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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q188-Q193):

NEW QUESTION # 188
Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position.
One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what?

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
Technically this is an example of disparate treatment. Fran has treated this applicant differently than the other applicants because the person says he speaks Spanish.
Answer option A is incorrect. There is no evidence of past discrimination in this example to make this choice correct.
Answer option B is incorrect. The disparate impact happens when a seemingly neutral policy has a disproportionately negative effect on the protected class.
Answer option D is incorrect. Accommodation is not a valid term for this scenario.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation


NEW QUESTION # 189
James is a highly productive salesperson who is required to share a team bonus with his co-workers if certain sales goals are met each month. He is frustrated with this compensation structure, because he believes his teammates do not contribute as much as he does to the final numbers. This is an example of what?

Answer: B

Explanation:
Section: Volume F
Explanation/Reference:
Answer option C is correct.
Distributive justice is a concept that speaks to perceived inequity in the distribution of outcomes. It is the result of the belief that an employee puts more into the system than they receive as an outcome when compared to the efforts of other organizational members. Procedural justice (B) is a perception of inequity in the procedures used to design or apply the pay structure. Wage inequity and pay disparity (A, D) are essentially the same thing, occurring when employees are either paid outside of current external position market value or internally based on compensable factors shared between jobs.
Chapter: Compensation and Benefits
Objective: Review Questions


NEW QUESTION # 190
In change management, there are generally considered to be three levels of motivational change. Which level of change management defines when people are brought to the level of accepting the change?

Answer: B

Explanation:
Explanation/Reference:
Answer option C is correct.
There are three levels of the change process: unfreezing, moving, and refreezing. Moving brings people to the realization that change will happen and starts the actual process of change.
There are three levels of the change process theory:
Unfreezing: This level brings people to the point of realizing that change will happen. Sometimes

people don't want organizational change to happen, but they need to realize the change will occur.
Moving: This level brings people to the realization that change will happen and starts the actual process

of change.
Refreezing: In this level of change process theory, the change becomes the new norm for the

organization, the outcome is evaluated, and additional changes occur to adjust the actual outcomes to those that are desired.
Answer option A is incorrect. Thawing is not one of the three levels of the change process.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development


NEW QUESTION # 191
Federal legislation does not specifically prohibit disparate treatment of caregivers, but claims of disparate treatment for employees caring for elders, children, or disabled family members increased 450 percent between 1990 and 2005. On what basis are these claims filed?
Each correct answer represents a complete solution. Choose all that apply.

Answer: B,C,D

Explanation:
Section: Volume F
Explanation/Reference:
Answer options D, A, and B are correct.
According to guidance published by the EEOC, caregivers are not a protected class, but there are circumstances in which disparate treatment becomes unlawful based on stereotyping prohibited by Title VII, association with disabled individuals prohibited by the ADA, or violations of FMLA caregiving requirements.
See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation


NEW QUESTION # 192
Roberta's company routinely tests all employees for illegal drug usage. Juan is refusing to participate in the drug test because he is an employee with a physical impairment that substantially limits his major life activities. Juan insists that the drug testing is a violation of the ADA's restrictions on medical examinations. Does the ADA prohibit illegal drug testing?

Answer: A

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation


NEW QUESTION # 193
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