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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Talent Management	23%	- Performance Management 1. Align team and individual performance goals to organizational measures 2. Evaluate strategies for employee satisfaction and retention 3. Design and evaluate strategies for performance management - Employee Development 1. Identify and implement leadership development strategies 2. Develop training programs and initiatives 3. Design and evaluate learning and development strategies - Career Development 1. Assess talent and develop career paths 2. Design policies for return of employees 3. Develop employee career and growth opportunities
Workforce Planning and Talent Acquisition	17%	- Talent Acquisition 1. Develop selection and hiring processes 2. Evaluate effectiveness of talent acquisition programs 3. Design and evaluate recruiting strategies - Workforce Planning 1. Forecast talent supply and demand 2. Analyze organizational needs and workforce gaps 3. Develop workforce planning strategies
Total Rewards	17%	- Compensation 1. Design and evaluate compensation strategies 2. Evaluate market competitiveness and equity 3. Develop base pay and incentive programs - Benefits 1. Design and evaluate benefits programs 2. Develop health, retirement, and wellness programs 3. Evaluate effectiveness of total rewards programs
HR Information Management, Safety, and Security	10%	- HR Information Management 1. Manage HR information systems and data privacy 2. Analyze workforce metrics (turnover, cost per hire, retention rates) 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
Leadership and Strategy	33%	- Leading the HR Function 1. Influence people management practices 2. Develop HR strategic plans 3. Evaluate credibility and relevance of external information 4. Monitor organizational risk - Developing HR Strategy 1. Evaluate organizational design and structure 2. Develop and manage workplace practices aligned with vision, values, and ethics 3. Design and manage effective change strategies 4. Contribute to organizational strategy and planning

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q233-Q238):

NEW QUESTION # 233
As a Senior HR Professional, you should be familiar with certain precedent-setting cases related to equal employment opportunity. This case focused on the requirement for employees seeking internal transfer or promotions to possess a high school education and certain scores on aptitude tests. The court found under Title VII of the Civil Rights Act that the test could disparately impact ethnic minority groups. Which case is referenced?

A. Regents of California versus Bakke
B. McDonnell Douglas Corp versus Green
C. Washington versus Davis
D. Griggs versus Duke Power

Answer: D

Explanation:
Section: Volume A
Explanation/Reference:
Answer option A is correct.
The Griggs versus Duke Power case was heard before the Supreme Court in 1970 and resulted in the disparate impact theory.
Answer option B is incorrect. McDonnell Douglas Corp versus Green was heard before the Supreme Court and regarded how plaintiffs and defendants may present evidence of violations of Title VII of the Civil Rights Act.
Answer option C is incorrect. Washington versus Davis was heard before the US Supreme Court in 1976. Two African Americans had applied for positions in the Washington DC police department but were not given the jobs based on testing of verbal skills.
Answer option D is incorrect. Regents of California versus Bakke was a Supreme Court case that determined that race could be a factor in a college admissions program.
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 # 234
One way to ensure the proper assignment of points to compensable factors is to:

A. Use outside consultants in the job evaluation process
B. Provide descriptive statements for each degree level
C. Weigh all factor groups equally
D. See what other companies do

Answer: B

Explanation:
Descriptive statements provide consistency and clarity in job evaluation. They reduce subjectivity when assigning levels for compensable factors (e.g., skill, effort, responsibility).
This aligns with point-factor compensation models, which require structured, equitable, and repeatable factor definitions.

NEW QUESTION # 235
Which of the following describes the financial condition of the business at a specific point in time?

A. Balance sheet
B. Profit and loss statement
C. Statement of cash flows
D. Accounts receivable ledger

Answer: A

Explanation:
Answer option C is correct.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Basic Budgeting and Accounting

NEW QUESTION # 236
What is the purpose of the OSHA consulting service?

A. Helps employers identify the OSHA standards that apply to their workplace
B. Does not require compliance with OSHA standards
C. Acts as a one-time service
D. Fines employers for violating OSHA safety standards

Answer: A

Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations. To receive a free consultation, employers must agree to advise OSHA of changes in operating processes that may require additional consultations. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 237
During a unionizing campaign, management may do which of the following in response to union allegations?

A. Tell employees that the company will have to move the jobs to another country if the union is elected.
B. Encourage nonunion employees to talk about the reasons they don't want the union.
C. Point out the consequences of unionization based on past facts.
D. Ask employees what the union is saying about the company.

Answer: C

Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
The company may make truthful statements about a unionized environment during an organizing campaign, such as pointing out that employees will have to pay dues to the union. Although nonunion employees are free to talk about their reasons for not wanting a union (C), it is an unfair labor practice for the employer to encourage them to do so. Telling employees that the company will have to move the jobs to another country if the union is elected (D) is also a ULP, because it constitutes a threat. Employers may not threaten, interrogate, promise, or spy on (TIPS) employees during an organizing campaign (A).
Chapter: Employee and Labor Relations
Objective: Review Questions

NEW QUESTION # 238
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