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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Topic 2: Total Rewards | 12% | - Benefits and recognition
|
| Topic 3: Employee Relations and Engagement | 20% | - Employee experience and culture
|
| Topic 4: Talent Management and Development | 12% | - Learning and development
|
| Topic 5: Leadership and Strategy | 40% | - HR governance and ethics
|
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NEW QUESTION # 166
As a Senior HR Professional, you must be familiar with certain legal terms, laws, and regulations that affect how you and others operate in the workplace. Basically, there are three types of discrimination that can happen in the workforce. Which of the following is NOT one of the three discrimination types?
Answer: D
Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
Adverse political capital is not a type of discrimination, but describes politics that may not work in a person's favor within an organization.
Answer option C is incorrect. Disparate treatment is a type of discrimination, so this choice is not correct.
Answer option D is incorrect. Disparate impact is a type of discrimination, so this choice is not correct.
Answer option B is incorrect. Perpetuating past discrimination is a type of discrimination, so this choice is not correct.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
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 # 167
Which of the following is one of the elements of a SMART goal?
Answer: D
Explanation:
Explanation/Reference:
Answer option A is correct.
A SMART goal is specific, measurable, action-oriented, realistic, and time-based.
Chapter: Business Management and Strategy
Objective: Review Questions
NEW QUESTION # 168
An organization with a high capacity for self-analysis is likely to:
Answer: C
Explanation:
An organization with a high capacity for self-analysis is most likely to expand (A). At the SPHR level, self-analysis refers to an organization's ability to critically evaluate its internal capabilities, performance gaps, processes, culture, and strategic alignment.
Organizations that excel at self-analysis are better positioned to identify opportunities for growth, innovation, and competitive advantage. Through tools such as SWOT analyses, workforce analytics, engagement surveys, and performance metrics, leadership can make informed decisions that support sustainable expansion. Self-awareness enables proactive investment in talent, systems, and markets rather than reactive cost-cutting.
Downsizing (B), being acquired (C), and experiencing turnover (D) are not inherent outcomes of strong self-analysis. While self-analysis may sometimes lead to restructuring, its primary value lies in enabling growth-oriented strategy execution.
SPHR exam content emphasizes that learning organizations-those capable of reflection and adjustment-are more adaptable, resilient, and growth-focused. Expansion is the most likely strategic outcome when self-analysis is used effectively.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (organizational effectiveness; strategic analysis).
HRCI SPHR Study Guide - Characteristics of high-performing, self-aware organizations.
NEW QUESTION # 169
As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form
301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?
Answer: D
Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
OSHA Form 301 is an injury and illness incident report that employers are required to keep on file for five years following the year of the injury.
Answer option A is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option B is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Answer option D is incorrect. Employers are obligated to keep the form on file for five years following the year of the injury.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 170
Which of the following are the primary factors that would contribute to a hiring manager's decision to extend an offer above the midpoint of a salary range? (Select TWO options.)
Answer: C,E
Explanation:
When extending offersabove the midpoint, HR must justify that decision based oncritical qualifications or competitive risks.
* Option Brefers to a candidate withspecialized certifications and a strong skill set, whichadds strategic valueand warrants a premium.
* Option Ereflectscompetitive poaching; to attract talent from adirect competitor, especially with transferable experience, HR may offer acompensatory advantage.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
"Total Rewards strategies must account for market competitiveness, internal equity, and candidate-specific value propositions." Offering above midpoint should be based on "experience above minimum qualifications, hard-to-find certifications, or risk of losing talent to a competitor." The SPHR model requires thatoffers be aligned with compensation strategy, which accounts for market dataandinternal compensation structure.
NEW QUESTION # 171
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