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Prepare for the HRCI SPHR - Senior Professional in Human Resources exam with our extensive collection of questions and answers. These practice Q&A are updated according to the latest syllabus, providing you with the tools needed to review and test your knowledge.
QA4Exam focus on the latest syllabus and exam objectives, our practice Q&A are designed to help you identify key topics and solidify your understanding. By focusing on the core curriculum, These Questions & Answers helps you cover all the essential topics, ensuring you're well-prepared for every section of the exam. Each question comes with a detailed explanation, offering valuable insights and helping you to learn from your mistakes. Whether you're looking to assess your progress or dive deeper into complex topics, our updated Q&A will provide the support you need to confidently approach the HRCI SPHR exam and achieve success.
The questions for SPHR were last updated on Mar 30, 2025.
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A key consideration for courts in cases involving workplace searches is which of the following?
Answer option A is correct.
The courts will determine whether the employee had a reasonable expectation of privacy based on the employer policy (B), how situations have been handled in the past (C), and state-by-state regulations of employee privacy laws (D).
Chapter: Risk Management
Objective: Review Questions
Henry is the HR Professional for his organization and he's discussing the status of Amy's employment. Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week. Based on these scenarios, do you believe Amy is exempt or non-exempt?
Answer option C is correct.
An exempt employee is someone who is paid on a salary basis and earns more than $455 per week. As the question states, Amy was hired under the offer of a salary.
Answer option D is incorrect. While Amy does earn more than $1,000 per week, this doesn't automatically qualify her as exempt.
Answer option B is incorrect. Bonuses do not automatically qualify someone as non-exempt.
Answer option A is incorrect. The question doesn't tell how much additional hours Amy is actually working so this isn't a good choice. The amount of hours a person works doesn't directly affect their exempt or non-exempt status.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management
Tax withholding is to the _______________ stage of the employment life cycle as COBRA benefits are to the ____________ stage of the employment life cycle.
Answer option C is correct.
The life cycle of all compensation-related employment records is marked by specific data collection and documentation. Understanding what documents are required at each stage will allow HR to properly plan for security, updates, retention, and destruction. The other answers are not reflected in the organizational life cycle.
Chapter: Compensation and Benefits
Objective: Review Questions
Which of the following is an example of an intrinsic reward?
Answer option C is correct.
Intrinsic rewards are those in which esteem is achieved from within oneself. D, B, and A are examples of extrinsic rewards that come from external sources.
Chapter: Compensation and Benefits
Objective: Review Questions
You are the HR Professional for your organization and you're reviewing the performance appraisal systems your company can use. Which performance appraisal approach uses a paired comparison method in the review?
Answer option C is correct.
The comparative method can use a paired comparison method to rate each employee in a group against every other employee in the group.
Answer option D is incorrect. A narrative method uses an essay or conversation as the review.
Answer option B is incorrect. The rating method uses rating scales and checklists to review the employees or members of an identified group.
Answer option A is incorrect. Results-based appraisals generally use the management by objectives review of the goals accomplished.
Chapter: Human Resource Development
Objective: Performance Appraisal
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