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HRCI SPHR Exam Syllabus Topics:

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

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

NEW QUESTION # 188
The best quality tool to use for gathering information about a specific problem is which of the following?

Answer: B

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 # 189
Which of the following tests is also known as honesty test?

Answer: B

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


NEW QUESTION # 190
Which of the following Supreme Court cases found that an employer can be held liable for the sexual harassment of its employees?

Answer: D

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. Chapter 7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 191
The most effective corporate social responsibility (CSR) program is one that:

Answer: D

Explanation:
CSR is most effective when embedded into strategy - serving brand, community, and long-term sustainability. It's not an add-on; it's strategic infrastructure.
SPHR strategic planning recognizes CSR as "a strategic function that aligns ethics, public perception, and competitive advantage."


NEW QUESTION # 192
Which of the following ensures that employees in different locations are paid at rates competitive in the labor market for specific jobs and locations?

Answer: A

Explanation:
Explanation/Reference:
Answer option A is correct.
Geographic pay ensures that employees in different locations are paid at rates competitive in the labor market for specific jobs and locations.
Answer option D is incorrect. If employees are called to work before or after their scheduled hours, they will get paid extra for that. This is known as call-back pay.
Answer option C is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.
Answer option B is incorrect. If an employee is called by the employer for work and there is no work available, the employer may be required by state law or employment agreements to pay for a minimum number of hours of work. This is known as reporting pay.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined


NEW QUESTION # 193
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