SPHR Ultimate Senior Professional in Human Resources 4

Question 1

A disparate impact claim under Title VII requires the plaintiff to first demonstrate:

Accepted Answer

A statistically significant adverse effect on a protected class

Answer

Disparate impact (unintentional discrimination) requires statistical evidence showing that a neutral policy disproportionately excludes members of a protected class.

Question 2

Which succession planning approach identifies multiple candidates at different readiness levels (e.g., ready now, 1-2 years, 3-5 years) for key positions?

Accepted Answer

Bench strength analysis

Answer

Bench strength analysis evaluates the depth and readiness of candidates available to fill critical roles, categorized by time to readiness.

Question 3

Under the ADA, which of the following is NOT considered a reasonable accommodation an employer must explore?

Accepted Answer

Creating a new position for the employee

Answer

The ADA does not require employers to create a new position as a reasonable accommodation; reassignment to an existing vacant position is required.

Question 4

When analyzing a compensation structure for internal equity, an HR professional would primarily use:

Accepted Answer

Job evaluation methods

Answer

Job evaluation methods (such as point factor, ranking, or classification) systematically compare jobs internally to establish relative worth within the organization.

Question 5

A company wants to reduce voluntary turnover among high performers. Which retention strategy has the STRONGEST evidence base?

Accepted Answer

Conducting stay interviews with valued employees

Answer

Stay interviews proactively identify what keeps high performers engaged and what might cause them to leave, enabling targeted, individualized retention actions.

SPHR - Senior Professional in Human Resources Practice Test

SPHR - Senior Professional in Human Resources Practice Test

SPHR Ultimate Senior Professional in Human Resources 4