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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q140-Q145):

NEW QUESTION # 140
The best quality tool to use for gathering information about a specific problem is which of the following?

Answer: A

Explanation:
Answer option B is correct.An Ishikawa diagram is an effective tool for organizing information about a problem when brainstorming with a group. A Pareto chart (C) graphically represents the 80/20 rule. A stratification chart (A) shows the individual components of a problem in addition to the total or summary. A histogram (D) provides a way of looking at random occurrences to find out if there is a pattern. Chapter: Human Resource Development Objective: Review Questions


NEW QUESTION # 141
Which of the following is a legal term that describes an action that injures someone?

Answer: C

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


NEW QUESTION # 142
An effective progressive disciplinary process begins with which of the following?

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
An effective progressive disciplinary process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed. A written warning (A) is the second step of a formal disciplinary process. A verbal warning (B) is the first step. Suspensions (C) are usually the last step prior to termination. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations


NEW QUESTION # 143
"Thanks for such a great presentation! You'll always have a job with us." This is an example of what?

Answer: B

Explanation:
Answer option D is correct.An express contract can be oral or written and states what the parties to the contract agree to do. The duty of good faith and fair dealing (A) is a common-law doctrine that parties to an oral or written contract have an obligation to act in a fair and honest manner to facilitate achievement of the contract goals. An implied contract (C) can be created by conduct and doesn't have to be stated explicitly. Fraudulent misrepresentation (B) occurs when an employer makes false statements to entice a candidate to join the company. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation


NEW QUESTION # 144
Which of the following is the best initial step to ensure internal pay equity when changing an organization's compensation structure?

Answer: A

Explanation:
Job analysiscomes first-it provides objective data about the duties, responsibilities, and required qualifications for each role. This forms the basis foraccurate evaluation, comparison, and equityin pay decisions.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR-level compensation design begins with "valid job analysis to establish internal consistency and legal defensibility." Without this, pay decisions riskdiscrimination claims and internal misalignment.


NEW QUESTION # 145
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