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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Talent Management23%- Career Development
  • 1. Develop employee career and growth opportunities
  • 2. Assess talent and develop career paths
  • 3. Design policies for return of employees
- Performance Management
  • 1. Evaluate strategies for employee satisfaction and retention
  • 2. Design and evaluate strategies for performance management
  • 3. Align team and individual performance goals to organizational measures
- Employee Development
  • 1. Identify and implement leadership development strategies
  • 2. Develop training programs and initiatives
  • 3. Design and evaluate learning and development strategies
Total Rewards17%- Compensation
  • 1. Evaluate market competitiveness and equity
  • 2. Develop base pay and incentive programs
  • 3. Design and evaluate compensation strategies
- Benefits
  • 1. Develop health, retirement, and wellness programs
  • 2. Design and evaluate benefits programs
  • 3. Evaluate effectiveness of total rewards programs
Leadership and Strategy33%- Leading the HR Function
  • 1. Monitor organizational risk
  • 2. Evaluate credibility and relevance of external information
  • 3. Develop HR strategic plans
  • 4. Influence people management practices
- Developing HR Strategy
  • 1. Evaluate organizational design and structure
  • 2. Design and manage effective change strategies
  • 3. Contribute to organizational strategy and planning
  • 4. Develop and manage workplace practices aligned with vision, values, and ethics
HR Information Management, Safety, and Security10%- HR Information Management
  • 1. Manage HR information systems and data privacy
  • 2. Design and evaluate HR data indicators to inform strategic actions
  • 3. Analyze workforce metrics (turnover, cost per hire, retention rates)
- 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
Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Develop workforce planning strategies
  • 2. Forecast talent supply and demand
  • 3. Analyze organizational needs and workforce gaps
- Talent Acquisition
  • 1. Develop selection and hiring processes
  • 2. Design and evaluate recruiting strategies
  • 3. Evaluate effectiveness of talent acquisition programs

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q246-Q251):

NEW QUESTION # 246
In compensation system development, internal equity conflicts directly with which other element?

Answer: B

Explanation:
Internal equity ensures fairness among current employees, while market competitiveness is about offering externally attractive pay. These can conflict when market rates exceed internal benchmarks, creating compression or morale issues.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR guidance includes "balancing internal consistency with external competitiveness in pay structures." HR leaders must mitigate conflicts through pay bands, variable pay, or phased market adjustments.


NEW QUESTION # 247
Which of the following serves to motivate employees to work safely, reduce workers compensation costs, and encourage improvements to safety programs?

Answer: D

Explanation:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment


NEW QUESTION # 248
The middle value when values are arranged in order from high to low is which of the following?

Answer: D

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
The median is the middle value when values are arranged from high to low. Half the numbers are higher than the median; half are lower. The mean (C) is calculated by adding up the values and dividing by the number of values. The mode (A) is the value that occurs most frequently in a set of numbers. The moving average (B) keeps data current by dropping the oldest data when new data is added.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions


NEW QUESTION # 249
When the NLRA imposes a voluntary-recognition bar, this means what?

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
The NLRB imposes a voluntary-recognition bar while negotiations take place between the union and an employer that voluntarily recognized the union. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Labor Relations


NEW QUESTION # 250
As a Senior HR Professional, you should be familiar with copyright laws when it comes to organizational development and the usage of materials. There are six categories of protected rights for creators protected by the copyright law. Which of the following is not one of the six categories?

Answer: C

Explanation:
Explanation/Reference:
Answer option B is correct.
The six categories of protection of the work do not include the right to renew the copyright of the work.
Copyrights last for the lifetime of the author plus 70 years.
The six areas protected by copyright law are as follows:
Right to duplicate the work

Right to create derivative works

Right to sell copies of the work

Right to perform the work publicly

Right to display the work publicly

Right to digital performance in sound recordings

Answer option A is incorrect. This is one of the six categories protected by the law.
Answer option D is incorrect. This is one of the six categories protected by the law.
Answer option C is incorrect. This is one of the six categories protected by the law.
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: Federal Employment Legislation


NEW QUESTION # 251
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