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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q274-Q279):

NEW QUESTION # 274
In which of the following types of interview does the interviewer ask broad questions and allow the candidate to guide the conversation?

Answer: D

Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs


NEW QUESTION # 275
Which of the following groups have not been identified for protection under the Americans with Disabilities Act as it relates to substance abuse?

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
Current users of illegal drugs are specifically excluded from protection under the ADA. The ADA, however, does not require that an employer retain any employee whose substance abuse-regardless of the status or type of substance-represents a serious safety risk to themselves or others. Recovering addicts are protected by the ADA. And, depending on certain conditions, users of legal substances such as alcohol or prescription drugs may be protected by the ADA.
Chapter: Risk Management
Objective: Review Questions


NEW QUESTION # 276
Which of the following organizational structures would be most effective for a company with three distinct commodities for sale?

Answer: B

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
A product-based structure is useful for an organization with multiple well-defined product lines. The structure and subsequent job responsibilities are divided by product line, rather than shared company-wide. The functional structure (A) is the more traditional format where the organization is divided by departments such as production and sales. A divisional structure (C) groups the company based on market or industry, useful for decentralized divisions. A flat line structure (B) is a different term for a seamless organization, one in which hierarchies do not exist.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions


NEW QUESTION # 277
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

Answer: C

Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of
1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option B is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.
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 # 278
A correlation coefficient is an example of a type of what?

Answer: C

Explanation:
Section: Volume A
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


NEW QUESTION # 279
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