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To be eligible for the SPHR certification exam, candidates must meet certain education and experience requirements. Candidates must have a minimum of four years of experience in a professional-level HR position and a master’s degree or higher, or a minimum of seven years of experience in a professional-level HR position and a bachelor’s degree. Candidates without a degree require at least nine years of experience in a professional-level HR position.

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 SPHR Certified Professional Salary

The average Salary of a HRCI SPHR Certified Salary in

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q193-Q198):

NEW QUESTION # 193
As a Senior HR Professional you should be familiar with employment laws and their effect on your company. What did the lawsuit Payne v. The Western & Atlantic Railroad Company establish?

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
The lawsuit Payne v. The Western & Atlantic Railroad Company in 1884 established the principle of employment at will.
Answer option B is incorrect. Employers can be found liable for sexual harassment of its employees. This is an example of respondeat superior.
Answer option C is incorrect. Employers can be found liable for the actions of its employees. This is an example of respondeat superior.
Answer option D is incorrect. Companies cannot coerce employees to commit a crime. This is the outcome of the Petermann v. International Brotherhood of Teamsters.
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 # 194
Which of the following activities is not a responsibility of the operations function of a business?

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
Marketing is responsible for determining what new products will be produced based on market research designed to find out what products customers are willing to purchase. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: Organizations


NEW QUESTION # 195
Following an investigation of sexual harassment, the accused employee is given disciplinary counseling. The employee refuses to sign the counseling and discloses that the inappropriate behavior was caused by medication taken for a mental disability.
How does HR improve its handling of disciplinary counseling?

Answer: B

Explanation:
HR improves its handling of disciplinary counseling by coaching investigative staff to ask probing questions to uncover root causes (B). At the SPHR level, investigations must be thorough, unbiased, and responsive to new information-especially when potential disability-related issues arise.
The disclosure of a mental disability introduces ADA considerations, but it does not automatically excuse misconduct. HR must understand contributing factors while maintaining consistent standards of conduct.
Probing, appropriate questioning helps HR determine whether reasonable accommodation is needed going forward, while still addressing inappropriate behavior.
Automatically asking about disabilities (A) during investigations risks violating ADA confidentiality and creating legal exposure. Researching other employees' medical data (C) is inappropriate and unlawful.
Management interviews (D) may be useful later but do not improve the immediate handling of counseling.
SPHR exam content emphasizes balancing employee protections, misconduct accountability, and process integrity. HR must adapt investigative approaches without assuming causation or compromising standards.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (investigations; ADA considerations).
* HRCI SPHR Study Guide - Handling discipline involving disability disclosures.


NEW QUESTION # 196
Nonexempt employees are not required to be paid to attend training events when four certain conditions are met. Which one of the following is not one of the four conditions to determine if a nonexempt employee should be paid for training?

Answer: B

Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The documentation of attendance in a performance review would cause the event to be a requirement or at least affect the person's employment. This would disqualify the event from being non-paid. The fourth requirement is that no other work is performed during the event.
Answer options A, D, and C are incorrect. The event must be outside normal work hours, the event must be voluntary, and the event may not be job related are among the four requirements to keep the event as a non-paid event.
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 # 197
__________ occurs when the employer forces an employee to resign by creating a work
environment that is so unpleasant.

Answer: D

Explanation:
Answer option D is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 198
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