Mar-2026 New Version SPHR Certificate & Helpful Exam Dumps is Online [Q92-Q106]

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Mar-2026 New Version SPHR Certificate & Helpful Exam Dumps is Online

SPHR Free Certification Exam Material with 282 Q&As

NEW QUESTION 92
In which of the following types of interview does the interviewer ask broad questions and allow the candidate to guide the conversation?

Structured interview

Nondirective interview

Stress interview

Panel interview

Answer option B is correct.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs

NEW QUESTION 93
The court case that identified adverse impact as an unlawful employment practice was which of the following?

Washington v. Davis

Taxman v. School Board of Piscataway

Griggs v. Duke Power Co.

Albemarle Paper v. Moody

Section: Volume E
Explanation/Reference:
Answer option C is correct.
Griggs identified adverse impact to mean that discrimination need not be intentional to exist; Albemarle Paper (D) extended the concept to require that tests must be validated in accordance with the EEOC Uniform Guidelines for Employee Selection Procedures. Washington (A) determined that employment tests resulting in adverse impact are acceptable if they predict future success on the job. Taxman (B) found that employment decisions made on the basis of race are discriminatory.
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION 94
You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?

Driver’s license

Expired US passport

Unexpired reentry permit

Certificate of naturalization

Section: Volume F
Explanation
Explanation/Reference:
Answer option A is correct.
A driver’s license is a document that is acceptable to establish identity, but it is not acceptable as a document that confirms eligibility of employment.
Answer options B, D, and C are incorrect. An expired US passport, certificate of naturalization, and unexpired reentry permit are legitimate documents for the proof of employment eligibility and for identity.
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 95
Which of the following describes the financial condition of the business at a specific point in time?

Profit and loss statement

Statement of cash flows

Balance sheet

Accounts receivable ledger

Answer option C is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Basic Budgeting and Accounting

NEW QUESTION 96
As part of your implementation of a new course, you will deliver pilot programs to a small group of learners in your organization. Which of the following are the two types of pilot programs that an organization can use within ADDIE?

Mock program and management-driven format

Instructor-to-instructor format and instructor-to-peer format

Identical program format and abbreviated program format

Job-sampling program and abbreviated program format

Explanation/Reference:
Answer option C is correct.
There are two generally accepted approaches to hosting pilot training: Identical program format and abbreviated program format.
Answer option A is incorrect. These are not valid types of program formats. The two that are used with ADDIE implementation are identical program format and abbreviated program format.
Answer option B is incorrect. These are not valid types of program formats. The two that are used with ADDIE implementation are identical program format and abbreviated program format.
Answer option D is incorrect. These are not valid types of program formats. The two that are used with ADDIE implementation are identical program format and abbreviated program format.
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: Human Resource Development
Objective: Talent Management

NEW QUESTION 97
Please refer to the following table for this question. A company advertised for 100 sales representative positions. They received 650 applications and hired the 100 employees as follows:

In which groups has adverse impact occurred?

Caucasian and Black

Hispanic and Caucasian

Native American and Black

Hispanic and Native American

Explanation/Reference:
Answer option D is correct.
To determine whether adverse impact has occurred, multiply the highest selection rate, which is Asian, at
18%, by 4/5 or 80%. (18% × .80=14%)
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION 98
Which of the following reward strategies improve employee retention? (Select TWO options)

Linking rewards to performance

Designing fair reward allocation systems

Making rewards meaningful and unique

Ensuring clear communication of rewards to employees

Providing reward programs to enhance work-life balance

Retention strategies must address bothfairness(perceived and actual) andemployee lifestyle needs. Designing equitable reward systems(B) supports internal equity and trust, while enhancingwork-life balancethrough targeted programs (E) addresses holistic employee well-being. These are core recommendations under the Total Rewardsdomain of the SPHR framework.

NEW QUESTION 99
Robert is the HR Professional for a construction company. He’s working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA’s reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?

Any physical damage to one’s body resulting from an event in the work environment.

Any pain, suffering, or damage to a person as a result of working in an employee position.

Any wound or damage to the body resulting from an event in the work environment.

Any loss of life or limb resulting from an event in the work environment.

Explanation/Reference:
Answer option C is correct.
OSHA’s definition of a work related injury is broad and defined as “any wound or damage to the body resulting from an event in the work environment.”
Answer option D is incorrect. OSHA covers more injuries than just the loss of life or limb.
Answer option A is incorrect. While this statement is in the spirit of OSHA requirements, it is not the exact definition from OSHA.
Answer option B is incorrect. OSHA doesn’t use the terminology of pain, suffering, or damage, but rather defines wounds and damage.
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 100
The FLSA requires employers to pay nonexempt employees for time spent where?

Commuting to work

At home while waiting to be called to work

At work reading a book while waiting for an assignment

Attending a voluntary training program

Section: Volume B
Explanation/Reference:
Answer option C is correct.
A nonexempt employee who is waiting for an assignment while at work must be paid for the time spent waiting. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Compensation

NEW QUESTION 101
Professionals, craft workers, and laborers/helpers have what in common?

They are all job categories on the EEO-1 report.

They are all examples of protected-class individuals.

They are all examples of types of labor unions.

They are all classifications for defining exempt workers.

Answer option A is correct.The EEO-1 report requires employers to group jobs into job categories based on average skill level, knowledge, and responsibility. Exempt workers are defined by professional, executive, and administrative exemption criteria (D), and these are not examples of the protected class groups under federal law (B). Chapter: Workforce Planning and Employment Objective: Review Questions

NEW QUESTION 102
You need to participate in enterprise risk management and complete an HR-audit. Which of the following is the best definition of an HR-audit in regard to risk management?

Identify the total number of employees in the organization

Identify the competency of employees in each areas of the organization

Identify the total number of employees by years of employment in the organization and verify their experience, education, and skills

Identify the HR areas that may be out of compliance with legal requirements

Section: Volume A
Explanation/Reference:
Answer option D is correct.
An HR audit examines the areas of human resources management that may be out of compliance with legal requirements or that are in need of updating.
Answer options A, B, and C are incorrect. These are not examples of an HR audit.
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 103
Which of the following occurs when the union decides to stop working?

Lockout

Strike

Involuntary exit

Boycott

Explanation/Reference:
Answer option B is correct.
A strike occurs when the union decides to stop working.
Answer option C is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.
Answer option A is incorrect. A lockout occurs when management shuts down operations to keep the union from working.
Answer option D is incorrect. Boycotts occur when the union and the employees work together against an employer to express their dissatisfaction with the employer’s actions, or to try to force the employer into accepting their demands.
Chapter: Employee and Labor Relations
Objective: Union Organization

NEW QUESTION 104
As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being able to design a web page in a particular software program your company uses?

Predictive validity

Construct validity

Criterion-Related validity

Content validity

Explanation/Reference:
Answer option D is correct.
Content validity is used in an interview for an applicant to show their skills in a particular job-related function.
Answer option C is incorrect. Criterion-Related validity is a selection procedure where skills are measured and compared (or selected) to an incumbent’s success in the job based on the skills being measured.
Answer option B is incorrect. Construct validity is a selection procedure that assesses evidence of a certain psychological trait desired in the job.
Answer option A is incorrect. Predictive validity is a selection procedure that predicts a person’s ability to perform well in a given job.
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: Workforce Planning and Employment
Objective: Staffing Programs

NEW QUESTION 105
Which of the following best describes the process of identifying personal development needs that involves input from co-workers, subordinates, and superiors?

Performance appraisal

Progressive discipline

Peer review

Multirater feedback

Comprehensive and Detailed Explanation:
Also known as360-degree feedback, multirater systems gather performance insights from all angles. It’s a key tool for leadership development andself-awareness.
SPHR-level development tools use multirater feedback to “build self-insight, reveal blind spots, and align behavioral change with organizational expectations.”

NEW QUESTION 106
A lockout occurs when which of the following occurs?

The employer shuts down operations to keep employees from working.

The employer refuses to allow the union to unionize the workplace.

The employees shut down operations by refusing to work.

The employees patrol the entrance to the business.

Answer option A is correct.A lockout is an action taken by the employer to stop employees from working. A strike occurs when employees refuse to work (C). An employer that refuses to allow the union to conduct an organizing campaign (B) is committing an unfair labor practice. Picketing occurs when employees patrol the entrance to the business (D). See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Union Organization

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Mar-2026 New Version SPHR Certificate & Helpful Exam Dumps is Online [Q92-Q106]

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