business Management and Strategy
Objective: Strategy
NEW QUESTION # 226
Which of the following alternative staffing methods would be most appropriate for a company with ongoing yet sporadic needs for a specific job to be done?
A. Temp worker
B. On-call worker
C. Seasonal worker
D. Intern program
Answer: B
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
An on-call worker is the best solution for situation in which the employer needs the same job to be done on a sporadic basis. This allows the employer to rely on the same person to do the job, reducing training requirements. An intern program (B) would not be appropriate because it is a short-term training solution.
Seasonal workers (D) are generally required only at specific times of the year. Temp workers (A) provided by agencies may not be available when needed because they may be on other assignments. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning
NEW QUESTION # 227
In which of the following situations was the HR manager incorrect in their handling of FMLA medical certification?
A. None of the above options were incorrect.
B. The employer had its own medical certification that it used, but it contained information identical to the DOL's WH-380 form.
C. The employee was given 5 calendar days to provide medical certification.
D. The employer disagreed with the certification by the employee's doctor, so it paid to have the employee seen by a second provider.
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
Under the FMLA, employees must be given at least 15 calendar days to obtain appropriate medical certification. Under certain conditions, employers may request a secondary exam, and employers are allowed to use their medical certification form provided it conforms to the requirements of the DOL's form WH-380.
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION # 228
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?
A. Portal-to-Portal Act
B. Fair Labor Standards Act
C. Davis-Bacon Act
D. Walsh-Healey Public Contracts Act
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936.
Answer option C is incorrect. The Fair Labor Standards Act, was passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option D is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.
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 # 229
Which of the following is the best way for HR to gain credibility?
A. Assess organizational structures for potential improvements.
B. Redesign the HR department's compliance management process.
C. Measure the cost and effectiveness of its products and services.
D. Analyze and interpret the implications of risk-aversion decisions.
Answer: C
Explanation:
The most effective way for HR to gain credibility is to measure the cost and effectiveness of its products and services (D). At the SPHR level, credibility is earned when HR demonstrates measurable value and impact on organizational performance.
Senior leaders expect HR to operate with the same rigor as other business functions-using data to evaluate efficiency, effectiveness, and return on investment. By measuring outcomes such as cost per hire, turnover cost, training effectiveness, time-to-productivity, and engagement impact, HR shows accountability and business acumen.
While assessing structures (A), redesigning compliance processes (B), and analyzing risk decisions (C) are valuable activities, they do not inherently build credibility unless their outcomes are quantified and tied to results. Measurement enables HR to speak the language of business and influence strategic decisions.
SPHR exam content emphasizes that HR credibility is grounded in evidence-based practice, analytics, and outcome measurement, positioning HR as a strategic partner rather than a support function.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (HR analytics; business acumen).
* HRCI SPHR Study Guide - Building HR credibility through measurement and metrics.
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