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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Total Rewards17%- Compensation
  • 1. Develop base pay and incentive programs
  • 2. Design and evaluate compensation strategies
  • 3. Evaluate market competitiveness and equity
- Benefits
  • 1. Evaluate effectiveness of total rewards programs
  • 2. Design and evaluate benefits programs
  • 3. Develop health, retirement, and wellness programs
HR Information Management, Safety, and Security10%- HR Information Management
  • 1. Design and evaluate HR data indicators to inform strategic actions
  • 2. Manage HR information systems and data privacy
  • 3. Analyze workforce metrics (turnover, cost per hire, retention rates)
- Workplace Safety and Security
  • 1. Manage compliance with OSHA, HIPAA, emergency response plans
  • 2. Evaluate employee safety and security strategies
  • 3. Address building access and data security/privacy
Leadership and Strategy33%- Leading the HR Function
  • 1. Evaluate credibility and relevance of external information
  • 2. Monitor organizational risk
  • 3. Influence people management practices
  • 4. Develop HR strategic plans
- Developing HR Strategy
  • 1. Contribute to organizational strategy and planning
  • 2. Design and manage effective change strategies
  • 3. Develop and manage workplace practices aligned with vision, values, and ethics
  • 4. Evaluate organizational design and structure
Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Develop selection and hiring processes
  • 2. Design and evaluate recruiting strategies
  • 3. Evaluate effectiveness of talent acquisition programs
- Workforce Planning
  • 1. Forecast talent supply and demand
  • 2. Analyze organizational needs and workforce gaps
  • 3. Develop workforce planning strategies
Talent Management23%- Employee Development
  • 1. Develop training programs and initiatives
  • 2. Design and evaluate learning and development strategies
  • 3. Identify and implement leadership development strategies
- Performance Management
  • 1. Evaluate strategies for employee satisfaction and retention
  • 2. Design and evaluate strategies for performance management
  • 3. Align team and individual performance goals to organizational measures
- Career Development
  • 1. Develop employee career and growth opportunities
  • 2. Assess talent and develop career paths
  • 3. Design policies for return of employees

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SPHR PrüfungGuide, HRCI SPHR Zertifikat - The Professional in Human Resources (SPHR)

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HRCI The Professional in Human Resources (SPHR) SPHR Prüfungsfragen mit Lösungen (Q29-Q34):

29. Frage
The market your company operates within is changing and management is looking for you an SPHR for advice. They want you to identify risk that may affect the organization and take action to mitigate the identified risk events. What activity is management asking you to do?

Antwort: A

Begründung:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy Objective: Strategic Management


30. Frage
As an HR Professional, you need to be familiar with learning concepts. One such concept is orientation to learning. Which of the following statements best describes orientation to learning?

Antwort: D

Begründung:
Explanation/Reference:
Answer option A is correct.
Orientation to learning is one of Knowle's learning concepts for adults. Orientation to learning means that what's taught in the classroom should be immediately applicable in the workplace.
Answer option B is incorrect. This statement is an example of the learner's self-concept.
Answer option D is incorrect. This isn't a valid statement about orientation to learning.
Answer option C is incorrect. This choice is close to accurate, but must include a demand for the immediate application of the knowledge gained.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Talent Management


31. Frage
As a Senior HR Professional, you must be aware of contracts, laws, and commitments made to employees.
Which of the following statements is an example of an express contract that could affect a person's employment?

Antwort: C

Begründung:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
A verbal promise to continue employment under certain conditions is an example of an express contract. An express contract can negate employment at will.
Answer option C is incorrect. This statement is the definition of the employment at will relationship.
Answer option C is incorrect. This statement is an example of promissory estoppel - if the company doesn't follow through on the promise.
Answer option D is incorrect. This statement is likely an example of an employee who's going to experience constructive discharge. This happens when the employer makes the environment so hostile that the employee resigns.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
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


32. Frage
Which of the following Acts remains a major influence on basic compensation issues for businesses in the United States?

Antwort: A

Begründung:
Answer option C is correct.
Chapter: Compensation and Benefits
Objective: Compensation


33. Frage
Which of the following functional areas covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs?

Antwort: B

Begründung:
Answer option A is correct.Workforce Planning and Employment covers activities related to planning for and managing entry into and exit from the organization to meet changing business needs. This includes practices for evaluating workforce requirements, recruitment and selection, developing an employer brand, managing records, establishing a succession plan, and exiting employees from the organization.Answer option B is incorrect. Business Management and Strategy looks at the "big picture" of the organization and requires an understanding of overall business operations, basic knowledge of other functional areas in the organization, and the ability to interact and work effectively with those functions.Answer option C is incorrect. Human Resource Development utilizes training, development, change, and performance management programs to ensure that individuals with the required knowledge, skills, and abilities are available when needed to accomplish organization goals.Answer option D is incorrect. Employee and Labor Relations address the practices for building positive employment relationships in both union and nonunion environments. This includes employee relations programs, workplace policies and procedures, dispute resolution programs, and collective bargaining activities. Chapter: Certifying Human Resource Professionals Objective: Development of the Human Resource Body of Knowledge


34. Frage
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