Exam SPHR Syllabus - SPHR Latest Test Guide

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Talent Management23%- Career Development
  • 1. Design policies for return of employees
  • 2. Assess talent and develop career paths
  • 3. Develop employee career and growth opportunities
- Performance Management
  • 1. Design and evaluate strategies for performance management
  • 2. Align team and individual performance goals to organizational measures
  • 3. Evaluate strategies for employee satisfaction and retention
- Employee Development
  • 1. Develop training programs and initiatives
  • 2. Design and evaluate learning and development strategies
  • 3. Identify and implement leadership development strategies
Topic 2: 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. Analyze workforce metrics (turnover, cost per hire, retention rates)
  • 2. Manage HR information systems and data privacy
  • 3. Design and evaluate HR data indicators to inform strategic actions
Topic 3: Total Rewards17%- Benefits
  • 1. Evaluate effectiveness of total rewards programs
  • 2. Develop health, retirement, and wellness programs
  • 3. Design and evaluate benefits programs
- Compensation
  • 1. Evaluate market competitiveness and equity
  • 2. Develop base pay and incentive programs
  • 3. Design and evaluate compensation strategies
Topic 4: Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Develop workforce planning strategies
  • 2. Forecast talent supply and demand
  • 3. Analyze organizational needs and workforce gaps
- Talent Acquisition
  • 1. Evaluate effectiveness of talent acquisition programs
  • 2. Design and evaluate recruiting strategies
  • 3. Develop selection and hiring processes
Topic 5: Leadership and Strategy33%- Leading the HR Function
  • 1. Evaluate credibility and relevance of external information
  • 2. Develop HR strategic plans
  • 3. Influence people management practices
  • 4. Monitor organizational risk
- Developing HR Strategy
  • 1. Design and manage effective change strategies
  • 2. Develop and manage workplace practices aligned with vision, values, and ethics
  • 3. Evaluate organizational design and structure
  • 4. Contribute to organizational strategy and planning

>> Exam SPHR Syllabus <<

Pass Guaranteed 2026 HRCI Reliable SPHR: Exam The Professional in Human Resources (SPHR) Syllabus

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q250-Q255):

NEW QUESTION # 250
What type of dispute resolution believes that conflict is good and is used to resolve long-standing, deep-rooted conflicts within an organization?

Answer: D

Explanation:
Section: Volume B
Explanation/Reference:
Answer option B is correct.
Constructive confrontation believes that conflict is good and can be used to propel the company forward.
Constructive confrontation aims to move those in conflict from focusing on the nonessential items to focus on solving the problem.
Answer option A is incorrect. Alternative dispute resolution is a generic category of dispute resolution that doesn't involve lawsuits.
Answer option D is incorrect. Mediation doesn't believe that conflict is good - it does use a neutral, third party to help the parties negotiate a solution to the problems.
Answer option C is incorrect. Arbitration is often contract-mandated or court-mandated and is similar to mediation where both parties try to find a negotiated solution to an issue.
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: Dispute Resolution


NEW QUESTION # 251
Which of the following decisions result in a workforce reduction or transfer of employees to other jobs?

Answer: D

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


NEW QUESTION # 252
A summary plan description is not required for which of the following?

Answer: B

Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Summary plan descriptions are required only for group health plans, and not for defined contribution plans, defined benefit plans, or FSAs.
Chapter: Compensation and Benefits
Objective: Review Questions


NEW QUESTION # 253
Kelly would like to conduct the Delphi Technique with her employees to find out what issues and concerns the team has collectively. What is the Delphi Technique?

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysi


NEW QUESTION # 254
John's organization has collected several applications for an employment position within his organization.
The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
The Privacy Act of 1974 requires organizations to keep EEO-related matters private. This law is designed to protect the information the candidate has given to the organization as part of the application for the employment position.
Answer options C, B, and A are incorrect. These are not valid years from the Privacy Act of 1974.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning


NEW QUESTION # 255
......

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