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[Hardware] SPHR Accurate Study Material, SPHR Valid Dumps Free

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【Hardware】 SPHR Accurate Study Material, SPHR Valid Dumps Free

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Achieving the SPHR certification is a significant accomplishment for HR professionals. It demonstrates a high level of knowledge, expertise, and dedication to the HR field. It can also lead to increased career opportunities, higher salaries, and greater respect and recognition from peers and employers. The SPHR Certification is a valuable investment in one’s career and is highly regarded by employers and HR professionals alike.
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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q221-Q226):NEW QUESTION # 221
An organization is launching a strategic planning session. One of the primary goals of this session is to define the goals of the organization. Which of the following statements best defines a goal that is created as part of the strategic planning session?
  • A. Describes the direction the business will take and what it will achieve
  • B. Describes the strengths of the business to its competitive advantage in the marketplace
  • C. Describes the SMART process to identify objectives
  • D. Describes the practical steps that will be taken to achievement
Answer: A
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Goals fit into strategic planning by describing the direction of the business and what the business will achieve.
Answer option D is incorrect. This is a description of the business objectives of the company actions.
Answer option B is incorrect. This is a description of the business strategy.
Answer option A is incorrect. This describes a goal setting approach, not what a goal is.
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 # 222
Identifying an organization's Knowledge, Skills, and Abilities (KSAs) allows HR to:
  • A. reduce training within departments.
  • B. determine market position.
  • C. conduct an environmental scan.
  • D. plan future staffing needs.
Answer: D
Explanation:
Identifying organizational KSAs allows HR to plan future staffing needs (C). At the SPHR level, KSA analysis is a foundational workforce planning tool.
By understanding current KSAs, HR can identify gaps between existing capabilities and those required to execute future strategy. This informs decisions about hiring, development, succession planning, and reskilling initiatives.
Environmental scanning (A) focuses on external trends. Market positioning (B) is a strategic business activity. Reducing training (D) is not an objective of KSA identification.
SPHR exam content stresses that workforce planning must be capability-based, using KSAs to forecast supply and demand.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Talent Planning and Acquisition (workforce planning; competency analysis).
* HRCI SPHR Study Guide - KSA analysis in staffing strategy.

NEW QUESTION # 223
Robert is the HR Professional for his organization and he's preparing for several interviews with candidates for an open position in his company. Several interviewers will participate in the interview process and Robert is meeting with all interviewers to discuss the process. Robert wants to define and document the interview process for all interviewers to abide by the Uniform Guidelines on Employee Selection Procedures. What is the purpose of the meeting and the documentation of the interview process?
  • A. Robert wants all of the interviewers to be consistent through the interviews.
  • B. Robert wants all of the interviewers to ask the same questions.
  • C. Roberts wants all of the interviewers to grade each candidate.
  • D. Roberts wants to approve all questions the interviewers may ask the job candidates.
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
One of the key elements of the Uniform Guidelines on Employee Selection Procedures is consistency in each interviewer's approach to the interview process.
Answer option B is incorrect. Interviewers don't need to ask all of the same questions to abide by the Uniform Guidelines on Employee Selection Procedures.
Answer option D is incorrect. The Uniform Guidelines on Employee Selection Procedures isn't about grading the interviewees, but approach the interviews in a consistent manner.
Answer option A is incorrect. Robert doesn't need to approve all of the questions in order to abide by the Uniform Guidelines on Employee Selection Procedures.
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: Staffing Programs

NEW QUESTION # 224
Which of the following Acts provides compensation for employees and contractors of the Department of Energy who were subjected to excessive radiation while producing and testing nuclear weapons?
  • A. Federal Employees Compensation Act
  • B. Energy Employees Occupational Illness Compensation Program Act
  • C. Fair Labor Standards Act
  • D. Drug-Free Workplace Act
Answer: B
Explanation:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Management

NEW QUESTION # 225
People Logistics recently began scheduling offsite meetings for its management team to review the operational realities of implementing elements of the strategic plan. This is an example of which of the following development activities?
  • A. Peer-to-peer coaching
  • B. Strategic planning
  • C. Hiring an executive coach
  • D. Assigning a mentor
Answer: A
Explanation:
Answer option A is correct.Peer-to-peer coaching is useful when a management work group has shared values or objectives. Assigning a one-on-one peer coach or using a team approach maximizes the diversity of skills available in any particular peer group. A mentor relationship (B) implies a hierarchy (the mentor and a subordinate), an executive coach (C) is used for more one-on-one upper level management development, and strategic planning
(D) is a broad organization-wide string of activities related to the planning the direction of the company. Chapter: Human Resource Development Objective: Review Questions

NEW QUESTION # 226
......
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