Exam SPHR Introduction - Discount SPHR Code

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Leadership and Strategy40%- Organizational strategy alignment
  • 1. Contribute to organizational planning and vision
  • 2. Develop and execute HR strategic plans
- HR governance and ethics
  • 1. Establish ethical guidelines and policies
  • 2. Lead organizational change initiatives
- Risk management and compliance
  • 1. Design risk mitigation strategies
  • 2. Analyze internal/external factors impacting operations
Topic 2: 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
Topic 3: 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
Topic 4: 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
Topic 5: Total Rewards12%- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication
- Compensation strategy
  • 1. Design pay structures and philosophies
  • 2. Ensure compliance with pay laws

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q112-Q117):

NEW QUESTION # 112
A manager must choose someone to work over the weekend shift over a national holiday. He decides that Mary should work the weekend shift because she is from India and likely doesn't celebrate the national holiday. This is an example of what type of discrimination?

Answer: D

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: Federal Employment Legislation


NEW QUESTION # 113
Which of the following is a diversity strategy that attempts to embrace and leverage all employee differences to benefit an organization?

Answer: A

Explanation:
Inclusiongoes beyond diversity (the presence of differences) by fostering an environment whereall individuals feel valued, respected, and integratedinto the organizational fabric. Inclusion is a strategic practice aimed atleveraging diversity for innovation and engagement.
Extract from HRCI-aligned HR knowledge (Leadership and Strategy/ DEI focus):
SPHR guidelines identifyinclusionas a strategic tool to build a culture where "individuals from all backgrounds feel empowered and valued." Unlike affirmative action or equal opportunity (which focus on compliance and access), inclusion isan intentional culture-building strategythat enhancesteam dynamics, retention, and innovation.


NEW QUESTION # 114
Under the Uniformed Services Employment and Reemployment Rights Act of 1994, what is the minimum number of days an employee must be gone from their position to be offered COBRA-like health coverage?

Answer: B

Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
For leave greater than 30 days and less than 240 days, the employer must offer COBRA-like health coverage at the request of the employee.
Answer option B is incorrect. The COBRA-like health coverage begins on day 30, not 60.
Answer option C is incorrect. The COBRA-like health coverage begins on day 30, not 120.
Answer option D is incorrect. The COBRA-like health coverage begins on day 30, not 240. 240 days is actually the maximum days the employee is eligible for coverage.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 115
You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments?

Answer: B

Explanation:
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 # 116
What is an Excelsior list?

Answer: C

Explanation:
Answer option B is correct.Once an election has been scheduled, the employer must provide a list, known as an Excelsior list, containing the names and address of all employees in the bargaining unit determined by the NLRB. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Union Organization


NEW QUESTION # 117
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