[Jan-2026] SPHRi Questions - Truly Beneficial For Your HRCI Exam
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The SPHRi certification is recognized as a mark of excellence in HR as it demonstrates the dedication, expertise, and competency of HR professionals who have achieved it. Organizations who employ HR professionals with SPHRi certification benefit from their expertise in the latest HR management practices and their ability to create a positive workplace culture that drives employee engagement, retention, and overall business success.
NEW QUESTION # 144
A company was recently certif ied as a B Corp. What stage of the corporate social responsibility (CSR) maturity curve is the firm in?
- A. Integration
- B. Transformation
- C. Assimilation
- D. Adaptation
Answer: B
Explanation:
There are three stages on the corporate social responsibility (CSR) curve: compliance, integration, and transformation. The company is at the transformation stage. They have successfully integrated sustainability into their core strategy by receiving the B Corp certif ication. A company can obtain this certif ication if they meet a number of environmental and social performance standards.
NEW QUESTION # 145
In assessing human resources (HR) techn010U programs, what is an example of a "best of breed" concept?
- A. Selecting an all-in-one, integrated solution with HR. payroll, performance management, and
- B. Performing a needs analysis internally to determine the optimal system to streamline
- C. Selecting an HR/payroll system that requires the least amount of customization to ensure a
- D. Selecting an HR/payroll system and a separate third-party learning management system
Answer: D
Explanation:
"Best of breed" is a term used to describe the process of selecting only the best sof tware system for a specif ic need of the organization, which of ten means not choosing an all-in-one system, which may have system limitations in various areas.
NEW QUESTION # 146
OSHA 300 represents which of the following?
- A. Injury and Illness Incident Report
- B. Summary of Workplace Problems
- C. Log of Work-Related Injuries and Illnesses
- D. Employee Privacy Case List
Answer: C
Explanation:
OSHA 300 is of ficially the Log of Work-Related Injuries and Illnesses. Answer choice A is incorrect because it more closely reflects OSHA 300A, which is a separate log. Answer choice B is incorrect because the Injury and Illness Incident Report is of ficially OSHA 301. Answer choice D is incorrect because it reflects an element of OSHA 300 but does not encompass the correct title of the log.
NEW QUESTION # 147
Which of the following is NOT considered one of the criteria under which the NLRB recognizes a successor employer, or a new employer, who has taken over a company?
- A. Establishing a clear agreement with the previous employer
- B. Assimilating all employees under the previous employer into the company
- C. Indicating a signif icant continuity in standard business activities
- D. Demonstrating a clear parallel in the products and procedures of the company
Answer: B
Explanation:
Among the criteria under which the NLRB recognizes a successor employer, or a new employer who has taken over a company, are the following: indicating a signif icant continuity in standard business activities, establishing a clear agreement with the previous employer, and demonstrating a clear parallel in the products and procedures of the company. The NLRB also recognizes a successor employer as one who assimilates a reasonable number of employees from under the previous employer, but the successor employer is not necessarily expected to assimilate all employees.
NEW QUESTION # 148
Which of the following best describes what an employer can do when employees begin to unionize?
- A. Employers may block employees who begin the process of unionization
- B. Employers may threaten to replace workers who choose to unionize
- C. Employers may explain problems with unionization to employees
- D. Employers may contact union leaders and forbid unionization.
Answer: C
Explanation:
When an employer discovers that employees are beginning to unionize, the employer is not allowed to prevent unionization. The employer can, however, provide information to employees about the problems involved with unionization. Answer choice A is incorrect because the employer may not contact union leaders and forbid unionization. Answer choice B is incorrect because employers are not allowed to block employees who begin to unionize. Answer choice C is incorrect because employers may not threaten to replace workers who choose to unionize (although employers may replace workers during a lawful economic strike).
NEW QUESTION # 149
Barbara contracts the flu from her daughter. While she is at work, her stomach becomes upset and she vomits. She has to go home for the day. Is this a work-related illness?
- A. No, because vomiting is not considered a signif icant symptom.
- B. Yes, because the symptoms were exhibited at work
- C. No, because the influenza exposure occurred away from work.
- D. Yes, because any incidents of vomiting must be reported.
Answer: C
Explanation:
This is not a work-related illness because the influenza exposure occurred away from work.
Of course, it is not always possible to ascertain when exposure occurred, but the mere fact that symptoms began at work is not enough to make this illness work-related.
NEW QUESTION # 150
Which of the following is not one of the seven recognized racial categories for EEO-I?
- A. European
- B. Native Hawaiian
- C. Alaska Native
- D. Asian
Answer: A
Explanation:
The categories for EEO-I do not include an option for European. The EEO-I includes the following options for racial categories: 1) Hispanic or Latino, 2) White, 3) Black or African American, 4) Native Hawaiian or Pacif ic Islander, 5) Asian, 6) Native American, and 7) Two or More Races.
NEW QUESTION # 151
What is the fiduciary role of the human resources prof essional regarding ERISA?
- A. Handling and managing pension funds
- B. Creating the rules that govern individual retirement account for employees
- C. Setting up pension accounts for employees
- D. Ensuring that the HIPAA guidelines of ERISA are observed
Answer: A
Explanation:
The fiduciary role of the human resources prof essional regarding ERISA is primarily one of handling and managing the pension funds that the organization provides for retirement accounts.
Answer choice A is incorrect because the fiduciary role does not include setting up pension accounts for employees. (This might be another part of the human resources prof essional's job, but this is not the immediate fiduciary role with respect to ERISA.) Answer choice C is incorrect because the fiduciary role has nothing to do with ensuring that HIPAA guidelines are observed. Answer choice D is incorrect because the human resources prof essional is not responsible for creating retirement account rules.
NEW QUESTION # 152
When developing an inappropriate-absence policy for an organization, a human resource prof essional should include all of the following EXCEPT:
- A. Indication of how sick days are counted within the calendar
- B. Statement about how many sick days each employee receives
- C. Requirement for a doctor's note for each sick day absence
- D. Information about how each absence is counted in days
Answer: C
Explanation:
An employee-absenteeism policy might include information about when a doctor's note is required, but it does not necessarily need to require a doctor's note in all situations. This might prove to be onerous to employees who are genuinely ill at home for a day but are not ill enough to visit a doctor. Additionally, a requirement for a note for each sick day absence would be an inappropriate policy, as the employee might be out for 4-5 days but is not likely to see the doctor each of those days. A good policy should, however, include the following: a statement about how many sick days each employee receives, an indication of how sick days are counted within the calendar, and information about how each absence is counted in days.
NEW QUESTION # 153
The CHRO wants to make sure the HR team is prepared to fully support the change initiative. What steps can she take to prepare her team?
- A. Enroll HR employees in a refresher seminar on employee communications.
- B. Delegate one initiative-related responsibility to each member on the team.
- C. Identif y how the individual HR employees will be affected by the changes.
- D. Ask her team to review job descriptions in preparation for necessary revisions and updates.
Answer: A
Explanation:
The CHRO displays knowledge of consultation by knowing what skills are needed to successfully support organizational change. Expertise in channels of communication will be critical for the HR team to support the company changes.
NEW QUESTION # 154
Which of the following types of collective bargaining positions results when the dif ferent sides agree to compromise on certain issues by taking the big picture into account?
- A. Distributive bargaining
- B. Positional bargaining
- C. Integrative bargaining
- D. Interest-based bargaining
Answer: C
Explanation:
Integrative bargaining results when the dif ferent sides agree to compromise on certain issues by taking the big picture into account. Positional bargaining results when each side establishes a clear position and aims to achieve the goal, or goals, of that position. Interest-based bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities and thus proceed in negotiations with this acknowledgement.
Distributive bargaining is another name for positional bargaining.
NEW QUESTION # 155
When designing a total rewards plan, which of the following actions would be MOST effective at designing a benefits strategy to improve employee retention?
- A. Survey employees to better understand their needs and desires.
- B. Perform a job analysis to determine benefits stratif ication across the workforce hierarchy.
- C. Coordinate with the accounting department to determine the maximum possible budget for
- D. Research market surveys to determine the current industry standards.
Answer: A
Explanation:
In the wake of the Great Resignation, historic levels of job turnover have been spurred by employee desire for better compensation, improved work/lif e balance, and improved benefits. The most effective way to determine what total rewards will inspire employees to stay is to ask employees what they want out of their rewards in order to stay. Market research and coordinating across organizational functions are useful steps in the process but do not necessarily lead to rewards specif ic to the needs and desires of the workforce. Job analysis can be a useful tool during organizational design and restructure but does not directly link employee retention and total rewards.
NEW QUESTION # 156
In B.F. Skinner's theory of Operant Conditioning (1957), he provided a list of four strategies for behavioral intervention: positive reinforcement, negative reinforcement, punishment, and which of the following?
- A. Extinction
- B. Encouragement
- C. Termination
- D. Actualization
Answer: A
Explanation:
The fourth of B.F. Skinner's strategies is extinction. The other answer choices-termination, encouragement, and actualization-are not specif ic strategies laid out by Skinner but rather might fall under the four he did describe. Positive reinforcement is a strategy in which desired behavior is rewarded positively. Negative reinforcement is a strategy in which desired behavior is rewarded by removing a negative state or condition. Punishment is similar to the two reinforcement strategies but is designed in a way to eliminate and undesired behavior. Extinction is a measure of how long a behavior will persist without reinforcement.
NEW QUESTION # 157
What type of initial message would you convey to the organization regarding this project to gain buy-in?
- A. Thatthere will be lots of training on the new system once itis in place
- B. Thata new system will improve efficiencies and ultimately save the company money
- C. That the current system is obsolete, and itis a risk to continue to rely on it for human
- D. Thatthe executive team is fully committed to replacing the system
Answer: C
Explanation:
To gain buy-in for a large change management initiative, the first step is to create a sense of urgency with your audience so that they understand the importance of the project.
NEW QUESTION # 158
In which business structure do partners exist mainly as investors, without much influence on daily operations?
- A. Sole proprietorship
- B. Joint venture
- C. Limited liability partnership
- D. General partnership
Answer: C
NEW QUESTION # 159
The CHRO studies recent exit interviews and conducts a series of stay interviews that all point to a lack of management support. She is convinced that the managers would benefit from training but heard that the CEO does not want to spend money on training and development initiatives. What could the CHRO do to address the problems?
- A. Meet with managers one-on-one to review the company s performance management
- B. Develop a cost-efficient employee engagement initiative to address low employee morale.
- C. Use the data and insights gained to presenta business case to the CEO indicating the
- D. Research literature on management best practices, provide it to the managers, and
Answer: C
Explanation:
The CHRO displays the ability to make critical evaluations by using the data and insights she gained to build a business case. A business case that is well-researched and backed up by solid data has the best potential to convince the CEO to invest in the necessary training and development for his managers. Properly trained managers will have a positive impact on the company's operations.
A cost-efficient employee engagement initiative, one-on-one meetings, and literature for self-study can be quick fixes in the interim. However, they do not adequately address the manager's training needs.
NEW QUESTION # 160
In a meeting with the upper management team, opinions are voiced that the company should resist change and stick to the old ways that have been working for so many years. The CEO and the CHRO meet separately after this meeting to discuss how to move forward. The CEO is concerned that the company does not have leaders with experience in the renewable energy sector or the ability to lead related change initiatives. What initial suggestion should the CHRO make?
- A. Review the performance of each manager, and suggest which managers should be
- B. Start building a talent pool and hiring managers with knowledge in the renewable energy
- C. Conduct an assessment of the current talent within the organization, and forecast which
- D. Develop leadership training seminars to prepare the managers for leading change
Answer: C
Explanation:
The CHRO displays business acumen by studying the talent and knowledge that exists within the organization and forecasting what will be needed in the future. Assessing the company's current talent resources is an important first step, followed by forecasting what the company will need to successfully implement the upcoming changes. By contrasting these two, the CHRO can put together a recommendation for the CEO about which talent gaps need to be filled through either hiring or training.
NEW QUESTION # 161
Gabriela is a human resources prof essional who has been given the responsibility of filling a position within the HR department. She is ready to begin making the details of the position available to interested candidates and pursuing potential employees who meet the requirements of the job as best as possible. The process of pursuing potential employees is known as which of the following?
- A. Hiring
- B. Tracking
- C. Selection
- D. Recruiting
Answer: D
Explanation:
The process described in this question is that of recruiting. or making the details of the position available to interested candidates and pursuing potential employees who will fill the requirements of the job as best as possible. Answer choice A is incorrect because the process of hiring follows the process of recruiting. Answer choice C is incorrect because tracking is also a separate process from recruiting. Answer choice D is incorrect because selection is the next step beyond recruiting but does not belong within the recruitment process.
NEW QUESTION # 162
According to the Labor-Management Relations Act (LMRA) of 1947, if the president steps in during a labor strike, how long of a "cooling-of f' period may he require, should the strike be deemed to have national consequences?
- A. 100 days
- B. 50 days
- C. 30 days
- D. 80 days
Answer: D
Explanation:
The president may require a cooling-of f period for 80 days, if the strike is deemed to have national consequences. In other words, if the strike has the potential to result in serious consequences to national activities, the president may get involved and require the parties to come together and discuss the issue. The options for 30 days and 50 days are too low, and the option for
100 days is too high. (It should be noted that the president does not have to require the full 80 days, but the full 80 days is provided as an option.)
NEW QUESTION # 163
The CEO further tasks the CHRO with introducing the company culture, mission, vision, values, and policies to its newly acquired workforce. What is the most important thing the CHRO should do?
- A. Hold a factory-wide staff meeting so information can be communicated to all employees at the same time.
- B. Work with specialists from the host country to develop a communication plan.
- C. Task local managers with communicating the information to their respective employees.
- D. Roll out the communication plan once the newly acquired employees are well-integrated.
Answer: B
Explanation:
By working with a local specialist, the CHRO will be able to communicate the information in a manner that is respectful of the host countrys culture. He demonstrates cultural sensitivity and takes his audience's perspective into account when developing the communication strategr. Once the communication plan has been established, it could be communicated by local managers if they have the required skill set. Communication should be timely and ongoing. A single meeting will not be sufficient to relay all of the information.
NEW QUESTION # 164
Felix is interviewing a candidate for a position in an oil and gas company with locations around the world. As they talk, the candidate mentions his wif e. What is an appropriate question that Felix may ask the candidate about his family?
- A. Does your wif e also work?
- B. Do any other family members live with you?
- C. Do you and your wif e plan to have children?
- D. Are you willing to relocate?
Answer: D
Explanation:
If the candidate mentions family, an appropriate question, particularly for a company that has locations around the world, would be to ask if the candidate is willing to relocate. The other questions are inappropriate (Do you and your wif e plan to have children? Do any other family members live with you? Does your wif e also work?); the only way to acquire this information would be if the candidate decides to volunteer it.
NEW QUESTION # 165
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