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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Total Rewards	12%	- Benefits and recognition 1. Manage total rewards communication 2. Develop benefit programs and incentives - Compensation strategy 1. Design pay structures and philosophies 2. Ensure compliance with pay laws
Talent Management and Development	12%	- Learning and development 1. Create leadership and career development programs 2. Evaluate training effectiveness - Performance management 1. Align goals with organizational success 2. Design and evaluate performance systems
Workforce Planning and Talent Acquisition	16%	- Talent forecasting and planning 1. Design staffing and succession strategies 2. Assess workforce needs and gaps - Recruitment and selection 1. Develop sourcing and assessment methods 2. Ensure legal compliance in hiring
Leadership and Strategy	40%	- HR governance and ethics 1. Lead organizational change initiatives 2. Establish ethical guidelines and policies - Organizational strategy alignment 1. Contribute to organizational planning and vision 2. Develop and execute HR strategic plans - Risk management and compliance 1. Analyze internal/external factors impacting operations 2. Design risk mitigation strategies
Employee Relations and Engagement	20%	- Employee experience and culture 1. Design engagement and retention strategies 2. Foster diversity, equity, and inclusion - 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 (Q173-Q178):

173. Frage
Which of the following refers to the process of attracting, screening, and selecting qualified people for a job at an organization?

A. HR audit
B. Green circle
C. Straight-line operation
D. Recruitment

Antwort: D

Begründung:
Explanation/Reference:
Answer option B is correct.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
Answer option A is incorrect. An HR audit identifies practice areas in an organization that are working well and those that may be out of compliance with legal requirements.
Answer option D is incorrect. Green circle refers to salaries that are below the minimum of the salary range.
Answer option C is incorrect. A straight-line operation refers to two businesses that perform operations complementing each other.
Reference:"http://en.wikipedia.org/wiki/Recruitment"
Chapter: Workforce Planning and Employment
Objective: Staffing Programs

174. Frage
Which of the following statements is most true about rater bias?

A. Rater bias nullifies the positive outcomes of providing meaningful performance feedback.
B. Performance feedback bias is similar to interview bias.
C. Rater bias exists in all exchanges of performance feedback.
D. Rater bias is illegal.

Antwort: B

Begründung:
Section: Volume F
Explanation/Reference:
Answer option C is correct.
Performance feedback bias such as the halo/horn effect, leniency, and central tendency can (but don't always) exist whenever managers are asked to make a discriminatory judgment, including in rating performance and selecting new hires. Note that not all discrimination is unlawful; it is in fact necessary to make distinguishing decisions on the job. Discrimination becomes unlawful when the performance is not rated according to neutral, job-related standards.
Chapter: Human Resource Development
Objective: Review Questions

175. Frage
You are developing a new seminar for your organization and you're meeting with John, the Manufacturing Manager, about the seminar. You are asking questions to John such as why the course is needed, what problem the course should solve, and what the current level of competence the participants have about the course topic. What component of ADDIE are you performing?

A. Investigate
B. Analysis
C. Aptitude
D. Development

Antwort: B

Begründung:
Explanation/Reference:
Answer option B is correct.
You are performing the first component of ADDIE which is the analysis. Note that this first component is sometimes written as Analysis/Assessment.
The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases - Analysis, Design, Development, Implementation, and Evaluation - represent a dynamic, flexible guideline for building effective training and performance support tools. This model attempts to save time and money by catching problems while they are still easy to fix.
Answer option A is incorrect. Development happens later in the ADDIE model.
Answer option C is incorrect. Aptitude is not one of the components of the ADDIE model so this choice is incorrect.
Answer option D is incorrect. Investigate is not one of the components of the ADDIE model so this choice is incorrect.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. 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

176. Frage
Nancy is an HR Professional who likes to use directive interviews when interviewing
prospective employees. Which one of the following is most indicative of a directive interview?

A. Nancy has a predefined set of interview questions that she will ask of all candidates.
B. Nancy allows the candidate to guide the interview and offer as much information as possible about the candidate's experience and qualifications.
C. Nancy allows the candidate to guide some of the interview, but keeps the interview within boundaries of a defined set of questions.
D. Nancy has a predefined set of interview questions that she may, or may not ask of all candidates.

Antwort: A

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

177. Frage
What is the purpose of the OSHA consulting service?

A. Does not require compliance with OSHA standards
B. Acts as a one-time service
C. Helps employers identify the OSHA standards that apply to their workplace
D. Fines employers for violating OSHA safety standards

Antwort: C

Begründung:
Explanation/Reference:
Answer option A is correct.
OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations. To receive a free consultation, employers must agree to advise OSHA of changes in operating processes that may require additional consultations. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment

178. Frage
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