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The SPHR exam covers a wide range of topics, including strategic planning, workforce planning and employment, human resource development, total rewards, employee and labor relations, and risk management. SPHR exam is designed to assess the knowledge and skills that are required to manage the HR function in an organization effectively. It is intended for HR professionals who have a minimum of four to seven years of experience in the field.
The Human Resource Certification Institute (HRCI) offers a range of credentials for professionals in the HR field. Among these certifications is the Professional in Human Resources (SPHR). The SPHR Certification is designed for senior-level HR professionals who have experience in designing and implementing HR strategies. It is considered one of the most prestigious HR certifications globally.
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It is a truth well-known to all around the world that no pains and no gains. There is another proverb that the more you plough the more you gain. When you pass the SPHR exam which is well recognized wherever you are in any field, then acquire the SPHR certificate, the door of your new career will be open for you and your future is bright and hopeful. Our SPHR guide torrent will be your best assistant to help you gain your SPHR certificate.
Preparing for the SPHR Certification Exam requires a significant amount of time and effort. Candidates must have a deep understanding of HR concepts and be able to apply them in real-world scenarios. Many candidates choose to enroll in a test preparation program or study independently using study guides and practice exams. It's also important to stay up-to-date on HR industry news and trends.
NEW QUESTION # 136
Which of the following is an example of a nonqualified deferred-compensation plan?
Answer: C
Explanation:
Explanation/Reference:
Answer option A is correct.
An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by ERISA; they are limited to a small group of executives or highly compensated employees. A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money- purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Benefits
NEW QUESTION # 137
The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?
Answer: A
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
An arbitration hearing by a panel typically uses three arbitrators. One arbitrator is selected by the management, one by the union, and one is approved by both management and union.
Answer option B is incorrect. The three arbitrators are not selected by just one party.
Answer option A is incorrect. Management gets to approve one arbitrator, the union gets to approve one arbitrator, and both parties approve the neutral arbitrator.
Answer option D is incorrect. The arbitrators are not randomly selected.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Dispute Resolution
NEW QUESTION # 138
If an employer ignores stress in employees what symptom are employees likely to develop?
Answer: B
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Burnout is a symptom that can further eradicate performance because of stress in employees. Employers must recognize stress and address the issues caused by stress. Although burnout is work-related, most responsibility for burnout currently rests on the individual worker in the United States, as well as the individual company, as it is in a company's best interest to ensure burnout doesn't occur. The NIOSH outlines an approach in their booklet "Stress at Work." Answer option D is incorrect. De-motivation may occur, but burnout is the preferred terminology.
Answer option B is incorrect. Approximately 40 percent of turnover is due to stress, but turnover is not necessarily a symptom of an employee.
Answer option A is incorrect. Stress may cause tumors, though there are more complicated health matters that contribute to this symptom. The best answer is burnout.
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 # 139
One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
The employer must grant coverage for up to five years for the individual. There are certain conditions that can extend the coverage beyond five years, but this is the typical amount.
Answer option C is incorrect. Two weeks is not a valid answer for this question.
Answer option D is incorrect. One year is not valid, as the correct amount is five years.
Answer option B is incorrect. The typical leave is up to five years, though there are some conditions that may require the leave beyond five years.
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 # 140
DRAG DROP
Drag and drop the elements of proposal formats according to their descriptions.
Select and Place:
Answer:
Explanation:
Explanation/Reference:
The following are some of the elements of proposal formats:
Vendor Qualifications: Includes references from other clients.
Project Management Plan: Describes specifically how the vendor intends to supply the product.
Roles: Includes information about members of the project team.
Delivery Schedule: Provides a milestones for the completion of specific events.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Third-Party Contract Management
NEW QUESTION # 141
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