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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Workforce Planning and Talent Acquisition16%- Talent forecasting and planning
  • 1. Design staffing and succession strategies
  • 2. Assess workforce needs and gaps
- Recruitment and selection
  • 1. Ensure legal compliance in hiring
  • 2. Develop sourcing and assessment methods
Total Rewards12%- Compensation strategy
  • 1. Design pay structures and philosophies
  • 2. Ensure compliance with pay laws
- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication
Leadership and Strategy40%- Risk management and compliance
  • 1. Design risk mitigation strategies
  • 2. Analyze internal/external factors impacting operations
- Organizational strategy alignment
  • 1. Develop and execute HR strategic plans
  • 2. Contribute to organizational planning and vision
- HR governance and ethics
  • 1. Establish ethical guidelines and policies
  • 2. Lead organizational change initiatives
Employee Relations and Engagement20%- Labor relations and compliance
  • 1. Manage legal and regulatory requirements
  • 2. Address workplace safety and security
- Employee experience and culture
  • 1. Foster diversity, equity, and inclusion
  • 2. Design engagement and retention strategies
Talent Management and Development12%- Performance management
  • 1. Align goals with organizational success
  • 2. Design and evaluate performance systems
- Learning and development
  • 1. Create leadership and career development programs
  • 2. Evaluate training effectiveness

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q276-Q281):

NEW QUESTION # 276
During implementation of a successful merger or acquisition, HR adds the most value by:

Answer: C

Explanation:
Retention of key talent prevents disruption, maintains institutional knowledge, and ensures continuity. Retention plans can include incentives, development paths, and role clarity.
SPHR integration strategies emphasize "targeted retention planning for high-impact individuals as essential to successful post-merger stabilization".


NEW QUESTION # 277
Which of the following is additional pay for working in dangerous conditions?

Answer: D

Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Hazard pay is additional pay for working in dangerous conditions.
Answer option A 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.
Answer option B is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.
Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.
Chapter: Compensation and Benefits
Objective: Compensation


NEW QUESTION # 278
Which of the following collects data from employers throughout the United States in order to put this information on its website?

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning


NEW QUESTION # 279
You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?

Answer: C

Explanation:
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 # 280
Which of the following prohibits health insurance providers from discriminating on the basis of health status and limited restrictions for preexisting conditions?

Answer: D

Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes


NEW QUESTION # 281
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