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HRCI SPHR Exam Syllabus Topics:

TopicDetails
Topic 1
  • HR Information Management, Safety, and Security: This section assesses the skills of HR Information Managers and focuses on identifying necessary tools for reporting on organizational strategy while ensuring employee safety. Key responsibilities include aligning HR data privacy with organizational strategies and evaluating safety protocols. A critical skill here is ensuring compliance with data protection regulations.
Topic 2
  • Leadership and Strategy: This section of the exam measures the skills of HR Leaders and covers the development of HR strategies aligned with organizational goals, influencing people management practices, and assessing risks. Key skills include contributing to organizational strategy, executing HR initiatives, and analyzing factors impacting operations. A critical skill measured is the ability to develop effective HR strategies.
Topic 3
  • Talent Management: This section evaluates the skills of Talent Managers and emphasizes designing programs that foster a high-performing workforce. It includes assessing diversity, equity, and inclusion in workplace culture and developing succession plans. A significant skill assessed is the design of training programs that enhance employee development.
Topic 4
  • Workforce Planning and Talent Acquisition: This section assesses the skills of Talent Acquisition Specialists and focuses on forecasting talent needs and creating strategies to attract new employees. Responsibilities include evaluating organizational needs and developing recruitment strategies. A key skill in this area is the ability to analyze labor market trends for effective talent sourcing.
Topic 5
  • Total Rewards: This section measures the skills of Compensation Analysts and involves creating compensation and benefits strategies that align with organizational culture. Responsibilities include designing total rewards philosophies and evaluating compensation strategies. One important skill measured is the ability to create competitive compensation packages that attract talent.

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The SPHR exam is a comprehensive exam that covers a wide range of HR topics, including strategic management, workforce planning and employment, employee and labor relations, compensation and benefits, and risk management. SPHR Exam consists of 150 multiple-choice questions, and candidates have three hours to complete it. SPHR exam is computer-based and is administered at testing centers around the world.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q243-Q248):

NEW QUESTION # 243
You are an HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which EEO Report is a survey, collected every other year on even calendar years?

Answer: B

Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment Objective: Federal Employment Legislation


NEW QUESTION # 244
You have been asked to complete an HR audit of your organization. Which of the following is NOT a tool or technique that's appropriate for an HR audit?

Answer: A

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
Classroom training is a skills-enhancing approach to learning, not to completing an HR audit.
Answer option A is incorrect. Checklists are a valid approach to completing an HR audit.
Answer option D is incorrect. Surveys are a valid approach to completing an HR audit.
Answer option B is incorrect. Questionnaires of employees and management are a valid approach to completing an HR audit.
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: Human Resource Development
Objective: Talent Management


NEW QUESTION # 245
Beth is a nonexempt employee and she earns $17.45 per hour in her job. She has worked 40 hours this week, but management has requested that Beth work seven more hours this weekend. What is the total payment, before taxes, that Beth will be due for her work this week?

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
Beth will earn seven hours of overtime pay at $16.175 per hour, plus her regular 40 hours of pay of $698.
Answer option A is incorrect. $820.15 does not reflect Beth's overtime for the week.
Answer option B is incorrect. $698 doesn't include the overtime pay.
Answer option C is incorrect. $1,230.22 counts all of the hours Beth has worked as overtime pay.
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: Compensation


NEW QUESTION # 246
A standard employment practice that seems to be fair yet results in discrimination against a protected class is a description of what?

Answer: B

Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Disparate impact occurs when an employment practice that seems to be fair unintentionally discriminates against members of a protected class. Disparate treatment (B) occurs when a protected group is treated differently than other applicants or employees. The EEOC defines adverse impact (D) as a substantially different rate of selection in hiring, promotion, or another employment decision that works to the disadvantage of members of a race, a sex, or an ethnic group. Unfair treatment (A) can refer to any perceived difference in how employees are treated. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation


NEW QUESTION # 247
Your organization offers employees an employee contract as part of the employment proposition. In the contract, there's a requirement that disputes must be settled using arbitration. When an employment contract includes the requirement for disputes to be settled through arbitration, what term is assigned to this relationship?

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
Compulsory arbitration is a contract requirement, or sometimes mandated by the courts, that requires a solution to a problem to come from an arbitrator.
Answer option D is incorrect. Contractual arbitration may seem like a legitimate term, but the best answer is compulsory arbitration.
Answer option B is incorrect. Binding arbitration means that both parties agree to accept the arbitrator's findings.
Answer option C is incorrect. Ad hoc arbitration isn't a valid term; an ad hoc arbitrator is someone who's selected to hear just a single case.
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 # 248
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