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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Leadership and Strategy	40%	- Risk management and compliance 1. Design risk mitigation strategies 2. Analyze internal/external factors impacting operations - HR governance and ethics 1. Establish ethical guidelines and policies 2. Lead organizational change initiatives - Organizational strategy alignment 1. Contribute to organizational planning and vision 2. Develop and execute HR strategic plans
Talent Management and Development	12%	- Learning and development 1. Create leadership and career development programs 2. Evaluate training effectiveness - Performance management 1. Align goals with organizational success 2. Design and evaluate performance systems
Employee Relations and Engagement	20%	- Labor relations and compliance 1. Address workplace safety and security 2. Manage legal and regulatory requirements - Employee experience and culture 1. Design engagement and retention strategies 2. Foster diversity, equity, and inclusion
Workforce Planning and Talent Acquisition	16%	- Recruitment and selection 1. Ensure legal compliance in hiring 2. Develop sourcing and assessment methods - Talent forecasting and planning 1. Design staffing and succession strategies 2. Assess workforce needs and gaps
Total Rewards	12%	- Benefits and recognition 1. Develop benefit programs and incentives 2. Manage total rewards communication - Compensation strategy 1. Ensure compliance with pay laws 2. Design pay structures and philosophies

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q230-Q235):

NEW QUESTION # 230
Which of the following is used during the strategic planning process?

A. Quantitative analysis
B. Qualitative analysis
C. SWOT analysis
D. PEST analysis

Answer: D

Explanation:
Answer option A is correct.
Chapter: Business Management and Strategy
Objective: Strategy

NEW QUESTION # 231
Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?

A. IRS
B. Pension Benefit Guaranty Corporation
C. Department of Labor
D. FDIC

Answer: D

Explanation:
Explanation/Reference:
Answer option D is correct.
The FDIC is not one of the three agencies that help to enforce the requirements of ERISA.
Answer options A, B, and C are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management

NEW QUESTION # 232
A pregnant employee in a manufacturing plant discloses the pregnancy on the first day of employment. The employee works an overnight shift and does not have an accommodation request. The supervisor is concerned that the employee is unable to perform the job duties and contacts HR. What's the best option?

A. Explain to the employee that the position is unsafe for the fetus
B. Move the employee temporarily into a less physical role
C. Offer the employee an alternative job at the same pay rate
D. Keep the employee in their assigned role

Answer: D

Explanation:
Unless there is a medical restriction or request for accommodation, the employer must not take action. Making assumptions about ability or safety could constitute discrimination.
Under PDA and ADA, employers must allow pregnant employees to work unless there's a legitimate medical limitation or safety hazard substantiated by a physician.

NEW QUESTION # 233
Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?
Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.

A. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
B. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
C. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.within 30 days of the EEOC's findings.
D. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.

Answer: A

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
Once the EEOC has found that there is no reasonable cause, the complainant still has the right to file a private lawsuit against your company. The person is to file the lawsuit, however, within 90 days. The EEOC will send their findings to the employer and the complainant along with a right to sue letter -explaining the individual's rights to sue.
Answer option A is incorrect. The complainant can still seek to sue within 90 days.
Answer option D is incorrect. The complainant can still seek to sue within 90 days, not 30 days.
Answer option B is incorrect. The complainant can still seek to sue within 90 days, not 180 days.
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: Employee and Labor Relations
Objective: Federal Employment Legislation

NEW QUESTION # 234
A best practice when addressing compliance with the Sarbanes-Oxley Act of 2002 is to:

A. reward known whistleblowers.
B. partner with finance to implement safeguards.
C. introduce stock options instead of stock grant programs.
D. reduce executive compensation levels.

Answer: B

Explanation:
A best practice for Sarbanes-Oxley (SOX) compliance is to partner with finance to implement safeguards (D). At the SPHR level, SOX compliance is understood as an enterprise-wide governance responsibility, not solely a legal or HR function.
SOX focuses on internal controls, financial reporting integrity, accountability, and risk management. HR supports compliance by collaborating with finance and audit teams to implement controls related to executive compensation, ethics reporting, documentation, and access controls.
Rewarding whistleblowers (C) is not required by SOX and may create unintended incentives. Reducing executive compensation (B) does not address compliance requirements. Altering equity plans (A) is unrelated to internal controls.
SPHR exam content emphasizes cross-functional partnership as essential for effective governance and compliance frameworks.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (corporate governance; risk management).
* HRCI SPHR Study Guide - HR's role in SOX compliance.

NEW QUESTION # 235
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