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HRCI SPHR Exam Syllabus Topics:

SectionObjectives
Topic 1: Employee Relations and Engagement
Topic 2: Total Rewards
Topic 3: Learning and Development
Topic 4: Leadership and Strategy
Topic 5: Talent Planning and Acquisition
Topic 6: Risk Management

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q232-Q237):

NEW QUESTION # 232
Which of the following communicates the executive team's expectations for the way the organization conducts business?

Answer: B

Explanation:
Section: Volume E
Explanation/Reference:
Answer option B is correct.
Chapter: Business Management and Strategy
Objective: Strategy


NEW QUESTION # 233
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

Answer: C

Explanation:
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.
Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of
1964.
Answer option C is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.
Answer option B is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.
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 # 234
As a Senior HR Professional for your organization, you're coaching one of your employees on civil rights and employment. What does Title VII of the Civil Rights Act of 1964 accomplish?

Answer: A

Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Title VII is a landmark law that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin.
Answer option A is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
Answer option D is incorrect. This is not a valid description of the Title VII of the Civil Rights Act of 1964.
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: Human Resource Development
Objective: Federal Employment Legislation


NEW QUESTION # 235
Which of the following strategies is used to connect executive performance to organization objectives?

Answer: D

Explanation:
Stock optionsare a long-term incentive tool that aligns executive interest withshareholder valueand overall corporate performance. Executives are motivated to improve financial performance because theirpersonal gains are tied to stock price growth.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
The SPHR emphasizes "executive compensation structures such as long-term incentives that link financial results to reward." Stock options, restricted stock units (RSUs), and performance shares are common strategic tools tolink organizational success directly to leadership accountability.


NEW QUESTION # 236
Which of the following should be considered when aligning HR strategy to an organization's objectives?

Answer: A

Explanation:
Thetalent management process(C) is central to aligning HR strategy with business goals. This includes workforce planning, recruitment, development, performance, and succession - all of which must support organizational objectives.
Extract from HRCI-aligned HR knowledge: TheLeadership and Strategydomain states that strategic HR requires aligningtalent management infrastructure with business drivers, ensuring that HR practices are not isolated, butintegrated with core organizational strategy.


NEW QUESTION # 237
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