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To be eligible to take the SPHR Exam, candidates must meet specific criteria, including a minimum of four years of experience in a professional-level HR position and a master's degree or higher, or a minimum of seven years of experience in a professional-level HR position without a higher degree. Once candidates have met the eligibility criteria, they can register for the exam and begin preparing for the test.
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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.
The SPHR exam is a rigorous test that assesses an HR professional's knowledge, skills, and abilities in various HR areas. SPHR Exam consists of 150 multiple-choice questions that cover topics such as business management strategy, workforce planning and employment, human resource development, compensation and benefits, employee and labor relations, and risk management. The SPHR exam is designed to test an HR professional's ability to think strategically, make informed decisions, and effectively manage HR operations. HRCI The Professional in Human Resources (SPHR) Sample Questions (Q205-Q210):NEW QUESTION # 205
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
A. Albemarle Paper versus Moody, 1975
B. Washington versus Davis, 1976
C. McDonnell Douglas Corp. versus Green, 1973
D. Griggs versus Duke Power, 1971
Answer: D
Explanation:
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: Federal Employment Legislation
NEW QUESTION # 206
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?
A. Jealousy
B. Constructive discharge
C. Hostile work environment
D. Quid pro quo
Answer: D
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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 # 207
An effective progressive disciplinary process begins with which of the following?
A. A suspension
B. Coaching or counseling
C. A written warning
D. A verbal warning
Answer: B
Explanation:
Answer option D is correct.An effective progressive disciplinary process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed. A written warning (A) is the second step of a formal disciplinary process. A verbal warning (B) is the first step. Suspensions (C) are usually the last step prior to termination. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Employee Relations
NEW QUESTION # 208
You are the Senior HR Professional for your organization and you're leading a workshop on HR practices for your department. Your first topic is the Davis Bacon Act. What did the Davis Bacon Act accomplish?
A. It established the minimum retirement age of 65.
B. It abolished the requirements for workers to be forced to retire.
C. It established the minimum working age to be 15.
D. It was the first legislation to regulate minimum wages.
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
The Davis Bacon Act in 1931 was the first piece of legislation to establish the minimum wage.
Answer options A and D are incorrect. The Davis Bacon Act did not address the retirement age.
Answer option B is incorrect. The Davis Bacon Act did not establish the minimum age to allow people to begin employment.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-
1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 209
The most effective succession plans include: (Select TWO options.)
A. cost-benefit analysis of managers' feedback time.
B. customized development options.
C. standardized career paths.
D. emergency replacements for critical positions.
E. scorecard data for high-potential performance ratings.
Answer: B,D
Explanation:
The most effective succession plans include customized development options (B) and emergency replacements for critical positions (C). At the SPHR level, succession planning is both a developmental and risk-management process.
Customized development options ensure that high-potential employees receive targeted experiences, coaching, stretch assignments, and learning opportunities aligned to the specific competencies required for future roles. This individualization increases readiness and accelerates leadership effectiveness.
Emergency replacements-often referred to as "ready now" successors-are essential for business continuity. They ensure that unexpected vacancies due to resignation, illness, or termination do not disrupt operations or leadership stability.
Standardized career paths (A) may support transparency but lack flexibility. Scorecard data (E) supports identification but is not sufficient without development and contingency planning. Cost-benefit analysis of feedback time (D) is unrelated to succession effectiveness.
SPHR exam content emphasizes that strong succession planning balances immediate continuity needs with long-term leadership development, making readiness and customization critical success factors.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (succession planning; leadership continuity).
* HRCI SPHR Study Guide - Components of effective succession systems.