SPHR Prüfungsfragen, SPHR Fragen und Antworten, The Professional in Human Resources (SPHR)

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Talent Management and Development12%- Learning and development
  • 1. Evaluate training effectiveness
  • 2. Create leadership and career development programs
- Performance management
  • 1. Design and evaluate performance systems
  • 2. Align goals with organizational success
Workforce Planning and Talent Acquisition16%- Talent forecasting and planning
  • 1. Assess workforce needs and gaps
  • 2. Design staffing and succession strategies
- Recruitment and selection
  • 1. Ensure legal compliance in hiring
  • 2. Develop sourcing and assessment methods
Total Rewards12%- Compensation strategy
  • 1. Design pay structures and philosophies
  • 2. Ensure compliance with pay laws
- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication
Leadership and Strategy40%- Risk management and compliance
  • 1. Analyze internal/external factors impacting operations
  • 2. Design risk mitigation strategies
- HR governance and ethics
  • 1. Lead organizational change initiatives
  • 2. Establish ethical guidelines and policies
- Organizational strategy alignment
  • 1. Develop and execute HR strategic plans
  • 2. Contribute to organizational planning and vision
Employee Relations and Engagement20%- Employee experience and culture
  • 1. Foster diversity, equity, and inclusion
  • 2. Design engagement and retention strategies
- Labor relations and compliance
  • 1. Manage legal and regulatory requirements
  • 2. Address workplace safety and security

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HRCI The Professional in Human Resources (SPHR) SPHR Prüfungsfragen mit Lösungen (Q31-Q36):

31. Frage
Which of the following is the most important employee retention planning step in mergers and acquisitions (MandA)?

Antwort: C

Begründung:
The most important employee retention planning step during MandA is helping employees adapt to the change process (C). Uncertainty and perceived loss of control are primary drivers of turnover during transactions.
Change adaptation includes communication, leadership visibility, emotional support, and clear direction. While benefits communication (D) and development opportunities (A) are important, they are secondary to helping employees navigate uncertainty.
SPHR exam content emphasizes that effective change management is the strongest retention lever during MandA.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (change management; MandA retention).
HRCI SPHR Study Guide - Retention risks and mitigation during mergers and acquisitions.


32. Frage
Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. In her questions, Jane is careful not to ask all of the following questions, except for which one?

Antwort: B

Begründung:
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: Staffing Programs


33. Frage
Which of the following Acts provides benefits to coal miners?

Antwort: A

Begründung:
Section: Volume G
Explanation/Reference:
Answer option A is correct.
Chapter: Risk Management
Objective: Risk Management


34. Frage
An HR director has been hired by a high-technology business that has been growing at a rapid rate. There are 300 professional employees in manufacturing and 80 in clerical and laboratory support. There has been no formal human resource function in the past, with each department head controlling the hiring, salary adjustments, and other details. There are no established working hours except for non-exempt employees and the work environment is very informal in dress and supervisory relationships. The president wants the new director to identify the key areas of importance. Which of the following should be done first if the president indicated a desire to establish a formal pay program?

Antwort: A

Begründung:
Before any compensation structure can be created, it is essential to define each role clearly. Job descriptions are the foundation of compensation design because they allow for accurate job evaluations, benchmarking, and internal equity assessments. Without them, you cannot determine market value or job classification reliably.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
The SPHR exam framework stresses the importance of "defining job roles as the foundation for compensation and performance systems." Formal pay programs begin with role clarity-job descriptions drive internal equity, job evaluations, and external market comparisons.


35. Frage
DRAG DROP
Drag and drop the types of insurance beside their corresponding descriptions.
Select and Place:

Antwort:

Begründung:

Explanation/Reference:
The types of insurance are as follows:
Dental Insurance: Employers may choose dental insurance plans to provide varying levels of coverage

for preventive or restoration work such as fillings, major restoration work such as bridges, and orthodontia.
Vision Insurance: One of the lowest cost benefits available, vision insurance provides employees with

reduced costs for eye examinations and contact lenses or glasses.
Life Insurance: Many insurance companies bundle basic life insurance with medical or dental

insurance for a very low rate and offer supplemental insurance for employees who are willing to pay an additional premium for the coverage.
Accidental Death and Dismemberment Insurance (AD&D) Insurance: AD&D insurance can provide

insurance for employees and their dependents in the event of an accident that results in the death of the covered person or the loss of a bodily function. AD&D does not pay benefits in the event of death due to an illness.
Chapter: Compensation and Benefits
Objective: Benefits


36. Frage
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