Peter Evans Peter Evans's Profile Page

Peter Evans Peter Evans

0 Course Enrolled • 0 Course Completed

Biography

SPHR PDF Guide, SPHR Latest Cram Materials

We have to admit that the processional certificates are very important for many people to show their capacity in the highly competitive environment. If you have the HRCI certification, it will be very easy for you to get a promotion. If you hope to get a job with opportunity of promotion, it will be the best choice chance for you to choose the SPHR study question from our company. Because our study materials have the enough ability to help you improve yourself and make you more excellent than other people. The SPHR learning dumps from our company have helped a lot of people get the certification and achieve their dreams. Now you also have the opportunity to contact with the The Professional in Human Resources (SPHR) test guide from our company.

The SPHR exam is a comprehensive exam that covers a wide range of HR topics, including strategic management, workforce planning and employment, employee and labor relations, compensation and benefits, and risk management. SPHR Exam consists of 150 multiple-choice questions, and candidates have three hours to complete it. SPHR exam is computer-based and is administered at testing centers around the world.

>> SPHR PDF Guide <<

Demo Version and HRCI SPHR Free Questions Updates for Up to one year

Free demos offered by Pass4suresVCE gives users a chance to try the product before buying. Users can get an idea of the HRCI SPHR exam dumps, helping them determine if it's a good fit for their needs. The demo provides access to a limited portion of the SPHR dumps material to give users a better understanding of the content. Overall, SPHR free demo is a valuable opportunity for users to assess the value of the Pass4suresVCE study material before making a purchase. The HRCI provides 1 year of free updates of real questions. This offer allows students to stay up-to-date with changes in the exam’s content.

Preparing for the SPHR Certification Exam requires a significant amount of time and effort. HRCI offers various resources to help individuals prepare, including study materials, webinars, and practice exams. Additionally, many HR professionals choose to attend preparatory courses offered by HRCI-approved providers or universities to ensure they are well-prepared for the exam.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q51-Q56):

NEW QUESTION # 51
Which of the following is best defined as a benefit plan that makes contributions based on a percentage of company earnings each year?

A. Profit sharing plan
B. 401(k) plan
C. Money purchase plan
D. Target benefit plan

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
The profit sharing plan makes contributions based on a percentage of employer earnings each year.
A profit sharing plan is an employee motivation plan. This plan is established and maintained by an employer. In this plan, employees receive a share of the firm's profits determined by an agreed upon formula.
Answer option A is incorrect. A money purchase plan uses a fixed percentage of employee earnings to defer compensation.
Answer option B is incorrect. The target benefit plan uses a predetermined amount, or target amount, to calculate contributions needed to reach the amount by a given date of anticipated retirement.
Answer option C is incorrect. A 401(k) plan allows contribution from employees and employers.
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 # 52
Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?

A. All people regardless of their age
B. 50 and above
C. 40 and above
D. 30 and above

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
The ADEA applies to all people of age 40 and above. There is no cap on the age limit of the ADEA.
Answer options D, C, and A are incorrect. The ADEA applies only to people of age 40 and above.
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 # 53
You are the HR Professional for your organization and management has asked you about the requirements for the Americans with Disabilities Act. Specifically, management wants to know the threshold of number of employees that require an organization to participate in the act. What is the minimum number of employees that an organization must have in order to be required to participate in the ADA law?

A. 15 employees or more
B. 50 employees or more
C. 100 employees or more
D. All companies are covered by the Americans with Disabilities Act.

Answer: A

Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The ADA covers all companies with 15 employees or more.
Answer option C is incorrect. Only companies that have 15 employees or more are covered by the ADA.
Answer option A is incorrect. The ADA covers all companies with 15 employees or more, not 50.
Answer option D is incorrect. The ADA covers all companies with 15 employees or more, not 100.
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
Martha is the HR Professional for her organization and she's working with her team to complete non- quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?

A. Factor comparison
B. Whole job ranking
C. Job classification
D. Job slotting

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
Factor comparison is a quantitative job evaluation technique that identifies specific compensable factors and then establishes level of performances within each of those compensable factors.
Answer option C is incorrect. Whole job ranking is a non-quantitative job evaluation technique where jobs are ranked from lowest to highest.
Answer option D is incorrect. Job classification is a non-quantitative job evaluation technique where jobs are categorized into different levels.
Answer option A is incorrect. Job classification is a non-quantitative job evaluation technique that sorts new jobs into an existing job hierarchy.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation

NEW QUESTION # 55
The human resource professional fulfills three core roles in any organization. These three roles help propel the company's success. Which of the following statements best describes the roles of an HR professional?

A. Human resource professionals fulfill strategic, operational, and logistical roles.
B. Human resource professionals fulfill functional, operational, and logistical roles.
C. Human resource professionals fulfill strategic, operational, and administrative roles.
D. Human resource professionals fulfill legal, operational, and administrative roles.

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
Human resource professionals help an organization achieve its goals through strategic, operational, and administrative roles. The strategic role builds on employee strengths. The operations role manages the employee relations and recruiting functions. The administrative role describes compliance with regulations, employee records, and confidentiality of employee information.
Answer option B is incorrect. Legal isn't a role of the HR professional; compliance with regulations is part of the administrative role.
Answer option C is incorrect. Logistical is not one of the three roles of an HR professional.
Answer option D is incorrect. Functional and logistical are not roles of an HR professional.
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: Organizations

NEW QUESTION # 56
......

SPHR Latest Cram Materials: https://www.pass4suresvce.com/SPHR-pass4sure-vce-dumps.html

Peter Evans Peter Evans

Biography

Quick Links

Resources

Support