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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: HR Information Management, Safety, and Security	10%	- HR Information Management 1. Analyze workforce metrics (turnover, cost per hire, retention rates) 2. Manage HR information systems and data privacy 3. Design and evaluate HR data indicators to inform strategic actions - 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
Topic 2: Talent Management	23%	- Employee Development 1. Design and evaluate learning and development strategies 2. Identify and implement leadership 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 - Career Development 1. Assess talent and develop career paths 2. Design policies for return of employees 3. Develop employee career and growth opportunities
Topic 3: Workforce Planning and Talent Acquisition	17%	- Talent Acquisition 1. Design and evaluate recruiting strategies 2. Evaluate effectiveness of talent acquisition programs 3. Develop selection and hiring processes - Workforce Planning 1. Analyze organizational needs and workforce gaps 2. Forecast talent supply and demand 3. Develop workforce planning strategies
Topic 4: Total Rewards	17%	- Benefits 1. Evaluate effectiveness of total rewards programs 2. Design and evaluate benefits programs 3. Develop health, retirement, and wellness programs - Compensation 1. Evaluate market competitiveness and equity 2. Design and evaluate compensation strategies 3. Develop base pay and incentive programs
Topic 5: Leadership and Strategy	33%	- Leading the HR Function 1. Develop HR strategic plans 2. Influence people management practices 3. Monitor organizational risk 4. Evaluate credibility and relevance of external information - Developing HR Strategy 1. Evaluate organizational design and structure 2. Contribute to organizational strategy and planning 3. Develop and manage workplace practices aligned with vision, values, and ethics 4. Design and manage effective change strategies

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HRCI SPHR Questions: [2026] To Pass Exam On the 1st Attempt

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q195-Q200):

NEW QUESTION # 195
One of the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 is that employers must grant a leave of absence for military service. Typically, how long must an employer grant leave to the individual for military service?

A. One year
B. Two weeks
C. Seven years
D. Five years

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 # 196
Gina is a receptionist for her company and she is a non-exempt employee. She works between the hours of 8AM and 5PM. During the day she is required to be at the front desk at all times, except for small breaks to use the restroom. Gina is often required by her company to remain at the desk for her lunch. When Gina has to eat her lunch at the front desk is she to be compensated for this time or not?

A. No, because she is non-exempt
B. Yes, because she is required to be at the desk
C. Yes, because she is non-exempt
D. No, because she is eating lunch

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
Under the Fair Labor Standards Act, rest periods and meal periods are not required but when they are provided, the time periods are subject to its requirements. Meal periods of 30 minutes or longer are not compensable unless the employee is required to work during the meal.
Answer option A is incorrect. The non-exempt status does not affect the payment of the requirements to work through lunch.
Answer option B is incorrect. Gina may be eating lunch, but she is required to stay at the front desk during her meal.
Answer option C is incorrect. The non-exempt status does not affect the payment of the requirements to work through lunch.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 197
An employee has resigned. During the exit interview, the employee tells HR that the reason for the resignation is that for the last 3 months the supervisor has been hostile, refused to provide instructions on work assignments, given the employee all the most unpleasant tasks in the department, and verbally reprimanded the employee in front of co-workers and customers. The employee may have a cause of legal action based on which of the following?

A. Promissory estoppel
B. The employer's duty of good faith and fair dealing
C. Fraudulent misrepresentation
D. Constructive discharge

Answer: D

Explanation:
Answer option C is correct.Constructive discharge occurs when the employer forces an employee to resign by creating a work environment that is so unpleasant a reasonable person would resign. The duty of good faith and fair dealing (B) applies to contracts, requiring both parties to act in a fair and honest manner with each other to ensure that benefits of the contract are realized. Promissory estoppel (D) occurs when an employer entices an employee to take an action by promising a reward but then does not follow through on the reward. Fraudulent misrepresentation (A) occurs when an employer makes untrue promises or claims to a candidate. Chapter: Employee and Labor Relations Objective: Review Questions

NEW QUESTION # 198
During the union-organizing process, how is the bargaining unit determined?

A. By the employees during the election
B. By the National Labor Relations Board
C. By the union organizers
D. Jointly, by the union and the employer

Answer: B

Explanation:
Answer option D is correct.The National Labor Relations Board (NLRB) determines which jobs will be included in the bargaining unit based on the "community of interest" shared by the requirements of the jobs. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation

NEW QUESTION # 199
Offering training in cross-cultural conflict management is one example of what?

A. Generational diversity effort
B. Qualitative analysis
C. Cultural competence
D. An industry best practice

Answer: C

Explanation:
Section: Volume E
Explanation/Reference:
Answer option B is correct.
Cultural competence considers the diversity efforts necessary to achieve corporate aims such as reflecting the population and increasing the applicant candidate pool. It measures the ability of a company to function effectively in the context of these diverse beliefs. Conflict management training is one example of an HR behavior that addresses an organization's cultural competency.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 200
......

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