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| Certification Vendor: | HRCI |
|---|---|
| Exam Name: | Senior Professional in Human Resources (SPHR) Certification Exam |
| Exam Number: | SPHR |
| Exam Format: | Multiple choice, Scenario-based questions |
| Exam Price: | Approximately USD 495โ595 (varies by region and eligibility status) |
| Real Exam Qty: | Approximately 140 (includes unscored pretest items) |
| Exam Duration: | 150 minutes |
| Passing Score: | 500 (scaled score range: 0โ700) |
| Related Certifications: | PHRi GPHR aPHRi PHR PHRca |
| Available Languages: | English |
| Certificate Validity Period: | 3 years |
| Recommended Training: | LinkedIn Learning SPHR Prep Courses HRCI Official Preparation Resources |
| Exam Registration: | HRCI SPHR Certification Overview |
| Sample Questions: | HRCI SPHR Sample Questions |
| Exam Way: | Computer-based testing at authorized test centers or online proctored delivery (availability varies by region) |
| Pre Condition: | Eligibility is based on professional HR experience; typically 4โ7 years depending on highest level of education. |
| Official Syllabus URL: | https://www.hrci.org |
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HRCI offers study materials and courses to help candidates prepare for the SPHR certification exam. These resources include study guides, practice exams, and online courses. Candidates can also attend in-person workshops and seminars to learn from HR experts and network with other HR professionals. HRCI also requires SPHR certified professionals to maintain their certification through continuing education and professional development activities.
To prepare for the SPHR exam, candidates can take advantage of a variety of study materials, including textbooks, study guides, and online courses. The HRCI also offers a variety of resources, including practice exams and study groups, to help candidates prepare for the exam. SPHR Exam itself is a computer-based test and consists of 150 multiple-choice questions. Candidates have three hours to complete the exam.
To be eligible for the SPHR certification, HR professionals must have a bachelor's degree and at least four years of HR experience. Alternatively, professionals with a master's degree can qualify with two years of HR experience. The Professional in Human Resources (SPHR) certification exam consists of 150 multiple-choice questions and takes around four hours to complete. SPHR exam is computer-based and is available at testing centers worldwide.
NEW QUESTION # 147
The motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve it is known as what?
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Vroom explains his theory with three terms: expectancy (the individual's assessment of their ability to achieve the goal), instrumentality (whether the individual believes they are capable of achieving the goal), and valence (whether the anticipated goal is worth the effort required to achieve it). Adams' equity theory (B) states that people are constantly comparing what they put into work to what they get from it.
McClelland's acquired needs theory (C) states that people are motivated by one of three factors:
achievement, affiliation, or power. McGregor's Theory X and Theory Y (D) explain how managers relate to employees. Theory X managers are autocratic, believing that employees do not want to take responsibility.
Theory Y managers encourage employees to participate in the decision-making process, believing that they respond to challenges. See Chapters 2 and 5 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Motivation Concepts
NEW QUESTION # 148
Which of the following ensures that employees working in different locations are paid at rates competitive in the labor market for specific jobs and locations?
Answer: B
Explanation:
Explanation/Reference:
Answer option A is correct.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 149
Which of the following is an example of an intrinsic reward?
Answer: A
Explanation:
Explanation/Reference:
Answer option C is correct.
Intrinsic rewards are those in which esteem is achieved from within oneself. D, B, and A are examples of extrinsic rewards that come from external sources.
Chapter: Compensation and Benefits
Objective: Review Questions
NEW QUESTION # 150
As a Senior HR Professional, you should be familiar with intrinsic rewards and extrinsic rewards that your company provides for its employees. Which of the following is an example of an intrinsic reward?
Answer: D
Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
An intrinsic reward is one that encourages individual self esteem, such as satisfaction from challenging and exciting assignments.
Answer option A is incorrect. Cash compensation is a monetary reward for employment.
Answer option D is incorrect. Esteem from working with other talented people is an extrinsic reward.
Answer option C is incorrect. An on-site cafeteria is an example of a non-monetary reward.
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 # 151
Which metric is used to determine organizational effectiveness?
Answer: A
Explanation:
The metric most commonly used to determine organizational effectiveness is revenue per full-time equivalent (FTE) (B). At the SPHR level, organizational effectiveness metrics evaluate how well an organization converts human capital into business results.
Revenue per FTE measures productivity by showing how much revenue is generated for each employee. This metric directly links workforce utilization to financial outcomes, making it a strong indicator of how effectively the organization leverages its people to achieve strategic objectives. Because it integrates both operational and financial performance, it is widely used by senior leadership to assess overall effectiveness.
Average time to fill (A) is a staffing efficiency metric. Benefit costs as a percentage of payroll (C) is a cost management indicator. Absenteeism trends (D) reflect engagement or attendance issues but do not directly measure organizational output or effectiveness.
SPHR exam content emphasizes that effectiveness metrics focus on outcomes and value creation, not process efficiency alone. Revenue per FTE provides a clear, comparable, and strategic measure of organizational performance.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (organizational effectiveness metrics).
HRCI SPHR Study Guide - Productivity and effectiveness measures.
NEW QUESTION # 152
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