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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Leadership and Strategy	33%	- Leading the HR Function 1. Develop HR strategic plans 2. Monitor organizational risk 3. Influence people management practices 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. Contribute to organizational strategy and planning 4. Develop and manage workplace practices aligned with vision, values, and ethics
HR Information Management, Safety, and Security	10%	- 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. Evaluate employee safety and security strategies 2. Manage compliance with OSHA, HIPAA, emergency response plans 3. Address building access and data security/privacy
Talent Management	23%	- 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 - Career Development 1. Design policies for return of employees 2. Develop employee career and growth opportunities 3. Assess talent and develop career paths - Employee Development 1. Develop training programs and initiatives 2. Design and evaluate learning and development strategies 3. Identify and implement leadership development strategies
Workforce Planning and Talent Acquisition	17%	- Talent Acquisition 1. Evaluate effectiveness of talent acquisition programs 2. Develop selection and hiring processes 3. Design and evaluate recruiting strategies - Workforce Planning 1. Develop workforce planning strategies 2. Analyze organizational needs and workforce gaps 3. Forecast talent supply and demand
Total Rewards	17%	- 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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q29-Q34):

NEW QUESTION # 29
On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?

A. Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
B. Reaffirmed that affirmative action isn't to establish quotes, but to create goals
C. Workforce analysis was replaced with a one-page organizational profile
D. Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups

Answer: D

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 # 30
An organization has an employment position available in their fitness center. The position is to be the female locker attendant. As part of the employment posting, the HR has made it a requirement that the person eligible for the job must be a female. Management believes that this requirement may be in violation to the Civil Rights Act, Title VII. Is this a violation of the Civil Rights Act, Title VII?

A. No, this is common sense for a female locker room attendant.
B. No, this is an example of a Title VII exception.
C. Yes, no hiring or firing can be made solely on the sex of the applicant or employment.
D. Yes, no posting for employment can include a preference for males or females.

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation

NEW QUESTION # 31
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?

A. Brainstorming session
B. Workshop
C. Pilot group
D. Focus group

Answer: D

Explanation:
Explanation/Reference:
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.
Answer option A is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups ,often, are the control groups to determine how the software, training, or implementation will go in the rest of the organization.
Answer option C is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective. Workshops aren't usually led by a neutral moderator like in a focus group.
Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for softwares, products, services, or other solutions.
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 # 32
Why is a job analysis important?

A. It provides the supervisory responsibilities necessary to accomplish organizational goals.
B. It ensures compliance with EEO laws.
C. It allows for proper training and development of key personnel.
D. It provides the foundation from which all other HR activities are designed.

Answer: D

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 33
Your organization has decided to close one of the manufacturing plants, where it employs 250 employees.
The closing is not a reflection of the employee's performance, but due to poor sales of the equipment the plant produces. What is the employer required to do for the employees in light of the plant closing?

A. Offer a written notice of the plant closing at least 60 days prior to the closing date.
B. Offer the employees a final performance assessment.
C. Offer the employees a transfer to other plants that will remain open.
D. Offer the employees an opportunity to resign from their position with two week severance pay.

Answer: A

Explanation:
Section: Volume D
Explanation/Reference:
Answer option B is correct.
The only requirement the organization must fulfill is to offer, in writing, a notice of the plant closing at least
60 days prior to the closing event.
Answer option A is incorrect. The organization is not required to offer job transfers.
Answer option D is incorrect. The organization is not required to offer severance packages, though many organizations may.
Answer option C is incorrect. The organization is not required to offer a final performance assessment for the employees.
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: Organization Exit/Off-Boarding Processes

NEW QUESTION # 34
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