First-grade HRCI SPHR - Reliable The Professional in Human Resources (SPHR) Exam Topics

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
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
Talent Management and Development12%- 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 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
Employee Relations and Engagement20%- Labor relations and compliance
  • 1. Manage legal and regulatory requirements
  • 2. Address workplace safety and security
- Employee experience and culture
  • 1. Design engagement and retention strategies
  • 2. Foster diversity, equity, and inclusion
Leadership and Strategy40%- HR governance and ethics
  • 1. Establish ethical guidelines and policies
  • 2. Lead organizational change initiatives
- Organizational strategy alignment
  • 1. Develop and execute HR strategic plans
  • 2. Contribute to organizational planning and vision
- Risk management and compliance
  • 1. Design risk mitigation strategies
  • 2. Analyze internal/external factors impacting operations

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q181-Q186):

NEW QUESTION # 181
In change management, there are generally considered to be three levels of motivational change. Which level of change management defines when people are brought to the level of accepting the change?

Answer: B

Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
There are three levels of the change process: unfreezing, moving, and refreezing. Moving brings people to the realization that change will happen and starts the actual process of change.
There are three levels of the change process theory:
* Unfreezing: This level brings people to the point of realizing that change will happen. Sometimes people don't want organizational change to happen, but they need to realize the change will occur.
* Moving: This level brings people to the realization that change will happen and starts the actual process of change.
* Refreezing: In this level of change process theory, the change becomes the new norm for the organization, the outcome is evaluated, and additional changes occur to adjust the actual outcomes to those that are desired.
Answer option A is incorrect. Thawing is not one of the three levels of the change process.
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: Organization Development


NEW QUESTION # 182
Employees experience catastrophic damage to their homes after a hurricane causes massive flooding. In addition, a mandatory evacuation order closes the local office for three days.
Which of the following are the advantages to an employer providing relief payments to employees affected by a disaster? (Select TWO options.)

Answer: A,C

Explanation:
The primary advantages of employer-provided disaster relief payments are that affected workers can receive cash payments quickly (D) and that a third-party aggregator can disperse funds efficiently based on need (C).
From an SPHR perspective, disaster relief programs are designed to address immediate employee hardship, not long-term compensation or tax strategy. Speed and fairness are the most critical factors. Employees impacted by disasters often face urgent needs-temporary housing, food, transportation, and repairs-making quick access to funds essential for stability and recovery.
Using a third-party aggregator or disaster relief foundation allows employers to distribute funds rapidly while ensuring objective, needs-based allocation. This approach also supports confidentiality and consistency, reducing administrative burden on HR during a crisis.
Tax deductibility (A) may apply in some cases but is not the primary advantage from an HR or employee-impact perspective. Employee contributions (B) and leave-sharing programs (E) are separate relief mechanisms and do not directly describe advantages of employer cash relief payments.
SPHR exam content emphasizes that disaster response initiatives should prioritize speed, equity, and employee well-being, reinforcing trust and engagement during critical events.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (employee well-being; emergency response).
HRCI SPHR Study Guide - Employer-sponsored disaster relief programs.


NEW QUESTION # 183
Which of the following is an example of a nonqualified deferred-compensation plan?

Answer: D

Explanation:
Answer option A is correct.An excess-deferral plan makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. These plans are nonqualified because they are not protected by ERISA; they are limited to a small group of executives or highly compensated employees. A target-benefit plan (B) is a hybrid with elements of defined-benefit and money-purchase plans. A money-purchase plan (C) defers a fixed percentage of employee earnings. A cash-balance plan (D) combines elements of defined-benefit and defined-contribution plans. See Chapter 6 for more information. Chapter: Compensation and Benefits Objective: Benefits


NEW QUESTION # 184
As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being fluent in Spanish and English?

Answer: A

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: Staffing Programs


NEW QUESTION # 185
Which of the following statements about substance-abuse policies is not true?

Answer: C

Explanation:
Answer option C is correct.The Drug-Free Workplace Act of 1988 requires only federal contractors and subcontractors to establish substance abuse policies. A fair and effective policy will describe which employees will be tested (D), whether it is all or specific job groups. The policy should describe (B) when tests will be done (pre-employment, randomly, on reasonable suspicion, or according to a predetermined schedule), what drugs are included in the process, and the consequences for employees who test positive (A). See Chapter 8 for more information. Chapter: Risk Management Objective: Risk Assessment
Topic 5, Volume E


NEW QUESTION # 186
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