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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
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. Evaluate employee safety and security strategies
  • 3. Manage compliance with OSHA, HIPAA, emergency response plans
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. Evaluate credibility and relevance of external information
  • 3. Develop HR strategic plans
  • 4. Monitor organizational risk
Total Rewards17%- Compensation
  • 1. Develop base pay and incentive programs
  • 2. Design and evaluate compensation strategies
  • 3. Evaluate market competitiveness and equity
- Benefits
  • 1. Design and evaluate benefits programs
  • 2. Evaluate effectiveness of total rewards programs
  • 3. Develop health, retirement, and wellness programs
Talent Management23%- Career Development
  • 1. Design policies for return of employees
  • 2. Develop employee career and growth opportunities
  • 3. Assess talent and develop career paths
- Employee Development
  • 1. Identify and implement leadership development strategies
  • 2. Design and evaluate learning and development strategies
  • 3. Develop training programs and initiatives
- 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
Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Evaluate effectiveness of talent acquisition programs
  • 2. Design and evaluate recruiting strategies
  • 3. Develop selection and hiring processes
- Workforce Planning
  • 1. Analyze organizational needs and workforce gaps
  • 2. Develop workforce planning strategies
  • 3. Forecast talent supply and demand

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最新的 HR Certification Institute SPHR 免費考試真題 (Q107-Q112):

問題 #107
A union philosophy statement may have all of the following except which?

答案：C

解題說明：
Explanation/Reference:
Answer option B is correct.
A company cannot threaten employees or make promises to them contingent on the workforce remaining union free. A philosophy statement should be geared toward communicating the company's desire to work directly with the employees in discussions about working conditions or benefits. If a union does attempt to organize, it is important for the employer to work directly with outside council to determine the strategic benefits of discussing the desire to remain union free and the disadvantages/limitations of unions as employee representatives.
Chapter: Employee and Labor Relations
Objective: Review Questions


問題 #108
Once certified, which of the following actions will a union take first?

答案：A

解題說明：
Once a union is certified as the exclusive bargaining representative, the first action it will take is to begin to negotiate with the employer (B). Certification triggers the employer's legal duty to bargain in good faith over terms and conditions of employment.
Collective bargaining is the foundational purpose of union representation. Through negotiations, the union seeks to establish a collective bargaining agreement (CBA) that addresses wages, hours, benefits, and other mandatory subjects of bargaining. All other outcomes-such as wage increases, benefit enhancements, or union dues checkoff-are achieved through negotiation, not automatically upon certification.
Union checkoff (A) must be negotiated and agreed upon; it cannot be unilaterally imposed. Collecting unionization costs from the employer (C) is incorrect; unions are funded by member dues. Obtaining increased wages and benefits (D) is a potential result of bargaining, not the first action.
SPHR exam content emphasizes understanding post-certification obligations and sequencing in labor relations. The immediate next step after certification is bargaining, not implementation of outcomes.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (union certification; duty to bargain).
HRCI SPHR Study Guide - Collective bargaining process following union certification.


問題 #109
Which of the following provides an anonymous means by which employees can provide ideas for improvements to management?

答案：B

解題說明：
nswer option A is correct.
Chapter: Employee and Labor Relations
Objective: Employee Relations


問題 #110
What are the best steps for HR to take when two employees are engaged in an intimate relationship? (Select TWO options.)

答案：B,C

解題說明：
When employees engage in an intimate relationship, HR should refer to organizational policy (A) and determine reporting relationships (B). At the SPHR level, the primary concerns are conflict of interest, power imbalance, and risk mitigation.
Policies-such as fraternization or conflict-of-interest policies-provide guidance on acceptable conduct, disclosure requirements, and corrective actions. Determining reporting relationships is essential to identify potential supervisory conflicts that could lead to favoritism, harassment claims, or retaliation.
Counseling employees (C) may be appropriate later but is not the first step. Doing nothing (D) ignores potential risk. Relocation (E) may be considered if a reporting conflict exists, but it is not an initial step.
SPHR exam content emphasizes proactive, policy-driven responses to workplace relationships to protect employees and the organization.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (workplace conduct; conflict of interest).
* HRCI SPHR Study Guide - Managing workplace relationships and risk.


問題 #111
Which of the following factors are to be assessed before creating a training strategy?

答案：A

解題說明：
Comprehensive and Detailed 250 to 350 words of Explanation (aligned to SPHR-level HR practice):
Before an organization builds a training strategy, it should complete a needs assessment (often framed as organizational, task/work, and learner/person analyses). The goal is to confirm that training is the right solution, that the organization is ready to support it, and that the expected outcomes justify the investment.
Among the options, Leadership acceptance (C) is the most foundational "pre-strategy" factor because training initiatives routinely fail when leaders do not actively sponsor them. Leadership acceptance signals that the training aligns with business priorities, that managers will reinforce new behaviors on the job, and that participants will be given time and support to apply learning. In SPHR practice, leadership sponsorship is also a key enabler for funding approvals, change management, accountability, and measurement expectations.
Cost analysis (B) and departmental workflows (D) are also commonly assessed early, but they typically occur within the broader needs assessment and feasibility planning-often after confirming sponsorship and strategic alignment. Cost analysis helps determine budget constraints and ROI expectations; workflow analysis helps identify performance gaps, process barriers, timing constraints, and whether the issue is truly a skill/knowledge gap versus a process, resource, or role-design problem.
Program design (A) is generally not assessed before creating the strategy; it is a downstream activity that follows needs assessment and strategy decisions (audience, objectives, delivery approach, metrics). In other words: you secure organizational readiness-especially leadership buy-in-then you design the program.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Learning and Development (needs assessment; aligning LandD solutions to business strategy; stakeholder support).
HRCI SPHR Preparation/Study Guidance (Learning and Development topics) - Emphasis on assessing organizational readiness and leadership support before solution design and implementation.


問題 #112
......

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