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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
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
Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Forecast talent supply and demand
  • 2. Analyze organizational needs and workforce gaps
  • 3. Develop workforce planning strategies
- Talent Acquisition
  • 1. Evaluate effectiveness of talent acquisition programs
  • 2. Develop selection and hiring processes
  • 3. Design and evaluate recruiting strategies
Total Rewards17%- Benefits
  • 1. Design and evaluate benefits programs
  • 2. Develop health, retirement, and wellness programs
  • 3. Evaluate effectiveness of total rewards programs
- Compensation
  • 1. Evaluate market competitiveness and equity
  • 2. Design and evaluate compensation strategies
  • 3. Develop base pay and incentive programs
Leadership and Strategy33%- Developing HR Strategy
  • 1. Contribute to organizational strategy and planning
  • 2. Develop and manage workplace practices aligned with vision, values, and ethics
  • 3. Evaluate organizational design and structure
  • 4. Design and manage effective change strategies
- Leading the HR Function
  • 1. Monitor organizational risk
  • 2. Develop HR strategic plans
  • 3. Influence people management practices
  • 4. Evaluate credibility and relevance of external information
Talent Management23%- 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
- Career Development
  • 1. Develop employee career and growth opportunities
  • 2. Assess talent and develop career paths
  • 3. Design policies for return of employees
- Employee Development
  • 1. Design and evaluate learning and development strategies
  • 2. Identify and implement leadership development strategies
  • 3. Develop training programs and initiatives

>> Valid SPHR Exam Topics <<

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q279-Q284):

NEW QUESTION # 279
Which of the following activities does not contribute to ergonomic injuries?

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
Ergonomic injuries are caused by repeated stress to a part of the body. A fall down the stairs is a single occurrence and therefore not an ergonomic injury. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment


NEW QUESTION # 280
You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
Manual workers, i.e. people that complete repetitive work with their hands, physical skill, and energy, can never be exempted from overtime pay.
Answer options B, C, and D are incorrect. Sales people, managers, and administrative assistants can be exempted from overtime pay.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management


NEW QUESTION # 281
Which of the following creates a variety of affirmative action obligations for employers with federal government contracts?

Answer: A

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation


NEW QUESTION # 282
Which of the following occurs when an employer makes untrue promises or claims to a candidate?

Answer: A

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
Fraudulent misrepresentation occurs when an employer makes untrue promises or claims to a candidate.
Answer option A is incorrect. A lockout occurs when management shuts down operations to keep the union from working.
Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.
Answer option B is incorrect. Constructive discharge occurs when the employer forces an employee to resign by creating a work environment that is unpleasant for the person.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 283
When planning the expansion of a department, HR should begin with:

Answer: B

Explanation:
When planning the expansion of a department, HR should begin by evaluating the skills of current employees (B). At the SPHR level, expansion planning starts with understanding internal capability and capacity before seeking external solutions.
Evaluating existing skills helps HR determine whether expansion needs can be met through internal redeployment, upskilling, or promotion-often faster and more cost-effective than external hiring. This assessment also identifies gaps that inform future hiring or training strategies.
Competitor analysis (A) and industry benchmarking (C) provide context but do not assess internal readiness. Training needs analysis (D) follows once skill gaps are identified.
SPHR exam content emphasizes that strategic growth planning begins with internal talent assessment, ensuring optimal use of existing human capital.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (workforce expansion; talent assessment).
HRCI SPHR Study Guide - Internal capability analysis for organizational growth.


NEW QUESTION # 284
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