SPHR VALID MOCK TEST | SPHR UPDATED CBT

SPHR Valid Mock Test | SPHR Updated CBT

SPHR Valid Mock Test | SPHR Updated CBT

Blog Article

Tags: SPHR Valid Mock Test, SPHR Updated CBT, Reliable SPHR Exam Pdf, SPHR Dumps Reviews, Test SPHR Simulator Online

iPassleader are supposed to help you pass the exam smoothly. Don't worry about channels to the best SPHR study materials because we are the exactly best vendor in this field for more than ten years. And so many exam candidates admire our generosity of the SPHR Practice Questions offering help for them. Up to now, no one has ever challenged our leading position of this area. With our SPHR training guide, you will be doomed to pass the exam successfully.

HRCI SPHR Certified Professional Salary

The average Salary of a HRCI SPHR Certified Salary in

  • Europe: 81,718 Euro
  • India: 1,00,000 to 6,00,000 INR
  • United States: 155,000 USD

The SPHR certification is not only a mark of professional achievement, but it also provides numerous benefits to the certified individual. It enhances their credibility and marketability in the job market, provides networking opportunities with other HR professionals, and opens up new career paths and higher-paying job opportunities. In addition, maintaining the SPHR Certification requires continuing education and professional development, ensuring that the certified individual stays up to date with the latest HR trends and best practices.

>> SPHR Valid Mock Test <<

SPHR Updated CBT - Reliable SPHR Exam Pdf

Furthermore, iPassleader is a very responsible and trustworthy platform dedicated to certifying you as a Ariba specialist. We provide a free sample before purchasing HRCI SPHR valid questions so that you may try and be happy with its varied quality features. Learn for your HRCI certification with confidence by utilizing the iPassleader SPHR Study Guide, which is always forward-thinking, convenient, current, and dependable.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q105-Q110):

NEW QUESTION # 105
Nancy is an HR Professional who likes to use directive interviews when interviewing prospective employees.
Which one of the following is most indicative of a directive interview?

  • A. Nancy has a predefined set of interview questions that she may, or may not ask of all candidates.
  • B. Nancy allows the candidate to guide the interview and offer as much information as possible about the candidate's experience and qualifications.
  • C. Nancy has a predefined set of interview questions that she will ask of all candidates.
  • D. Nancy allows the candidate to guide some of the interview, but keeps the interview within boundaries of a defined set of questions.

Answer: C

Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
A directive interview follows a predefined set of questions. Nancy will maintain the interview process.
Answer option A is incorrect. A directive interview uses a predefined structured approach for all candidates.
Answer option D is incorrect. This is an example of a nondirective interview, where the candidate guides the interview process.
Answer option C is incorrect. This isn't a valid description of the directive interview process.
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: Staffing Programs


NEW QUESTION # 106
John has made unwanted sexual advances to a female employee that he manages. The female employee has rejected the advances. John then gives a very negative review of the female's work even though she has worked well, met her objectives, and received positive reviews in the past. This is likely a case of what?

  • A. Jealousy
  • B. Quid pro quo
  • C. Constructive discharge
  • D. Hostile work environment

Answer: B

Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
Quid pro quo means this for that. In this instance the unwelcome sexual advance may be linked to the unfavorable performance review. This is a form of sexual harassment.
Answer option B is incorrect. Jealousy isn't the best answer for this scenario.
Answer option C is incorrect. A constructive discharge is when a work environment becomes so critical, negative, and threatening that an employee feels the need to quit the job.
Answer option A is incorrect. A hostile work environment is more than just quid pro quo. It happens when conditions within the environment are so hostile to an individual or others who haven't experienced sexual harassment that they feel uncomfortable or threatened.
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: Federal Employment Legislation


NEW QUESTION # 107
You are an HR Professional for your organization. Your organization employs 120 people in the United States.
You are required to file the EEO-1 report for your organization by what date?

  • A. September 30 of each year
  • B. April 15 of each year
  • C. The anniversary date of your organization reaching 100 employees
  • D. January 1 of each year

Answer: A

Explanation:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option A is incorrect. January 1 is not a valid answer.
Answer option C is incorrect. April 15 is the tax filing deadline.
Answer option D is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.
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 # 108
A US company has offices throughout the US and in Europe. What accounting rules are the company required to use?

  • A. Securities Exchange Act rules
  • B. Generally Accepted Accounting Principles
  • C. International Financial Reporting Standards
  • D. American Institute of Certified Public Accountants rules

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
US-based companies are required to use the Generally Accepted Accounting Principles (GAAP) rules. In 2008, the SEC began to consider allowing companies to use the International Financial Reporting Standards.
Answer option A is incorrect. The American Institute of Certified Public Accountants created the GAAP rules.
Answer option B is incorrect. International Financial Reporting Standards are being considered to standardize accounting practices worldwide.
Answer option C is incorrect. The Securities Exchange Act rules aren't valid rules. This act of 134 gave authority to the Securities and Exchange Commission (SEC) for overseeing accounting standards or publicly traded companies.
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 # 109
Mark made a federal complaint against what he believes was illegal activity in the workplace to a federal agency. Now Mark's employer has reduced his work hours dramatically and Mark believes it is revenge for the federal complaint he made. What term describes the type of evidence Mark must have to file another complaint against the company that has affected his employment?

  • A. Pure
  • B. Written and compiled
  • C. Ad hoc
  • D. Prima facie

Answer: D

Explanation:
Explanation/Reference:
Answer option D is correct.
Prima facie evidence describes the proof that Mark's employment has been adversely affected by the whistle-blowing. Prima facie evidence describes the protected activity Mark was engaged in, evidence that the employer knew or suspected Mark was the whistle-blower, the employee's unfavorable employment action, and evidence that the unfavorable action was linked to the whistle-blower's complaint.
Answer options C, B, and A are incorrect. These are not valid answers for the prima facie evidence.
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: Corporate Governance


NEW QUESTION # 110
......

Successful companies are those which identify customers’ requirements and provide the solution to SPHR exam candidate needs and to make those dreams come true, we are in continuous touch with the exam candidates to get more useful ways. We have favorable quality reputation in the mind of exam candidates these years by trying to provide high quality SPHR Study Guide with the lowest prices while the highest quality. So you can't miss our SPHR learning prep.

SPHR Updated CBT: https://www.ipassleader.com/HRCI/SPHR-practice-exam-dumps.html

Report this page