Study SPHR Materials - Detail SPHR Explanation

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Passing the SPHR Exam is a significant achievement and demonstrates a high level of knowledge and expertise in the field of HR. It can also lead to increased earning potential and career advancement opportunities. The Professional in Human Resources (SPHR) certification is valid for three years, after which it must be renewed through continuing education and professional development activities.

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The Professional in Human Resources (SPHR) is a certification provided by the HR Certification Institute (HRCI) to professionals in the field of human resources. The Professional in Human Resources (SPHR) certification is considered to be the highest level of HR certification available and is designed for those with significant experience in the field. The SPHR Certification is designed to identify professionals who have demonstrated expertise in the essential principles of HR management, including business strategy, talent planning and management, workforce planning and employment, HR development, total rewards management, employee and labor relations, and risk management.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q125-Q130):

NEW QUESTION # 125
Which of the following structural changes is used to decrease expenses by reducing the size of the workforce?

A. Reengineering
B. Workforce reduction
C. Workforce expansion
D. Corporate restructuring

Answer: B

Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
Chapter: Business Management and Strategy
Objective: Strategic Management

NEW QUESTION # 126
Which of the following is the purpose of the business impact analysis when creating a business continuity plan?

A. To establish a public relations communication plan in the event of an emergency
B. To identify time-sensitive or critical business functions, processes, and associated resources
C. To determine the impact of data loss or plan for data backup in the event of hardware failure
D. To evaluate the potential effects of a disruption to an organization's critical business operations

Answer: D

Explanation:
A Business Impact Analysis (BIA) identifies how a disruption (e.g., cyberattack, disaster) would impact the organization's operations, revenue, and compliance, allowing for prioritization and recovery planning.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR-level risk strategies include "conducting a BIA to understand the potential consequences of interruptions to business-critical functions." It's a foundational step in developing disaster recovery and continuity planning.

NEW QUESTION # 127
Which of the following is an example of an involuntary deduction an employer may be required to retain from an employee's pay?

A. Medicare
B. State income tax
C. Tax levy
D. Federal income tax

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
A tax levy is an IRS order for an employer to retain funds from an employee's pay for taxes due in addition to current taxes.
A tax levy, under United States Federal law, is an administrative action by the Internal Revenue Service (IRS) under statutory authority, without going to court, to seize property to satisfy a tax liability. The levy includes the power of distraint and seizure "by any means". The general rule is that no court permission is required for the IRS to execute a section 6331 levy.
Answer option B is incorrect. Medicare isn't an involuntary deduction.
Answer option C is incorrect. State income taxes aren't an involuntary deduction.
Answer option D is incorrect. Federal income taxes aren't an involuntary deduction.
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 # 128
Which of the following Acts provides benefits to coal miners?

A. Sarbanes-Oxley Act
B. Black Lung Benefits Act
C. Occupational Safety and Health Act
D. Federal Employees Compensation Act

Answer: B

Explanation:
Answer option A is correct.
Chapter: Risk Management
Objective: Risk Management

NEW QUESTION # 129
An employee has come forward with an allegation of quid pro quo harassment by her supervisor. As the HR manager, you are responsible for investigating the complaint. The supervisor in question is someone with whom you have become quite friendly. In this case, who is the best person to conduct the investigation?

A. You
B. A third-party investigator
C. The corporate attorney
D. The direct manager of the accused supervisor

Answer: B

Explanation:
Answer option D is correct.In this case, the organization will be best served by a third-party investigator. The most important consideration in an investigation of sexual harassment is that the investigator is seen as credible and impartial. Because you have become friendly with the accused, it will be difficult to maintain impartiality during an investigation. While the corporate attorney (B) may be selected to conduct investigations, this solution can lead to conflict-of-interest issues. The direct manager of the accused supervisor (C) may not be viewed as impartial by the accuser or by regulatory agencies. See Chapters 2 and 8 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation

NEW QUESTION # 130
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Study SPHR Materials - Detail SPHR Explanation

Quiz 2025 Unparalleled HRCI SPHR: Study The Professional in Human Resources (SPHR) Materials

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q125-Q130):

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