SPHR Valid Exam Registration | Reliable SPHR Test Practice

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HRCI SPHR (The Professional in Human Resources) Certification Exam is a prestigious certification program for experienced HR professionals. SPHR exam is designed to test the knowledge and skills of HR professionals in various areas of HR, including strategy, policy development, workforce planning, and employee relations. The Professional in Human Resources (SPHR) certification is recognized globally and is highly valued by employers.

The SPHR certification is highly valued by employers and HR professionals alike. Achieving this certification signals to employers that an HR professional has the necessary skills and knowledge to excel in a leadership role in HR management. The SPHR Certification can also increase an HR professional's earning potential and career opportunities. Overall, the HRCI SPHR certification is a powerful credential that can help HR professionals advance their careers and make a significant impact in their organizations.

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The Professional in Human Resources (SPHR) certification exam is designed to assess the skills and knowledge required to excel in a senior-level HR position. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI), a globally recognized organization that sets the standards for HR professionals. The SPHR Certification Exam is one of the most prestigious HR certifications available and is highly valued by employers around the world.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q63-Q68):

NEW QUESTION # 63
Which of the following is often formed to address ongoing issues in the organization?

A. Delegating authority
B. Task force
C. Committees
D. Virtual work team

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Employee and Labor Relations
Objective: Employee Relations

NEW QUESTION # 64
Which of the following is not an appropriate use of an HRIS?

A. Tracking time and attendance
B. Maintaining employee records
C. Tracking employee expense reports
D. Tracking applicant data for the EEO-1

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
Data for employee expense reports is maintained by the accounting department. An HRIS system can be used to collect and track employee data for various uses, including EEO-1 reporting, time and attendance, and other employee records.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 65
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. What is the zipper clause in regard to negotiations?

A. Management and union representations are locked out of union employee meetings.
B. Items in a management-union contract are "zipped" closed, once the agreement is signed by both parties.
C. Management is locked out of union meetings.
D. Items in a management-union contract can be "zipped" open and closed as often as necessary.

Answer: B

Explanation:
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 # 66
An organizational policy designed to limit employee access to certain websites helps to:

A. Manage the bandwidth of existing communications
B. Enhance existing social responsibility programs
C. Safeguard the interests of the organization
D. Address concerns about protecting employee information

Answer: C

Explanation:
Restricting access to non-business sites is a preventive control that protects organizational security, limits exposure to cyber threats, and ensures productivity standards are upheld.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR's risk framework includes "proactive policy development to protect corporate assets and productivity." Web restrictions are part of a larger IT security and compliance strategy, especially in data-sensitive industries.

NEW QUESTION # 67
Which of the following Acts applies to children in the workforce?

A. Drug-Free Workplace Act
B. Occupational Safety and Health Act (OSHA)
C. Fair Labor Standards Act (FLSA)
D. Mine Safety and Health Act (MSHA)

Answer: C

Explanation:
Section: Volume G
Explanation/Reference:
Answer option C is correct.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 68
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SPHR Valid Exam Registration | Reliable SPHR Test Practice

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q63-Q68):

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