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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Total Rewards	12%	- Compensation strategy 1. Ensure compliance with pay laws 2. Design pay structures and philosophies - Benefits and recognition 1. Develop benefit programs and incentives 2. Manage total rewards communication
Topic 2: Leadership and Strategy	40%	- Organizational strategy alignment 1. Contribute to organizational planning and vision 2. Develop and execute HR strategic plans - 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
Topic 3: Talent Management and Development	12%	- Performance management 1. Design and evaluate performance systems 2. Align goals with organizational success - Learning and development 1. Create leadership and career development programs 2. Evaluate training effectiveness
Topic 4: Employee Relations and Engagement	20%	- Employee experience and culture 1. Design engagement and retention strategies 2. Foster diversity, equity, and inclusion - Labor relations and compliance 1. Address workplace safety and security 2. Manage legal and regulatory requirements
Topic 5: Workforce Planning and Talent Acquisition	16%	- Talent forecasting and planning 1. Assess workforce needs and gaps 2. Design staffing and succession strategies - Recruitment and selection 1. Ensure legal compliance in hiring 2. Develop sourcing and assessment methods

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q31-Q36):

NEW QUESTION # 31
An organizational picket may lawfully take place when which of the following is true?

A. The union files a representation petition with the NLRB no later than 15 days after picketing starts.
B. The union members are unhappy with their current union and ask a new union to represent them.
C. There are fewer than 45 days left before the current collective-bargaining agreement expires.
D. The union wants to attract employees so they will authorize the union to represent them.

Answer: D

Explanation:
Explanation/Reference:
Answer option B is correct.
Organizational pickets may take place when no other union is currently representing employees at a company. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization

NEW QUESTION # 32
__________ occurs when the employer forces an employee to resign by creating a work environment that is so unpleasant.

A. Salting
B. Constructive discharge
C. Public policy exception
D. Reengineering

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation

NEW QUESTION # 33
When completing I-9 forms with the three employees whose forms cannot be located, the HR manager should:

A. use the current date at the time of completion
B. backdate to the employee's date of employment
C. backdate to the employee's date of employment plus three days
D. use the date of discovery

Answer: A

Explanation:
New I-9s must reflect theactual date of completion. Backdating is consideredfalsificationand can result in serious penalties. Use the current date and explain the situation if audited.
HR professionals must follow federal guidelines precisely -accuracy and transparencyoverride assumptions or appearance of procedural compliance.

NEW QUESTION # 34
Based on an analysis of the industry and labor market trends, a VP of Human Resources has determined that the best course of action for her company is to change from a narrow to a broadband salary structure.
The current structure has been in place for more than 15 years, and the VP is anticipating strong resistance to making the change. Which of the following tools should the VP use to convince the executive team to make the change?

A. Calculate the cost-benefit analysis.
B. Build a business case.
C. Conduct a SWOT analysis.
D. Calculate the return on investment.

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
A business case lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. ROI (B) and CBA (D) may be included as part of the business case, and a SWOT analysis (C) may have identified the need for a program or action.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 35
Which of the following is the first stage in a strategic human capital management planning cycle?

A. Assessing skill gaps
B. Identifying objectives
C. Evaluating resources
D. Outlining program activities

Answer: B

Explanation:
The first stage in a strategic human capital management planning cycle is identifying objectives (C). At the SPHR level, all human capital planning begins with clarity about business and organizational goals.
Identifying objectives establishes direction and purpose for workforce planning, talent development, and resource allocation. Without clearly defined objectives, subsequent steps-such as skill gap analysis, resource evaluation, or program design-lack alignment and relevance.
Assessing skill gaps (A) and evaluating resources (B) are diagnostic steps that follow objective setting. Outlining program activities (D) is an implementation step that occurs later in the cycle.
SPHR exam content emphasizes that effective human capital planning mirrors strategic planning logic: define goals first, then diagnose, design, and execute.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (human capital planning).
HRCI SPHR Study Guide - Strategic workforce and human capital planning cycles.

NEW QUESTION # 36
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