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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Talent Management23%- Performance Management
  • 1. Align team and individual performance goals to organizational measures
  • 2. Evaluate strategies for employee satisfaction and retention
  • 3. Design and evaluate strategies for performance management
- Employee Development
  • 1. Develop training programs and initiatives
  • 2. Design and evaluate learning and development strategies
  • 3. Identify and implement leadership development strategies
- Career Development
  • 1. Assess talent and develop career paths
  • 2. Design policies for return of employees
  • 3. Develop employee career and growth opportunities
Topic 2: Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Design and evaluate recruiting strategies
  • 2. Develop selection and hiring processes
  • 3. Evaluate effectiveness of talent acquisition programs
- Workforce Planning
  • 1. Develop workforce planning strategies
  • 2. Forecast talent supply and demand
  • 3. Analyze organizational needs and workforce gaps
Topic 3: Total Rewards17%- Compensation
  • 1. Design and evaluate compensation strategies
  • 2. Develop base pay and incentive programs
  • 3. Evaluate market competitiveness and equity
- Benefits
  • 1. Develop health, retirement, and wellness programs
  • 2. Design and evaluate benefits programs
  • 3. Evaluate effectiveness of total rewards programs
Topic 4: HR Information Management, Safety, and Security10%- HR Information Management
  • 1. Manage HR information systems and data privacy
  • 2. Analyze workforce metrics (turnover, cost per hire, retention rates)
  • 3. Design and evaluate HR data indicators to inform strategic actions
- Workplace Safety and Security
  • 1. Address building access and data security/privacy
  • 2. Manage compliance with OSHA, HIPAA, emergency response plans
  • 3. Evaluate employee safety and security strategies
Topic 5: Leadership and Strategy33%- Developing HR Strategy
  • 1. Develop and manage workplace practices aligned with vision, values, and ethics
  • 2. Design and manage effective change strategies
  • 3. Contribute to organizational strategy and planning
  • 4. Evaluate organizational design and structure
- Leading the HR Function
  • 1. Influence people management practices
  • 2. Monitor organizational risk
  • 3. Develop HR strategic plans
  • 4. Evaluate credibility and relevance of external information

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HRCI The Professional in Human Resources (SPHR) 認定 SPHR 試験問題 (Q178-Q183):

質問 # 178
When conducting due diligence for a potential acquisition, which of the following is HR's most important consideration?

正解：D

解説：
HR's most important consideration during acquisition due diligence is organizational culture (B). At the SPHR level, cultural compatibility is recognized as one of the strongest predictors of post-acquisition success or failure.
Organizational culture shapes decision-making, leadership behavior, risk tolerance, communication styles, and employee engagement. Cultural misalignment can lead to talent loss, resistance to change, productivity decline, and failure to realize anticipated synergies-regardless of how well financial or operational elements are planned.
While leadership structure (A), benefits integration (C), and severance obligations (D) are important transactional considerations, they are easier to resolve than deeply embedded cultural differences.
SPHR exam content consistently emphasizes HR's role in identifying, assessing, and planning for cultural integration risks during mergers and acquisitions, positioning culture as a top strategic concern.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (MandA due diligence; culture).
HRCI SPHR Study Guide - HR considerations in mergers and acquisitions.


質問 # 179
A correlation coefficient is an example of a type of what?

正解：D

解説：
Explanation/Reference:
Answer option B is correct.
Qualitative analysis is a form of research that uses mathematical models such as correlation, correlation coefficient, and measures of central tendency to provide solutions to problems. Quantitative analysis attempts to measure historical data (B), a job evaluation measures the relative value of each job within the organization (C) and a learning matrix is a generic term that can be used to identify organizational learning strategies (D) . See Chapters 2 and 4 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis


質問 # 180
Which of the following Acts requires employers to record health and safety incidents that occur each year and to document steps they take to comply with regulations?

正解：A

解説：
Section: Volume G
Explanation/Reference:
Answer option A is correct.
Chapter: Risk Management
Objective: Risk Assessment


質問 # 181
Which of the following is the best definition of the Scanlon Plan?

正解：C

解説：
Explanation/Reference:
Answer option D is correct.
The Scanlon Plan is a cost saving productivity-incentive plan. It was created in the 1930s by Joseph Scanlon. In this plan, employees are rewarded for productivity and cost savings to promote performance of the organization.
Answer option C is incorrect. This is an example of a commission-based pay or a per-unit productivity pay.
Answer option A is incorrect. This is a generic definition of variable pay and isn't the best choice for the question.
Answer option B is incorrect. This isn't a definition of the Scanlon Plan.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined


質問 # 182
One reason for an organization to include social responsibility as part of its talent strategy is to:

正解：B

解説：
Including social responsibility as part of an organization's talent strategy primarily helps enhance employee engagement and retention (A). At the SPHR level, corporate social responsibility (CSR) is viewed as a strategic lever that strengthens the employee value proposition and employer brand.
Employees increasingly seek employers whose values align with their own. Organizations that demonstrate commitment to ethical practices, sustainability, diversity, community involvement, and social impact foster stronger emotional attachment and pride among employees. This sense of purpose increases engagement, discretionary effort, and long-term commitment.
While social responsibility may indirectly support recruiting standards (B) or referral programs (C), these are secondary benefits. Recruiting applicants with more experience (D) is not a direct outcome of CSR initiatives. The most consistent and measurable HR benefit is improved engagement and retention, particularly among younger and values-driven workforce segments.
SPHR exam content emphasizes that talent strategies must address not only compensation and career opportunities but also organizational values and purpose, which are critical to retention in competitive labor markets.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Talent Planning and Acquisition (employer branding; engagement drivers).
HRCI SPHR Study Guide - Role of corporate social responsibility in talent strategy.


質問 # 183
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