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Question SPHR Explanations & New SPHR Dumps

Achieving the The Professional in Human Resources (SPHR) (SPHR) certification can significantly impact your career progression and earning potential. This certification showcases your expertise and knowledge to employers, making you a valuable asset in the HRCI SPHR industry. With the rapidly evolving nature of the HRCI world, staying up-to-date with the latest technologies and trends is crucial. The SPHR Certification Exam enables you to learn these changes and ensures you remain current in your field.

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q73-Q78):

NEW QUESTION # 73
Which one of the following statements is true of a hostile work environment?

A. When a single incident of unwanted touching occurs, a hostile work environment has been created.
B. A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.
C. A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
D. Only a supervisor can create a hostile work environment.

Answer: B

Explanation:
Answer option D is correct.A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation

NEW QUESTION # 74
Which of the following focuses on the person in the job?

A. SWOT analysis
B. Policies
C. Performance management
D. Risk assessment

Answer: C

Explanation:
Answer option B is correct.
Chapter: Human Resource Development
Objective: Performance-Management Programs

NEW QUESTION # 75
A standard employment practice that seems to be fair yet results in discrimination against a protected class is a description of what?

A. Disparate treatment
B. Adverse impact
C. Unfair treatment
D. Disparate impact

Answer: D

Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Disparate impact occurs when an employment practice that seems to be fair unintentionally discriminates against members of a protected class. Disparate treatment (B) occurs when a protected group is treated differently than other applicants or employees. The EEOC defines adverse impact (D) as a substantially different rate of selection in hiring, promotion, or another employment decision that works to the disadvantage of members of a race, a sex, or an ethnic group. Unfair treatment (A) can refer to any perceived difference in how employees are treated. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation

NEW QUESTION # 76
A _________ measures one variable against another.

A. Simulation model
B. Ratio
C. Simple linear regression
D. Multiple linear regression

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis

NEW QUESTION # 77
As an HR Professional, you must be familiar with certain theories and insights about organizational culture, organizational development, and management. Who addressed organizational culture as "that's the way we do things around here"?

A. Edgard Schein
B. W. Edwards Deming
C. Frederick Herzberg
D. Allen A. Kennedy

Answer: A

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: Human Resource Development
Objective: Organization Development

NEW QUESTION # 78
......

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