Top HRCI SPHR Courses Online - Updated [Dec-2025]
SPHR Practice Dumps - Verified By NewPassLeader Updated 142 Questions
NEW QUESTION # 64
Your company is going through a corporate restructuring process. Which of the following best describes corporate restructuring?
- A. Elimination of waste by examining business units to eliminate redundancy and reduce overall costs
- B. Elimination of waste by reducing high-paid staff
- C. Elimination of waste by reducing redundancy in staffing
- D. Outsourcing activities that have high costs, but low rewards
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
Corporate restructuring focuses on the business units, not the employees, to determine redundant activities, boundaries, wasted efforts, in an effort to operate more efficiently.
Answer option C is incorrect. This isn't a valid statement about corporate restructuring, as the focus is not on eliminating staff.
Answer option B is incorrect. Highly-paid staff isn't necessarily a waste, so this answer isn't the best choice.
Answer option A is incorrect. Outsourcing may be a by-product of restricting, but it's not the best answer to the question.
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: Strategic Management
NEW QUESTION # 65
Certain organizations are required by OSHA to complete and file the OSHA Form 300 to report a log of work- related injuries and illnesses. How many employees must an organization have to be required to complete the OSHA Form 300?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
All employers with 11 or more employees must complete Occupational Health and Safety Act (OSHA) Form
300, 300A, and OSHA Form 301.
OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations.
Answer option D is incorrect. All employers with 11 or more employees are required to complete the form, not
22.
Answer option A is incorrect. All employers with 11 or more employees are required to complete the form, not
33.
Answer option B is incorrect. All employers with 11 or more employees are required to complete the form, not
44.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 66
Yolanda is an HR Professional for her organization that has 250 employees. Yolanda is working with Thomas, a manager in the company. Thomas reports that Carrie, one of his staff members, will be leaving the organization for a leave absence due to a pregnancy issue. Thomas wants to know if he can terminate Carrie's employment because she won't be able to complete her work due to the pregnancy issue. What's the best answer for this scenario?
- A. Yolanda should tell Thomas that Carrie must return to work within 28 days or the organization can assume that Carrie has resigned.
- B. Yolanda should tell Thomas that Carrie's employment can be terminated as pregnancy issues are not allowable time away from the organization
- C. Yolanda should tell Thomas that Carrie's employment can be terminated as the organization does not meet the Pregnancy Discrimination Act with 500 minimum employees.
- D. Yolanda should tell Thomas that Carrie must be treated the same way as any other temporarily disabled employee.
Answer: D
Explanation:
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 # 67
It's important for an instructor to have clarity of presentation. Which of the following statements is an example of clarity of presentation?
- A. Provide refreshments for the classroom participants.
- B. Host the learning session in the morning.
- C. Use real-world examples for the learning process.
- D. Adjust the lights for optimal learning.
Answer: C
Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 68
Your company is going through a corporate restructuring process. Which of the following best describes corporate restructuring?
- A. Elimination of waste by examining business units to eliminate redundancy and reduce overall costs
- B. Elimination of waste by reducing high-paid staff
- C. Elimination of waste by reducing redundancy in staffing
- D. Outsourcing activities that have high costs, but low rewards
Answer: A
Explanation:
Explanation/Reference:
Answer option D is correct.
Corporate restructuring focuses on the business units, not the employees, to determine redundant activities, boundaries, wasted efforts, in an effort to operate more efficiently.
Answer option C is incorrect. This isn't a valid statement about corporate restructuring, as the focus is not on eliminating staff.
Answer option B is incorrect. Highly-paid staff isn't necessarily a waste, so this answer isn't the best choice.
Answer option A is incorrect. Outsourcing may be a by-product of restricting, but it's not the best answer to the question.
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: Strategic Management
NEW QUESTION # 69
The lawsuit Oncale v. Sundowner Offshore Service, Inc. is a unique sexual harassment case. What was the relevance of this case which makes it unique to human resource professional?
- A. It is a sexual harassment case that was actually a fictitious account of harassment.
- B. It is the first sexual harassment case that awarded a woman over $1,000,000.
- C. It is a sexual harassment case that was brought about by a man being harassed by women.
- D. It is a sexual harassment case that was brought about by a man being harassed by men.
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
The Oncale v. Sundowner Offshore Service, Inc. is the Supreme Court case that found that sexual harassment under Title VII was written to protect women, should be applicable to both sexes.
Answer options B, A, and C are incorrect. These aren't valid answers for the case. It was a lawsuit that centered on a man being sexually harassed by other men in the workforce.
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 # 70
A strategic response to the increasing use of mobile technology in the applicant job search would include all of the following except which?
- A. Outsourcing the positions to social-media recruitment firms
- B. Using Facebook and LinkedIn for technical job openings
- C. Posting current openings online using videos
- D. Creating mobile-friendly company websites
Answer: B
Explanation:
Answer option A is correct.The use of Facebook and LinkedIn are effective sources for all positions, but not necessarily the best strategic response to the increase in use of mobile technology. Giving applicants the ability to view open positions remotely requires that a company website is designed to maximize ease of use on these devices (C). Online job posting with video (B) is an example of a tool used in a social-media recruiting campaign, created either in-house or through the use of a professional firm (D). (See Chapter 4 for more information.) Chapter: Workforce Planning and Employment Objective: Staffing Programs
NEW QUESTION # 71
A business professional must plan on the direction and mission of the organization. Questions that direct the business ask where is the business now, where does the business want to go, how will the business get there, and how will we know when it has arrived. What term is assigned to this business introspection?
- A. Planning
- B. Strategic planning
- C. Vision
- D. Mission building
Answer: B
Explanation:
Explanation/Reference:
Answer option C is correct.
These questions are all indicative of strategic planning.
Answer option A is incorrect. While this is a form of planning, this isn't the best answer for the question.
Answer option B is incorrect. Mission building happens as the business is in its startup phase of the organizational life cycle.
Answer option D is incorrect. Vision is linked to the mission of the company. It's the image and model the founder and executives see for the organization.
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: Strategy
NEW QUESTION # 72
A high-involvement organization is an example of what type of OD intervention?
- A. Techno-structural
- B. Strategic
- C. Human process
- D. Human resource management
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Techno-structural interventions address issues of how work gets done in an organization. A high-involvement organization is one in which employees at all levels are involved in making decisions about how work is accomplished. Human-process interventions (D) are designed to build competencies at the individual level of the organization. HRM interventions (C) focus on HR processes and programs such as selection procedures or performance management that address individual employee needs. Strategic interventions (A) are used to execute changes to an organization's vision, mission, or values. See Chapter 5 for more information.
Chapter: Human Resource Development
Objective: Organization Development
NEW QUESTION # 73
What act prohibits discrimination on the basis of physical and mental disabilities?
- A. Rehabilitation Act of 1973
- B. ADEA of 1967
- C. VEVRAA of 1974
- D. IRCA of 1986
Answer: A
Explanation:
Explanation/Reference:
Answer option B is correct.
The Rehabilitation Act of 1973 prohibits discrimination on the basis of physical and mental disabilities.
Answer option A is incorrect. The ADEA of 1967 is the Age Discrimination in Employment Act and addresses discrimination against employees and applicants greater than 40 years of age.
Answer option C is incorrect. VEVRAA is the Vietnam Era Veteran's Readjustment Assistance Act.
Answer option D is incorrect. IRCA is the Immigration Reform and Control Act, which prohibits discrimination on the basis of national origin and creates penalties for hiring illegal aliens.
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 # 74
As a Senior HR Professional, you may have to work with the board of directors on some organizational issues and goals. How does the board of directors come into existence?
- A. The shareholders of the company elect the board of directors.
- B. The founder of the organization chooses the members of the board.
- C. The members of the board are hired just like all employees.
- D. Regulations, laws, and policies determine who is eligible to serve on the board of directors.
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Shareholders elect the board of directors.
Answer option A is incorrect. The founder of the company doesn't choose the board - the shareholders of the company do.
Answer option B is incorrect. Members of the board may be employees, but it's the shareholders that elect the board, not HR.
Answer option D is incorrect. The shareholders of the company determine who will serve on the board, not regulations or laws.
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 # 75
As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers?
- A. USA Patriot Act
- B. Mine Safety and Health Act
- C. Occupational Safety and Health Act
- D. Homeland Security Act
Answer: C
Explanation:
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 76
An employee with previously good attendance and performance reviews is exhibiting increased incidences of tardiness, absenteeism, and mistakes. The manager suspects that the employee may have a drinking problem. In investigating this situation, the first consideration is to:
- A. Conduct co-worker and supervisor interviews related to the employee's behavior
- B. Verify that the employee has signed an acknowledgment of receipt of organizational policies
- C. Conduct "for cause" substance testing and refer to the EAP
- D. Evaluate the employee's conduct and behavior against performance and disciplinary standards
Answer: D
Explanation:
Before making any assumptions about substance abuse,HR must base action on observable performance and behavior. The issue should first be addressed as aperformance problem, not a medical or addiction issue. Focusing on performance avoids assumptions, maintains objectivity, and protects the organization from violating theAmericans with Disabilities Act (ADA)or privacy protections.
Extract from HRCI-aligned HR knowledge (Employee Relations and Engagement/ Risk Management):
SPHR-level professionals are expected to address workplace concerns by "evaluating employee conduct and holding employees accountable to documented standards," rather than making assumptions about personal health issues. The ADA and EEOC guidelines emphasize that managers should respond to performance-not perceived conditions-unless disclosure or observable behavior mandates further action(e.g., post- accident testing under a Drug-Free Workplace policy).
NEW QUESTION # 77
Maslow's hierarchy of needs does not include the following need:
- A. Growth
- B. Safety
- C. Self-actualization
- D. Social
Answer: A
Explanation:
Answer option B is correct.Maslow's hierarchy of needs is a theory developed to explain what motivates workers. The levels are physiological, safety, social, esteem, and self-actualization. Growth is a need level identified by Alderfer in the ERG theory, which is based on Maslow's work. Social, safety, and self-actualization are all from Mazlow; growth is Alderfer. Chapter: Core Knowledge Requirements for HR Professionals Objective: Review Questions
NEW QUESTION # 78
What term is assigned to an employee that makes a complaint about their employer to a federal agency claiming that illegal activity has occurred?
- A. Reporter
- B. Whistle-blower
- C. Benedict
- D. Scab
Answer: B
Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
A whistle-blower describes a person who reports that their employer has participated in illegal activity.
A whistleblower is a person who raises a concern about any wrongdoing occurring in an organization or body of people. Usually this person would be from that same organization. The revealed misconduct may be classified in many ways; for example, a violation of a law, rule, regulation and/or a direct threat to public interest, such as fraud, health/safety violations, and corruption.
Answer option D is incorrect. A scab is a derogative term for a person who crosses a picket line to work.
Answer option C is incorrect. A reporter isn't a valid term for this scenario.
Answer option A is incorrect. Benedict isn't a valid term for this scenario.
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 # 79
One purpose of a diversity initiative is to do what?
- A. All of the above
- B. Increase the effectiveness of the workforce
- C. Increase workplace creativity
- D. Increase the organization's ability to attract customers
Answer: B
Explanation:
Answer option D is correct.The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce, which includes increased creativity (C) and an enhanced ability to attract customers (A). See Chapter 2 for more information. Chapter: Human Resource Development Objective: Unique Employee Needs
NEW QUESTION # 80
Within the first 90 days of his employment, a security guard physically assaulted an alleged shoplifter. Upon investigation, it was found that he had been previously convicted of a violent crime, but the employer failed to conduct a background check. This is an example of which of the following?
- A. A criminal act
- B. Negligent hiring
- C. Failure to report
- D. A violation of the Privacy Act of 1974
Answer: B
Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Negligent hiring occurs when an employer knows or should have known about an applicant's prior history that endangered customers, employees, vendors, or others with whom the employee comes into contact. While this behavior may be classified as a criminal act (B), it is not a violation of the employee privacy (A) but rather a function of workplace violence that may have been prevented through proper screening at the time of hire.
Chapter: Workforce Planning and Employment
Objective: Review Questions
NEW QUESTION # 81
......
HRCI SPHR, or the Professional in Human Resources certification, is one of the most respected and widely recognized credentials in the HR industry. The Professional in Human Resources (SPHR) certification is designed for HR professionals who have a strategic role in their organization's HR operations. The SPHR certification demonstrates a high level of expertise and knowledge in HR management, including the development of HR strategies, organizational development, talent management, and more.
New (2025) HRCI SPHR Exam Dumps: https://itcert-online.newpassleader.com/HRCI/SPHR-exam-preparation-materials.html