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| Section | Weight | Objectives |
|---|---|---|
| HR Information Management, Safety, and Security | 10% | - Workplace Safety and Security
|
| Workforce Planning and Talent Acquisition | 17% | - Workforce Planning
|
| Leadership and Strategy | 33% | - Leading the HR Function
|
| Talent Management | 23% | - Career Development
|
| Total Rewards | 17% | - Compensation
|
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NEW QUESTION # 30
Which of the following is the best way for HR to gain credibility?
Answer: B
Explanation:
The most effective way for HR to gain credibility is to measure the cost and effectiveness of its products and services (D). At the SPHR level, credibility is earned when HR demonstrates measurable value and impact on organizational performance.
Senior leaders expect HR to operate with the same rigor as other business functions-using data to evaluate efficiency, effectiveness, and return on investment. By measuring outcomes such as cost per hire, turnover cost, training effectiveness, time-to-productivity, and engagement impact, HR shows accountability and business acumen.
While assessing structures (A), redesigning compliance processes (B), and analyzing risk decisions (C) are valuable activities, they do not inherently build credibility unless their outcomes are quantified and tied to results. Measurement enables HR to speak the language of business and influence strategic decisions.
SPHR exam content emphasizes that HR credibility is grounded in evidence-based practice, analytics, and outcome measurement, positioning HR as a strategic partner rather than a support function.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (HR analytics; business acumen).
HRCI SPHR Study Guide - Building HR credibility through measurement and metrics.
NEW QUESTION # 31
Data integrity, employment practices liability insurance, OSHA, and workplace violence policies are all examples of which of the following HR functions?
Answer: B
Explanation:
Answer option D is correct.Risk management has influence that goes beyond the traditional safety role of HR, often influencing other HR functions such as EEO compliance (C), workforce planning (A) and employee relations (B). It revolves around removing or mitigating business risks, whether they are internal or external, or data- or employee-driven. See Chapters 4, 7, and 8 for more information. Chapter: Risk Management Objective: Risk Management
NEW QUESTION # 32
A summary plan description is not required for which of the following?
Answer: C
Explanation:
Answer option B is correct.Summary plan descriptions are required only for group health plans, and not for defined contribution plans, defined benefit plans, or FSAs. Chapter: Compensation and Benefits Objective: Review Questions
NEW QUESTION # 33
Data integrity, employment practices liability insurance, OSHA, and workplace violence policies are all examples of which of the following HR functions?
Answer: B
Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
Risk management has influence that goes beyond the traditional safety role of HR, often influencing other HR functions such as EEO compliance (C), workforce planning (A) and employee relations (B). It revolves around removing or mitigating business risks, whether they are internal or external, or data- or employee- driven. See Chapters 4, 7, and 8 for more information.
Chapter: Risk Management
Objective: Risk Management
NEW QUESTION # 34
Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?
Answer: C
Explanation:
Explanation/Reference:
Answer option B is correct.
The ADEA applies to all people of age 40 and above. There is no cap on the age limit of the ADEA.
Answer options D, C, and A are incorrect. The ADEA applies only to people of age 40 and above.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 35
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