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| Section | Weight | Objectives |
|---|---|---|
| Talent Management and Development | 12% | - Learning and development
|
| Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Employee Relations and Engagement | 20% | - Labor relations and compliance
|
| Total Rewards | 12% | - Benefits and recognition
|
| Leadership and Strategy | 40% | - HR governance and ethics
|
It can be difficult to prepare for the HRCI SPHR exam successfully, but with actual and updated The Professional in Human Resources (SPHR) (SPHR) exam questions, it can be much simpler. The difference between successful and failed SPHR Certification Exam attempts can be determined by studying with real SPHR exam questions.
NEW QUESTION # 55
Which of the following is a practice of forecasting possible risks to the organization and taking steps to mitigate their impact on operations?
Answer: D
Explanation:
Answer option D is correct.
Chapter: Business Management and Strategy
Objective: Strategic Management
NEW QUESTION # 56
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?
Answer: A
Explanation:
Explanation/Reference:
Answer option A is correct.
In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936.
Answer option C is incorrect. The Fair Labor Standards Act, was passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option D is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation
NEW QUESTION # 57
When diagnosing how tasks get done during a merger or acquisition, it is important to evaluate which of the following? (Select TWO options.)
Answer: C,D
Explanation:
When diagnosing how tasks get done during a merger or acquisition, it is most important to evaluate management practices (C) and working norms (E). These elements define how decisions are made, how authority is exercised, and how work actually flows-often more powerfully than formal structures or processes.
Management practices influence accountability, communication, speed, and decision-making consistency.
Differences in leadership style between merging organizations frequently create friction, confusion, and execution delays. Working norms-such as expectations around collaboration, risk-taking, hierarchy, and conflict-shape daily behavior and are critical to operational integration.
Previous needs assessments (A) and training opportunities (D) provide background information but do not explain real-time task execution. Performance review processes (B) may indicate priorities but are less immediate than norms and management behaviors.
SPHR exam content highlights that successful MandA integration depends on understanding informal systems, not just formal policies. HR's diagnostic role during integration focuses on uncovering behavioral and cultural differences that affect how work gets done.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (MandA integration; organizational diagnostics).
* HRCI SPHR Study Guide - Cultural and operational assessment during mergers and acquisitions.
NEW QUESTION # 58
Which of the following is the best way to leverage organizational culture to build a strong employer brand?
Answer: A
Explanation:
AnEmployee Value Proposition (EVP)communicates what makes your workplace unique and why it's attractive. It aligns internal culture with external messaging, positioning your company competitively in the talent market.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):
SPHR-level HR should "design and communicate a compelling EVP that reflects organizational culture, mission, and employee experience." A strong EVP supports bothtalent attraction and retention strategies.
NEW QUESTION # 59
Which of the following plans has similarities to both a defined benefit plan and a money purchase plan?
Answer: C
Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
The target benefit plan has similarities to both a defined benefit plan and a money purchase plan. It is a cross between a money purchase pension plan and a defined benefit plan.
Answer option B is incorrect. A succession plan identifies critical positions in an organization and how they will be filled if current incumbents leave.
Answer option D is incorrect. The Scanlon Plan is a cost saving productivity-incentive plan. It was created in the 1930s by Joseph Scanlon. In this plan, employees are rewarded for productivity and cost savings to promote performance of the organization.
Answer option A is incorrect. A profit sharing plan is an employee motivation plan. This plan is established and maintained by an employer. In this plan, employees receive a share of the firm's profits determined by an agreed upon formula.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
NEW QUESTION # 60
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