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SPHR Actual Tests & Real SPHR Braindumps

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The Professional in Human Resources (SPHR) certification exam is a globally recognized certification program designed for HR professionals who are looking to enhance their knowledge, skills, and credibility in the field of human resources management. The Professional in Human Resources (SPHR) certification demonstrates that an individual has mastered the strategic and policy-making aspects of HR management, and is capable of leading the HR function in an organization. The SPHR certification is offered by the HR Certification Institute (HRCI), a leading provider of HR certifications since 1976.

The Professional in Human Resources (SPHR) certification exam is a highly sought-after credential for human resource professionals. The Professional in Human Resources (SPHR) certification is offered by the HR Certification Institute (HRCI) and is designed for HR professionals who have a strategic role in the organization. The SPHR Certification Exam is recognized globally and is a testament to an individual's knowledge and skills in the field of human resources.

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Quiz 2025 SPHR: High Pass-Rate The Professional in Human Resources (SPHR) Actual Tests

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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.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q80-Q85):

NEW QUESTION # 80
The most critical security factor HR should consider before posting an organizational chart on its intranet is the:

A. Ability to keep the information current and accurate
B. Privacy of employees who prefer less exposure
C. Ability to protect the information from unauthorized sources
D. Morale of employees on the bottom of the chart

Answer: C

Explanation:
Organizational charts often include names, titles, and reporting lines - a goldmine for bad actors. The security concernis unauthorized access, especially if the chart reveals sensitive structural information (e.g., leadership hierarchies).
Extract from HRCI-aligned HR knowledge (HR Operations):
The SPHR-level focus ondata securityincludes protecting sensitive employee and structural data. Posting org charts online requires implementingaccess controls and encryption protocolsto safeguard internal systems.

NEW QUESTION # 81
Your organization likes to use mediation rather than lawsuits to find amicable resolutions to issues and disputes. When mediation is required, there are several steps to the process. What step of the mediation process identifies alternative solutions to the problem?

A. Structure
B. Options
C. Negotiating
D. Fact-finding

Answer: B

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
There are six stages of mediation: structure, introductions, fact-finding, options, negotiating, and writing the agreement. The options stage identifies all possible alternative solutions to the problem.
Answer option B is incorrect. Fact-finding allows both sides to present their case and for the mediator to identify the facts.
Answer option C is incorrect. Negotiating helps the parties come to an agreement based on the identified options.
Answer option D is incorrect. Structure describes how and when the mediation process will occur.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
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: Dispute Resolution

NEW QUESTION # 82
Which of the following is the process used to identify and determine duties associated with a particular job?

A. Job analysis
B. Needs assessment
C. Risk acceptance
D. Job description

Answer: A

Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning

NEW QUESTION # 83
A company that wants to reduce the cost of its unemployment insurance should do which of the following?
Each correct answer represents a complete solution. Choose all that apply.

A. Establish an effective performance-management program
B. Terminate employees who violate company policy
C. Enhance national productivity and competitive ability
D. Aggressively fight unjustified claims for unemployment

Answer: A,B,D

Explanation:
Section: Volume F
Explanation/Reference:
Answer options C, B, and A are correct.
C and B are both obviously correct. Although A may seem counterintuitive to some because many employers are hesitant to terminate employees for policy violations, those terminated for cause generally aren't eligible for unemployment insurance. Because retaining an employee who is not contributing to the organization is a poor business decision, maintaining adequate records to demonstrate the reasons for termination provides the tools to fight claims that are unjustified.
Chapter: Compensation and Benefits
Objective: Review Questions

NEW QUESTION # 84
Which of the following collects data from employers throughout the United States in order to put this information on its website?

A. Office of Federal Contract Compliance Programs (OFCCP)
B. Bureau of Labor Statistics (BLS)
C. Equal Employment Opportunity Commission (EEOC)
D. National Labor Relations Act (NLRA)

Answer: B

Explanation:
Answer option B is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning

NEW QUESTION # 85
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