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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Develop workforce planning strategies
  • 2. Analyze organizational needs and workforce gaps
  • 3. Forecast talent supply and demand
- Talent Acquisition
  • 1. Design and evaluate recruiting strategies
  • 2. Evaluate effectiveness of talent acquisition programs
  • 3. Develop selection and hiring processes
HR Information Management, Safety, and Security10%- Workplace Safety and Security
  • 1. Evaluate employee safety and security strategies
  • 2. Manage compliance with OSHA, HIPAA, emergency response plans
  • 3. Address building access and data security/privacy
- HR Information Management
  • 1. Design and evaluate HR data indicators to inform strategic actions
  • 2. Analyze workforce metrics (turnover, cost per hire, retention rates)
  • 3. Manage HR information systems and data privacy
Leadership and Strategy33%- Leading the HR Function
  • 1. Evaluate credibility and relevance of external information
  • 2. Develop HR strategic plans
  • 3. Monitor organizational risk
  • 4. Influence people management practices
- Developing HR Strategy
  • 1. Design and manage effective change strategies
  • 2. Evaluate organizational design and structure
  • 3. Develop and manage workplace practices aligned with vision, values, and ethics
  • 4. Contribute to organizational strategy and planning
Total Rewards17%- Benefits
  • 1. Design and evaluate benefits programs
  • 2. Evaluate effectiveness of total rewards programs
  • 3. Develop health, retirement, and wellness programs
- Compensation
  • 1. Evaluate market competitiveness and equity
  • 2. Develop base pay and incentive programs
  • 3. Design and evaluate compensation strategies
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
- Employee Development
  • 1. Identify and implement leadership development strategies
  • 2. Design and evaluate learning and development strategies
  • 3. Develop training programs and initiatives
- 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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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q292-Q297):

NEW QUESTION # 292
There are four factors that contribute to an engaged workforce. Which of the following is NOT one of the four factors that will contribute to an engaged workforce?

Answer: D

Explanation:
Explanation/Reference:
Answer option A is correct.
The four factors that will contribute to an engaged workforce does not include looking for key performance metrics when hiring new talent. The correct fourth aspect of an engaged workforce is to look for talent as well as knowledge, skills, and abilities, when selecting employees.
Answer options B, C, and D are incorrect. Each of these is one of the four factors that contribute to an engaged workforce.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
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: Organizations


NEW QUESTION # 293
An organization requires that all new managers must complete the first six months of their assignment traveling to different geographical locales. Female employees feel that this requirement restricts them from management positions because they have family obligations that would prevent them from traveling. The requirement to travel for six months is likely an example of what type of discrimination in this instance?

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
The requirement to travel could be an example of disparate impact, as the requirements could screen out or prevent females with family obligations from traveling.
Answer option D is incorrect. Disparate treatment occurs when a member of a protected class is intentionally treated differently than other employees.
Answer option C is incorrect. This isn't an example of sexual harassment, as there is not a sexual advance being discussed in the question.
Answer option B is incorrect. This is a distracter for the question, and it is not a valid answer or term for the SHRP.
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 # 294
The best quality tool to use for gathering information about a specific problem is which of the following?

Answer: A

Explanation:
Answer option B is correct.An Ishikawa diagram is an effective tool for organizing information about a problem when brainstorming with a group. A Pareto chart (C) graphically represents the 80/20 rule. A stratification chart (A) shows the individual components of a problem in addition to the total or summary. A histogram (D) provides a way of looking at random occurrences to find out if there is a pattern. Chapter: Human Resource Development Objective: Review Questions


NEW QUESTION # 295
If a union wants to organize, it typically moves through five steps to the organizing process. Which step of union organization would require the union to collect at least 30 percent of signed authorization cards from employees?

Answer: C

Explanation:
Explanation/Reference:
Answer option D is correct.
The confirm interest stage, the second of five phases to unionization, typically requires 30 percent of the employees to sign an authorization card. Some unions may seek 50 percent of authorization cards, in some instances.
Answer option C is incorrect. Make a connection is the first stage of the unionization process. This stage is to establish a connection, to determine if there is any interest in the forming or joining of a union.
Answer option A is incorrect. The obtain recognition stage, the third stage of the unionization process, is to gain recognition from the employer. This stage causes the employer to give the NLRB a list of names and addresses of employees who are eligible to vote in the union certification election.
Answer option B is incorrect. The campaign stage of the unionization process if the fourth step in preparation for the final stage, the election to determine unionization of the employees.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Union Organization


NEW QUESTION # 296
Which of the following refers to the ability of a team to share and build upon their ideas without holding anything back?

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Human Resource Development
Objective: Organization Development


NEW QUESTION # 297
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