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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Leadership and Strategy33%- Leading the HR Function
  • 1. Influence people management practices
  • 2. Develop HR strategic plans
  • 3. Monitor organizational risk
  • 4. Evaluate credibility and relevance of external information
- 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
Topic 2: Talent Management23%- Employee Development
  • 1. Identify and implement leadership development strategies
  • 2. Develop training programs and initiatives
  • 3. Design and evaluate learning and development strategies
- Career Development
  • 1. Assess talent and develop career paths
  • 2. Design policies for return of employees
  • 3. Develop employee career and growth opportunities
- Performance Management
  • 1. Align team and individual performance goals to organizational measures
  • 2. Evaluate strategies for employee satisfaction and retention
  • 3. Design and evaluate strategies for performance management
Topic 3: HR Information Management, Safety, and Security10%- 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
- 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
Topic 4: Total Rewards17%- Benefits
  • 1. Develop health, retirement, and wellness programs
  • 2. Design and evaluate benefits programs
  • 3. Evaluate effectiveness of total rewards programs
- Compensation
  • 1. Design and evaluate compensation strategies
  • 2. Evaluate market competitiveness and equity
  • 3. Develop base pay and incentive programs
Topic 5: Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Evaluate effectiveness of talent acquisition programs
  • 2. Design and evaluate recruiting strategies
  • 3. Develop selection and hiring processes
- Workforce Planning
  • 1. Forecast talent supply and demand
  • 2. Develop workforce planning strategies
  • 3. Analyze organizational needs and workforce gaps

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q135-Q140):

NEW QUESTION # 135
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 # 136
Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?

Answer: C

Explanation:
Answer option B is correct.A focus group is often used to find an employee-driven solution
to a problem. Focus groups typically, but not always, include sampling of employees from
across the organization. Focus groups should be led by neutral moderators, rather than
members of the management.
What are focus groups?
Focus groups are directed conversations for gathering ideas, opinions about a product,
service, problem, or opportunity.
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: Employee Relations


NEW QUESTION # 137
Which of the following requires employees to act within the authority granted by the
employer?

Answer: A

Explanation:
Answer option D is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 138
Mark is an HR Professional for his organization and he has been given the assignment to create an Affirmative Action Plan for his company. Mark will also be considered to be designated the responsibility for this Affirmative Action Plan. What does the designation of responsibility mean?

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 # 139
An HR director decided not to interview a qualified applicant because of personal knowledge that the applicant's family has a history of cancer. The director's decision created an alternative risk of:

Answer: B

Explanation:
This scenario falls squarely undergenetic discrimination, which is prohibited byGINA (Genetic Information Nondiscrimination Act). GINA forbids employers from using genetic information, including family medical history, in hiring, firing, or promotion decisions.
Extract from HRCI-aligned HR knowledge: TheEmployee Relations and Engagementdomain includes
"ensuring compliance with employment law including GINA, ADA, and FMLA." HR must never use genetic data (including family health history) in employment decisions, as this poses afederal liability risk.


NEW QUESTION # 140
......

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