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Quiz 2025 Authoritative HRCI SPHR: Reliable The Professional in Human Resources (SPHR) Mock Test

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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.

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SPHR Reliable Test Forum | SPHR Reliable Test Sample

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HRCI SPHR Certification Path

To be eligible for SPHR, you must meet one of the following training and experience conditions.

Have at least four years of experience in a professional human resources position + a master's degree or a global equivalent,Have at least five years of experience in a professional human resources position + a global degree or equivalent, ORA minimum of seven years of experience in a professional human resources position + a high school diploma or the global equivalent.SPHR requires documented knowledge of local labor laws.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q65-Q70):

NEW QUESTION # 65
DRAG DROP
Drag and drop the types of insurance beside their corresponding descriptions.
Select and Place:

Answer:

Explanation:

Explanation/Reference:
The types of insurance are as follows:
Dental Insurance: Employers may choose dental insurance plans to provide varying levels of coverage

for preventive or restoration work such as fillings, major restoration work such as bridges, and orthodontia.
Vision Insurance: One of the lowest cost benefits available, vision insurance provides employees with

reduced costs for eye examinations and contact lenses or glasses.
Life Insurance: Many insurance companies bundle basic life insurance with medical or dental

insurance for a very low rate and offer supplemental insurance for employees who are willing to pay an additional premium for the coverage.
Accidental Death and Dismemberment Insurance (AD&D) Insurance: AD&D insurance can provide

insurance for employees and their dependents in the event of an accident that results in the death of the covered person or the loss of a bodily function. AD&D does not pay benefits in the event of death due to an illness.
Chapter: Compensation and Benefits
Objective: Benefits

NEW QUESTION # 66
As an HR Professional, you must sometimes terminate employees from your organization. When an employee is terminated, there must be a just cause or a good cause for the termination. Which one of the following is not a valid just cause for the employee's termination?

A. Whether reasonable "proof" of the violation existed, or was obtained through investigation
B. Whether the employee is a member of a protected class
C. Whether the employee was warned in advance
D. Whether the rule has been applied consistently

Answer: B

Explanation:
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: Employee Relations

NEW QUESTION # 67
As an HR Professional you should be familiar with OSHA forms for maintaining employee records. Which OSHA form is used to cover the what, how, when, where, and who or work-related injuries?

A. Form 300A
B. Form 300
C. Form 3165
D. Form 301

Answer: B

Explanation:
Explanation/Reference:
Answer option B is correct.
Form 300 is OSHA's form that employers can use as a log book to document the how, what, when, where, and who of work-related injuries. The employer is obligated to complete this form within seven days of learning of a work-related injury.
Answer option C is incorrect. OSHA form 301 is a form for work-related injuries or illnesses incidents. This form is to be kept by the employer for a minimum of five years following the year in which the incident occurred.
Answer option D is incorrect. OSHA form 300A is used to record a numeric summary of all work-related injuries that have occurred in a work environment over the past year. The worksheet defines the incident, the number of employees affected, and the type of injuries and illness.
Answer option A is incorrect. There's isn't a Form 3165, but there is 3165 Poster that defines employees' rights under OSHA.
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 # 68
Which of the following is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels?

A. Job evaluation
B. Salary survey
C. Gross pay
D. Base pay

Answer: B

Explanation:
Explanation/Reference:
Answer option C is correct.
A salary survey is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels.
Answer option B is incorrect. Job evaluation is an objective mechanism used to determine the worth of different jobs to the company.
Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are pending.
Answer option A is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 69
For employers with 15 or more employees, records of all job announcements, applications, and resumes must be kept for one year under which of the following acts?

A. Executive Order 11246
B. Americans with Disabilities Act
C. Title VII of the Civil Rights Act
D. Temporary Employee Records

Answer: B

Explanation:
Answer option B is correct.The Americans with Disabilities Act applies to employers with 15 or more employees, and regulates employment practices-including record-keeping and retention-related to qualified individuals with a disability. EO 11246 (A) and Title VII of the Civil Rights Act (C) established standards for non-discriminatory employment practices. See Chapter 2 for more information. Chapter: Core Knowledge Requirements for HR Professionals Objective: Employee Records Management

NEW QUESTION # 70
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Jim Gray Jim Gray

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