Valid HRCI SPHR Learning Materials - SPHR Test Passing Score

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Workforce Planning and Talent Acquisition16%- Recruitment and selection
  • 1. Develop sourcing and assessment methods
  • 2. Ensure legal compliance in hiring
- Talent forecasting and planning
  • 1. Assess workforce needs and gaps
  • 2. Design staffing and succession strategies
Employee Relations and Engagement20%- Employee experience and culture
  • 1. Design engagement and retention strategies
  • 2. Foster diversity, equity, and inclusion
- Labor relations and compliance
  • 1. Manage legal and regulatory requirements
  • 2. Address workplace safety and security
Talent Management and Development12%- Learning and development
  • 1. Evaluate training effectiveness
  • 2. Create leadership and career development programs
- Performance management
  • 1. Design and evaluate performance systems
  • 2. Align goals with organizational success
Leadership and Strategy40%- Organizational strategy alignment
  • 1. Develop and execute HR strategic plans
  • 2. Contribute to organizational planning and vision
- HR governance and ethics
  • 1. Establish ethical guidelines and policies
  • 2. Lead organizational change initiatives
- Risk management and compliance
  • 1. Analyze internal/external factors impacting operations
  • 2. Design risk mitigation strategies
Total Rewards12%- Compensation strategy
  • 1. Ensure compliance with pay laws
  • 2. Design pay structures and philosophies
- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication

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SPHR Test Passing Score & SPHR Latest Exam Question

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q239-Q244):

NEW QUESTION # 239
On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?

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 # 240
Which one of the following statements is true of a hostile work environment?

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


NEW QUESTION # 241
A strategic response to the increasing use of mobile technology in the applicant job search would include all of the following except which?

Answer: A

Explanation:
Section: Volume C
Explanation/Reference:
Answer option A is correct.
The use of Facebook and LinkedIn are effective sources for all positions, but not necessarily the best strategic response to the increase in use of mobile technology. Giving applicants the ability to view open positions remotely requires that a company website is designed to maximize ease of use on these devices (C). Online job posting with video (B) is an example of a tool used in a social-media recruiting campaign, created either in-house or through the use of a professional firm (D). (See Chapter 4 for more information.) Chapter: Workforce Planning and Employment Objective: Staffing Programs


NEW QUESTION # 242
Which of the following allows two people with complementary skills to share the duties and responsibilities of a full-time position?

Answer: B

Explanation:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning


NEW QUESTION # 243
An organization allows employees to access the Internet on their workstations for limited personal use. An employee is suspected of excessive Internet use during work hours, including reading personal email. The best course of action for the employer is to:

Answer: D

Explanation:
Reviewing the Internet history allows the employer to determine the nature and frequency of personal use without overstepping privacy boundaries, such as monitoring email.
SPHR domain guidance recommends "ensuring investigative practices comply with policy and legal frameworks." Employers should use objective data and established protocols before taking further action.


NEW QUESTION # 244
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