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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q89-Q94):

NEW QUESTION # 89
Which of the following is illegal except in the construction industry?

Answer: D

Explanation:
Explanation/Reference:
Answer option C is correct.
The closed shop clause is illegal except in the construction industry. The closed shop clause requires that all new hires be members of the union before they are hired.
Answer option D is incorrect. The agency shop clause specifies that all employees must either join the union or pay union dues if they choose not to join the union.
Answer option B is incorrect. The union shop clause requires that all employees join the union within a grace period specified by the contract.
Answer option A is incorrect. There is no such term as common shop clause.
Chapter: Employee and Labor Relations
Objective: Union Organization


NEW QUESTION # 90
Molly is the Director of HR at a large multinational corporation. She extended the open enrollment period for benefits in order to accommodate her spouse, who needed a different plan. This is an example of what?

Answer: D

Explanation:
Answer option B is correct.As the Director of HR, Molly is in a position of control over the administration of HR policies, procedures, and rules. As such, she is held to a high standard of responsibility that goes beyond unethical conduct (A). Fiduciary responsibility requires that the HR professional act without regard for their own self interests. A choice of law clause (C) applies in the administration of expatriate agreement, and extending pen enrollment is not necessarily illegal (D). Chapter: Compensation and Benefits Objective: Review Questions


NEW QUESTION # 91
Which performance appraisal method would be used most effectively in a large, geographically dispersed organization with many similar jobs?

Answer: A

Explanation:
Answer option D is correct.The BARS system is used most effectively in organizations when a number of jobs have similar duties. Because it is expensive and time-consuming to implement, an organization must have enough resources available to develop the program. Critical-incident appraisal tools (B) are most effectively used by managers who have daily interaction with subordinates. Forced ranking (C) is best for use in organizations with fewer than 100 employees because it becomes unwieldy for large groups. Field reviews (A) are conducted by someone other than a direct supervisor. Chapter: Human Resource Development Objective: Review Questions


NEW QUESTION # 92
Which of the following is the amount of compensation that the employer and the employee agree will be paid for the performance of particular duties?

Answer: C

Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Compensation and Benefits
Objective: Compensation


NEW QUESTION # 93
You need to participate in enterprise risk management and complete an HR-audit.
Which of the following is the best definition of an HR-audit in regard to risk management?

Answer: B

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


NEW QUESTION # 94
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