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The SPHR Certification Exam is a challenging exam that requires a significant amount of preparation. Candidates must have a minimum of four years of experience in a professional-level HR position to be eligible to take the exam. Additionally, candidates must have a strong understanding of HR concepts, principles, and practices.

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Fantastic HRCI Study SPHR Center Are Leading Materials & Authorized SPHR: The Professional in Human Resources (SPHR)

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q188-Q193):

NEW QUESTION # 188
What is an employer's responsibility when workplace conditions pose a threat to an unborn child?

Answer: D

Explanation:
Answer option C is correct.The Supreme Court determined in Automobile Workers v. Johnson Controls, Inc. that it is the responsibility of prospective parents to protect their unborn children. Although employers must provide information about potential hazards, the employer may not decide for the employee whether to work in a job that poses a risk to an unborn child. See Chapter 8 for more information. Chapter: Risk Management Objective: Risk Identification


NEW QUESTION # 189
Higher levels of employee engagement lead to:

Answer: B

Explanation:
Higher levels of employee engagement are most strongly associated with lower absenteeism and higher profits (C). At the SPHR level, engagement is treated as a business performance driver, not merely a satisfaction metric.
Engaged employees demonstrate greater commitment, discretionary effort, and accountability. This leads to reduced absenteeism because employees are more motivated to be present and contribute. Engagement also correlates with higher productivity, better customer outcomes, and improved financial performance, which together drive profitability.
While fewer accidents (A) and greater interest in development (D) may occur, these are indirect outcomes.
Training participation (B) may increase, but it is not the most significant or consistent organizational result.
SPHR exam content consistently links engagement to measurable business outcomes, particularly financial performance and operational efficiency. This makes absenteeism reduction and profit improvement the most compelling outcomes.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (engagement outcomes; organizational performance).
* HRCI SPHR Study Guide - Business impact of employee engagement.


NEW QUESTION # 190
This nonmathematical forecasting technique brings the participants together to share and discuss their ideas about the forecast. The ideas are then ranked based on the groups input. What technique is discussed?

Answer: B

Explanation:
Explanation/Reference:
Answer option C is correct.
The nominal group technique is a nonmathematical forecasting technique in which participants meet in person and share ideas as in brainstorming sessions. The group discusses and ranks the forecasts collectively, not anonymously as in the Delphi technique.
Answer option A is incorrect. Management forecasts are predictions made by experienced managers considered to be subject matter experts in their field or in the organization.
Answer option B is incorrect. The Delphi technique uses rounds of anonymous surveys to predict a likely outcome. After each round of the survey, the results are tallied and a new survey can be resubmitted to the survey participants. Eventually, consensus is found among the group on forecasting, risks, and other organizational decisions.
Answer option D is incorrect. Brainstorming allows the group to discuss and share ideas, but it doesn't rank the ideas or forecasts.
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: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis


NEW QUESTION # 191
Beth is a HR Professional for her organization and she's discussing the risk of growing her organization's business. What is risk and why would it be considered in HR for organizational growth?

Answer: B

Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
Risk is uncertain - and in uncertainty lies opportunity. When an organization looks to grow and new employees may be added to the business, new employees can bring risk to the organization's operations, goals, and endeavors.
Answer option A is incorrect. This is a correct definition of risk, but it does not address the human resource- related risk events.
Answer option B is incorrect. Risk can be positive or negative, not just adverse.
Answer option C is incorrect. Risk isn't always negative. Risk can be positive or negative.
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 Identification


NEW QUESTION # 192
Which of the following Supreme Court cases found that an employer can be held liable for the sexual harassment of its employees?

Answer: D

Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
It was held in Burlington Industries v. Ellerth case that employers are liable for the actions of their employees.
In the case, Kimberly Ellerth worked for Burlington Industries and was harassed by a colleague, not her immediate supervisor, Ted Slowick. The US Supreme Court found that Burlington Industries was responsible for Ted Slowick's actions as he was their employee.
Answer option A is incorrect. Meritor Savings Bank v. Vinson is a sexual harassment case that determined a hostile environment claim of sexual harassment to be actionable under Title VII.
Answer option D is incorrect. Harris v. Forklift Systems is a sexual harassment case that addressed a hostile environment and its relation to a person's level of psychological well-being.
Answer option C is incorrect. Payne v. The Western & Atlantic Railroad Company, established the principle of employment at will.
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 # 193
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