SPHR VALID MOCK TEST - DUMPS SPHR DOWNLOAD

SPHR Valid Mock Test - Dumps SPHR Download

SPHR Valid Mock Test - Dumps SPHR Download

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2025 SPHR: The Professional in Human Resources (SPHR) –High-quality Valid Mock Test

Each format of the HRCI Certification Exams not only offers updated exam questions but also additional benefits. A free trial of the The Professional in Human Resources (SPHR) (SPHR) exam dumps prep material before purchasing, up to 1 year of free updates, and a money-back guarantee according to terms and conditions are benefits of buying The Professional in Human Resources (SPHR) (SPHR) real questions today. A support team is also available 24/7 to answer any queries related to the HRCI SPHR exam dumps.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q36-Q41):

NEW QUESTION # 36
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

  • A. Davis-Bacon Act
  • B. Portal-to-Portal Act
  • C. Fair Labor Standards Act
  • D. Walsh-Healey Public Contracts Act

Answer: A

Explanation:
Explanation/Reference:
Answer option A is correct.
In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936.
Answer option C is incorrect. The Fair Labor Standards Act, was passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option D is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.
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 # 37
What provides the framework for collecting information about factors that are relevant to the planning process?

  • A. An environmental scan
  • B. A PEST analysis
  • C. An internal assessment
  • D. A SWOT analysis

Answer: A

Explanation:
Answer option D is correct.An environmental scan is used to gather the information used to forecast future business conditions. SWOT (B) and PEST (C) analyses are tools used during an environmental scan. An internal assessment (A) is another tool used during strategic planning. See Chapters 2 and 3 for more information.
Chapter: Core Knowledge Requirements for HR Professionals Objective: Environmental Scanning Concepts


NEW QUESTION # 38
According to the OSHA inspection priorities, which type of workplace hazard receives first priority for an inspection?

  • A. Catastrophes and fatal accidents
  • B. Employee complaints
  • C. Programmed high-hazard inspections
  • D. Imminent danger

Answer: D

Explanation:
Section: Volume G
Explanation/Reference:
Answer option A is correct.
OSHA inspections that will prevent injury or illness receive first priority. An imminent danger is one that has a reasonable certainty of death or serious injury occurring before normal enforcement procedures can occur.
Catastrophes and fatal accidents (C) are given second priority. Programmed, high-hazard inspections (B) receive fourth priority, and employee complaints (D) have third. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment


NEW QUESTION # 39
The primary goal of executive coaching is to produce changes in:

  • A. managerial behavior
  • B. organizational vision
  • C. executive strategy
  • D. strategic direction

Answer: A

Explanation:
Comprehensive and Detailed Explanation:
Executive coaching is designed to develop self-awareness, interpersonal effectiveness, and behavioral change in leadership. The goal is improved leadership effectiveness, not corporate strategy shifts.
SPHR's development guidance emphasizes behavioral transformation as central to leadership growth and organizational impact.


NEW QUESTION # 40
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 knowledge-management program.
  • B. Create a succession plan.
  • C. All of the above.
  • D. Create a talent-management program.

Answer: D

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 # 41
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