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1,000 sample SPHR and PHR certification questions.
Includes key changes to employment laws. In association with The Society of Human Resource Management (SHRM). Highly realistic PHR and SPHR sample questions and exercises based on questions from previous PHR/SPHR exams. The largest database of realistic questions available. Questions are Situational and Complex. No Easy Questions and NO True/False Questions.
PHR Exam Functional Area Weighting
Strategic Management 12%
Workforce Planning and Employment 26%
Human Resource Development 17%
Compensation and Benefits 16%
Employee and Labor Relations 22%
Occupational Health, Safety, and Security 7%

PHR Candidates
HRCI suggests candidates have between two and four years of professional-level, generalist HR experience before taking the exam. PHR candidates generally report to a more senior HR professional within the organization and during the course of their daily work focus on implementation of programs and processes that have already been developed.


SPHR Exam Functional Area Weighting
Strategic Management 29%
Workforce Planning and Employment 17%
Human Resource Development 17%
Compensation and Benefits 12%
Employee and Labor Relations 18%
Occupational Health, Safety, and Security 7%

SPHR Candidates
According to HRCI, the ideal SPHR candidate has six to eight years of increasingly responsible HR experience. Candidates have the ability to anticipate the impact of policies and decisions on the achievement of organizational goals. SPHR candidates are business focused and understand that HR policies and processes must integrate with and serve the needs of the larger organization.
Question Breakdown: STRATEGIC MANAGEMENT, WORKFORCE PLANNING AND EMPLOYMENT, HUMAN RESOURCE DEVELOPMENT, TOTAL REWARDS, EMPLOYEE AND LABOR RELATIONS, RISK MANAGEMENT.

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samples:

1. A manager wants to introduce new changes in his organization. However he experiences a lot of resistance from employees at every level of the organization from management to line workers to the proposed changes that must be placed into effect immediately to ensure the organization continues successfully. Which of the following alternatives to implementing the change is NOT a good solution for overcoming the employee resistance?

A. He uses force by power
B. He offers reward for change
C. He educates about the merits of change
D. He takes his employee for dinner and bribes him
E. He bargains with the employee for changes
ANSWER: D
EXPLANATION: The manager may use his power to implement the desired changes, offer rewards for change, and orient people about the changes. Dining with employees and offering bribes is not a good solution to the problem. This alternative is not ethical as well.

2. An employee training and development program which is designed to help the employee get the most out of it has the best results in the long term growth of any organization. Human resources is to play a significant role in the development of this training program. Out of the following factors which factor is the MOST IMPORTANT in designing of a training program?

A. Defining outcomes
B. Hiring trainees
C. Recruiting trainees
D. Evaluating the progress of trainees
E. Correcting trainees problems
ANSWER: A
EXPLANATION: Defining outcomes of a training program is most important in the designing phase. Do not consider hiring, recruiting and evaluating procedures at this stage.