Best HRCI SPHR 2025 Training With 142 QA's
HRCI SPHR Certification Exam Questions
The SPHR certification exam is designed for HR professionals who have significant experience in the field and want to demonstrate their mastery of the knowledge and skills required to excel in senior-level HR positions. SPHR exam covers a wide range of topics, including strategic planning, HR development, talent acquisition, employee relations, and more.
NEW QUESTION # 46
Which of the following Acts is used to ensure the safety of workers in coal and other mines?
- A. Occupational Safety and Health Act
- B. Mine Safety and Health Act
- C. Sarbanes-Oxley Act
- D. Drug-Free Workplace Act
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 47
For several months, the management team has been struggling to come to grips with the need for a formal succession plan. About 30 percent of the workforce will reach retirement age within 10 years, and little has been done to prepare for the loss of knowledge in key roles that will occur as employees begin to retire. The team has come to a consensus that what is needed is a comprehensive plan, one that includes a mentor program for each of the key positions, identification of key skills that will need to be replaced, a recruiting strategy that attracts qualified candidates who are looking for longevity, and creating a more open culture.
Which of the following can be used to accomplish these goals?
- A. Create a succession plan.
- B. Create a knowledge-management program.
- C. Create a talent-management program.
- D. All of the above.
Answer: C
Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
A talent-management program is a comprehensive strategy to workforce management. This approach includes planning for future needs, recruiting qualified candidates, creating compensation and retention strategies, developing employees, managing performance, and cultivating a positive culture. A succession plan (C) is part of the workforce-planning element of a talent-management program. Knowledge management (D) focuses on building systems that retain corporate knowledge accessible as needed by the organization.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 48
You need to participate in enterprise risk management and complete an HR-audit.
Which of the following is the best definition of an HR-audit in regard to risk management?
- A. Identify the competency of employees in each areas of the organization
- B. Identify the total number of employees in the organization
- C. Identify the HR areas that may be out of compliance with legal requirements
- D. Identify the total number of employees by years of employment in the organization and verify their experience, education, and skills
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Strategic Management
NEW QUESTION # 49
As part of implementing a continuous improvement program, which measures should be established to determine the program's effectiveness?
- A. Business drivers
- B. Customer scores
- C. Key performance indicators
- D. HR metrics
Answer: C
Explanation:
Key Performance Indicators (KPIs)measure success against specific business objectives. They are essential for tracking whether continuous improvement efforts are deliveringmeasurable and strategic outcomes.
Extract from HRCI-aligned HR knowledge (Leadership and Strategy):
SPHR-level practitioners are expected to "define and monitor KPIs that align with strategic goals." These may include turnover rates, cycle times, employee productivity, or innovation metrics-tailored to the program's purpose.
NEW QUESTION # 50
Jennifer is an HR Professional and she's telling Hal about sexual harassment issues at their workplace. Jennifer wants to distinguish between the types of sexual harassment in this conversation. What are the two categories of sexual harassment Jennifer should address?
- A. Open and close
- B. Overt and Covert
- C. Hostile Work Environment and Covert
- D. Quid Pro Quo and Hostile Work Environment
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 # 51
A ___________ learning curve begins slowly, with smaller learning increments, but increases in pace and with larger increments as learning continues.
- A. Positively accelerating
- B. Negatively accelerating
- C. Plateau
- D. S-shaped
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
The positively accelerating learning curve begins with smaller increments but increases in pace and size as learning continues. The negatively accelerating curve (A) begins with larger increments that decrease as learning continues. The S-shaped learning curve (B) is a combination of the positively and negatively accelerating learning curves, whereas a plateau (C) occurs when no learning seems to take place.
Chapter: Human Resource Development
Objective: Review Questions
NEW QUESTION # 52
Which of the following occurs in violation of a contract clause prohibiting strikes during the term of the contract?
- A. Wildcat strike
- B. Involuntary exit
- C. Lockout
- D. Strike
Answer: A
Explanation:
Answer option A is correct.A wildcat strike occurs in violation of a contract clause prohibiting strikes during the term of the contract.Answer option C is incorrect. A strike occurs when the union decides to stop working.Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc. Chapter: Employee and Labor Relations Objective: Union Organization
NEW QUESTION # 53
An organization requires that all new managers must complete the first six months of their assignment traveling to different geographical locales. Female employees feel that this requirement restricts them from management positions because they have family obligations that would prevent them from traveling. The requirement to travel for six months is likely an example of what type of discrimination in this instance?
- A. Disparate treatment
- B. Sexual harassment
- C. Disparate impact
- D. Political requirement
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
The requirement to travel could be an example of disparate impact, as the requirements could screen out or prevent females with family obligations from traveling.
Answer option D is incorrect. Disparate treatment occurs when a member of a protected class is intentionally treated differently than other employees.
Answer option C is incorrect. This isn't an example of sexual harassment, as there is not a sexual advance being discussed in the question.
Answer option B is incorrect. This is a distracter for the question, and it is not a valid answer or term for the SHRP.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 54
The Federal Insurance Contributions Act requires employers to do which of the following?
- A. Contribute to a deferred-compensation plan
- B. Withhold Social Security tax from pay
- C. Provide health insurance for all employees
- D. Contribute to a defined-benefit plan
Answer: B
Explanation:
Section: Volume G
Explanation/Reference:
Answer option D is correct.
FICA requires employers to pay Social Security and Medicare for employees and to withhold an equal amount from employee paychecks. There is no federal law requiring employers to provide pension plans (B) and (C).
No federal law requires employers to provide health insurance (A).
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION # 55
Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?
- A. Religious persecution in the workforce
- B. Disparate treatment
- C. Perpetuating past discrimination
- D. Quality control
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Fran should not inspect Lucas' work just because he has asked for time off based on a religious holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example.
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based on religion falls into disparate discrimination.
Answer option D is incorrect. Quality control does inspect the quality of the work, but it's equal for all project deliverables, not just the deliverables tied to Lucas and his request for time off for the religious holiday.
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: Risk Management
Objective: Risk Assessment
NEW QUESTION # 56
Your company would like to hire KJ, who is 17, for a summer job. How late can KJ work according to the Fair Labor Standards Act during the summer months?
- A. KJ can work until 8 PM during the summer.
- B. KJ can work until 9 PM during the summer.
- C. KJ can work until 7 PM during the summer.
- D. KJ can work until 6 PM during the summer.
Answer: B
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
KJ can work between the hours of 7 AM and 9 PM during the months of June 1 and Labor Day. At all other times of the year, KJ can only work between 7 AM and 7 PM.
Answer option A is incorrect. The 7 PM rule is only in effect after Labor Day and before June 1.
Answer option C is incorrect. 6 PM is not correct.
Answer option D is incorrect. 8 PM is not correct, as KJ may work until 9 PM.
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 # 57
Each collective bargaining agreement outlines the process to file a grievance. Most agreements define a four-step approach to the grievance procedure. During which one of the following steps of the grievance procedure, might the president of the local union meet with the manager of the plant at which the employee with the grievance works?
- A. Initiate the complaint
- B. Participate in binding arbitration
- C. Escalate the complaint internally
- D. Reach the highest level of internal escalation
Answer: C
Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
The four stages of the grievance procedure are: Initiate the complaint, Escalate the complaint internally, Reach the highest level of internal escalation, and then Participate in binding arbitration. The second phase of the grievance procedure likely has the local union's president meet with the plant manager to try to find a resolution.
Answer option A is incorrect. This is the first step of the grievance procedure, and the supervisor of the person who experienced the grievance is notified of the complaint and offered a time period to find a resolution.
Answer option C is incorrect. This phase of the grievance procedure may actually bring the president of the national union to meet with president of the company, where the union member works.
Answer option D is incorrect. If no resolution has been met, this final procedure causes the grievance to move onto the court systems.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Strategy
NEW QUESTION # 58
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?
- A. Frederick Herzberg
- B. Allen AKennedy
- C. Edgard Schein
- D. WEdwards Deming
Answer: C
Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
Edgard Schein of MIT's Sloan School of Management is the individual who defined organizational culture as
"that's the way we do things around here."
Answer option B is incorrect. Herzberg's Theory of Motivation describes the elements that motivate performance in an individual.
Answer option C is incorrect. Deming is a leader in quality management but didn't address organizational culture, directly.
Answer option D is incorrect. Kennedy is a part of the team Deal and Kennedy who described the four dimensions of organizational culture.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 59
Data integrity, employment practices liability insurance, OSHA, and workplace violence policies are all examples of which of the following HR functions?
- A. EEO
- B. Employee relations
- C. Risk management
- D. Workforce planning and employment
Answer: C
Explanation:
Answer option D is correct.Risk management has influence that goes beyond the traditional safety role of HR, often influencing other HR functions such as EEO compliance (C), workforce planning (A) and employee relations (B). It revolves around removing or mitigating business risks, whether they are internal or external, or data- or employee-driven. See Chapters 4, 7, and 8 for more information. Chapter: Risk Management Objective: Risk Management
NEW QUESTION # 60
What two elements does the formula in a defined benefit plan examine to determine the pension an employer may provide the employee?
- A. Salary and length of service
- B. Hourly rate and length of service
- C. Salary and income contribution
- D. Salary and overall performance
Answer: A
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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 # 61
The concept that recognizes that businesses are social organizations as well as economic systems and that productivity is related to employee job satisfaction is known as what?
- A. Human relations
- B. Human resource development
- C. Human resource management
- D. Strategic management
Answer: A
Explanation:
Answer option A is correct.The concept of human relations was first introduced in the 1920s and challenged previous assumptions that people work only for economic reasons and could be motivated to increase productivity simply by increasing monetary incentives. Human resource management (C) is the business function responsible for activities related to attracting and retaining employees, including workforce planning, training and development, compensation, employee and labor relations, and safety and security. Strategic management (B) is the process by which organizations look for competitive advantages, create value for customers, and execute plans to achieve goals. Human resource development (D) is the functional area of human resources focused on upgrading and maintaining employee skills and developing employees for additional responsibilities. See Chapters 2 and 5 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Human Relations Concepts
NEW QUESTION # 62
Which one of the following statements is true of a hostile work environment?
- A. A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
- B. A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
- C. Only a supervisor can create a hostile work environment.
- D. When a single incident of unwanted touching occurs, a hostile work environment has been created.
Answer: A
Explanation:
Answer option D is correct.A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation
NEW QUESTION # 63
What act prohibits discrimination on the basis of physical and mental disabilities?
- A. IRCA of 1986
- B. Rehabilitation Act of 1973
- C. VEVRAA of 1974
- D. ADEA of 1967
Answer: B
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 # 64
During the organization of a union, it's possible that the union will gain recognition from the management.
The management is then obliged to give the NLRB a list of employees who are eligible to vote in the unionization election. What is the name of the list of such employees called?
- A. Candidate List
- B. Union prospectus List
- C. Constituent List
- D. Excelsior List
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
The list of employees who are eligible to vote in the union election, is called the Excelsior List. It's so called, based on the outcome of the lawsuit Excelsior Underwear, Inc. v. NLRB in 1996.
Answer option A is incorrect. The list is called the Excelsior List, not the candidate list.
Answer option B is incorrect. The list is called the Excelsior List, not the constituent list.
Answer option C is incorrect. The list is called the Excelsior List, not the union prospectus list.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization
NEW QUESTION # 65
Which of the following scenarios is the best example of a kinesthetic learning experience?
- A. Learning to bake a cake by following a new recipe
- B. Listening to audio lectures from a previously attended lecture
- C. Reading a book and highlighting important phrases, terms, and ideas
- D. Observing a peer complete a new task
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
A kinesthetic learning experience is when the learner experiences the thing to be learned. Learning to bake a cake by following a recipe is an example, as the learner is doing the activity to learn.
Answer option A is incorrect. This is an example of a visual learning experience.
Answer option B is incorrect. This is an example of an auditory learning experience.
Answer option D is incorrect. This choice is tempting, but the learner is not participating, only watching.
This is an example of a visual learning experience.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
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: Talent Management
NEW QUESTION # 66
Employee pension rights are protected by which of the following acts or regulations?
- A. The Equal Employment Opportunity Act
- B. Uniformed Services Employment and Reemployment Rights Act
- C. The Sherman Antitrust Act
- D. Executive Order 11246
Answer: B
Explanation:
Section: Volume G
Explanation/Reference:
Answer option C is correct.
USERRA protects the rights of reservists called to active duty in the armed forces and applies to all public and private employers in the United States. It includes pension protection for returning service members related to vesting, accrual, and employer contribution continuity. The Sherman Anti-Trust act is legislation used to control business monopolies, and Executive Order 11246 (D) prohibits employment discrimination. The Equal Employment Opportunity Act (B) provided litigation authority to the EEOC back in 1972.
Chapter: Employee and Labor Relations
Objective: Review Questions
NEW QUESTION # 67
Your organization has created an affirmative action plan which includes an internal audit and reporting system. According to the Department of Labor there are four actions which should be included in the internal audit and reporting system to be effective. Which of the following is not one of the Department of Labor recommended actions for the internal audit and reporting system?
- A. Review report resources with all levels of management.
- B. Monitor records of all personnel activity at all levels to ensure that nondiscriminatory policy is enforced.
- C. Require internal reporting on a schedule basis as to the degree to which equal employment opportunity and organizational objectives are attained.
- D. Post the findings of the internal audit and reporting system for all employees to review.
Answer: D
Explanation:
Explanation/Reference:
Answer option B is correct.
The Department of Labor does not recommend that an organization shares the findings of the internal audit and reporting system with all employees, only management.
Answer options C, D, and A are incorrect. They are parts of the Department of Labor's recommendations for the internal audit and reporting system.
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 # 68
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