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HRCI SPHR Exam Syllabus Topics:

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

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

NEW QUESTION # 188
If an employee files a complaint with OSHA, under which of the following would they be protected?

Answer: A

Explanation:
Explanation/Reference:
Answer option A is correct.
Whistleblower standards protect an employee's right to file a complaint to OSHA about a workplace safety or health hazard. It is considered a basic employee right granted under the OSH act in 1970. Emergency action (D) is a type of plan required by OSHA, and the general duty clause (B) states that employers have a general duty to provide a safe and healthy workplace for employees.
Chapter: Risk Management
Objective: Review Questions


NEW QUESTION # 189
Which of the following scenarios are considered Fair Labor Standards Act (FLSA) violations? (Select TWO options.)

Answer: A,C

Explanation:
* A: Deductions from exempt employees for partial-day absences violate FLSA, which requiressalaried exempt employees be paid their full salaryregardless of hours worked, with few exceptions.
* C: Employers must pay forall hours worked, even if the employee stays late or skips a break unapproved-"suffered or permitted to work"under FLSA.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR-level compliance includes "applying wage and hour laws to ensure proper classification, compensation, and time tracking." FLSA violations often stem from misinterpretingexempt rules or meal period work time.


NEW QUESTION # 190
John is the Senior HR Professional for his organization. He is working with Nancy to establish an Internal Audit and Reporting System as part of their Affirmative Action Plan. Nancy wants to know why they need this Internal Audit and Reporting System. Which of the following is the best answer for Nancy?

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
An Audit and Reporting System is used to measure the overall effectiveness of the Affirmative Action Plan and program within the organization.
Answer option D is incorrect. Labor analysis is an input to the development of the system, not a result of using the system.
Answer option B is incorrect. Job group analysis, utilization analysis, and placement goals are used to measure the utilization of women and minorities in the organization, not the Internal Audit and Reporting System.
Answer option C is incorrect. Human resource leadership is not measured by the Internal Audit and Reporting System.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation


NEW QUESTION # 191
Which of the following provides additional pay for work that is considered beyond the minimum requirements of the job?

Answer: C

Explanation:
Section: Volume F
Explanation/Reference:
Answer option A is correct.
Chapter: Compensation and Benefits
Objective: Compensation


NEW QUESTION # 192
The ability of an employee to use multiple skill sets on the job represents which of the following job- enrichment activities?

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
Skill variety is one of many job-enrichment activities introduced by J.R. Hackman. Enriching the work of employees can lead to greater job satisfaction and retention. Task variety (D), task identity (C) and job rotation (A) are other job enrichment activities that allow employees to vary their job tasks, identify the whole of the work produced, and be cross-trained in multiple functions. See Chapter 5 for more information.
Chapter: Human Resource Development
Objective: Talent Management


NEW QUESTION # 193
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