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To be eligible for the SPHR certification, candidates must have a minimum of four years of experience in an HR position. They must also have a master's degree or higher, or a bachelor's degree and five years of experience in an HR role. These strict eligibility requirements ensure that those who hold the SPHR Certification have a comprehensive understanding of all areas of HR.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q37-Q42):

NEW QUESTION # 37
COBRA, the Consolidated Omnibus Budget Reconciliation Act, requires some organizations to offer continuation of group health care coverage to employees and family members based on certain qualifying events. How many employees must exist within an organization for COBRA requirements to be enforced?

A. 0
B. 1
C. 2
D. 3

Answer: A

Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Benefits

NEW QUESTION # 38
Your company is a government contractor with a current project of $250,000. As the Senior HR Professional you've been asked how the Walsh Healy Public Contracts Act will affect your organization. What is the Walsh Healy Public Contracts Act?

A. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements unless the workers do not live in the state where the contracted work is being performed.
B. This act requires government contractors with contracts over $10,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.
C. This act requires government contractors in states that have minimum wages set higher than federal minimum wage act to abide by the state minimum wage requirements.
D. This act requires government contractors with contracts over $100,000 to pay their employees the prevailing wage for their local areas as established by the Secretary of Labor.

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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 # 39
Holly and Gary are HR Professionals in their organization and they are working to develop the strategic plan for their organization. Holly and Gary are using SWOT analysis to help understand the needs of human, financial, technological, capital, and other aspects of their organization. What is SWOT?

A. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face.
B. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.
C. SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable of a project endeavor.
D. SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of an organization.

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
SWOT is an analysis that can be used to determine the strengths, weaknesses, opportunities, and threats.
SWOT analysis is a strategic planning method used to evaluate the Strengths, Weaknesses, Opportunities, and Threats involved in a project or in a business venture. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieving that objective. A SWOT analysis may be incorporated into the strategic planning model.
It is a part of business policy that helps an individual or a company to make decisions. It includes the strategies to build the strength of a company and use the opportunities to make the company successful. It also includes the strategies to overcome the weaknesses of and threats to the company.
Answer option A is incorrect. This is not a valid definition of SWOT so this choice is incorrect.
Answer option B is incorrect. This is not a valid definition of SWOT so this choice is incorrect.
Answer option C is incorrect. This is not a valid definition of SWOT so this choice is incorrect.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Environmental Scanning Concepts

NEW QUESTION # 40
When a reduction in force occurs, the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid, the protected employee must be allowed how long to review and consider the agreement?

A. 180 days
B. 7 days
C. 45 days
D. 21 days

Answer: C

Explanation:
Section: Volume E
Explanation/Reference:
Answer option B is correct.
ADEA waivers are valid during a reduction in force only if the employee has 45 days to consider the agreement. Once employees sign a RIF-related waiver, the ADEA requires that they have 7 days (D) to revoke it. Terminations that are not part of a RIF require only 21 days (A) for consideration. An employee has 180 days (C) to file a charge with the EEOC in states that do not have their own EEO enforcement agency.
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION # 41
Which of the following are non-monetary rewards that a company can provide to its employees?
Each correct answer represents a complete solution. Choose all that apply.

A. Recognition
B. Opportunity to learn
C. Cash compensation
D. Flexible hours

Answer: A,B,D

Explanation:
Explanation/Reference:
Answer options D, C, and A are correct.
The following are the non-monetary rewards that a company can provide to its employees:
Opportunity to learn

Flexible hours

Recognition

Employees need to learn and develop new skills in order to advance. Hence, opportunity to learn is a non- monetary reward.
Employees need time for their family, friends, and other activities. A felxible schedule or the occasional off can help employees to meet some of these obligations. Permiting some felxibility in an employee schedule increases their motivation.
Answer option B is incorrect. Cash compensation is a monetary reward for employment.
Reference: "http://www.catalogs.com/info/b2b/non-monetary-rewards-in-the-workplace.html" Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 42
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