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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Workforce Planning and Talent Acquisition | 17% | - Workforce Planning
|
| Topic 2: Total Rewards | 17% | - Benefits
|
| Topic 3: HR Information Management, Safety, and Security | 10% | - Workplace Safety and Security
|
| Topic 4: Leadership and Strategy | 33% | - Developing HR Strategy
|
| Topic 5: Talent Management | 23% | - Career Development
|
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NEW QUESTION # 256
Which of the following is an example of an intrinsic reward?
Answer: C
Explanation:
Answer option C is correct.Intrinsic rewards are those in which esteem is achieved from within oneself. D, B, and A are examples of extrinsic rewards that come from external sources. Chapter: Compensation and Benefits Objective: Review Questions
NEW QUESTION # 257
Your organization uses the balanced scorecard to assess overall performance within the company. Which of the following is the correct definition of components in the balanced scorecard method?
Answer: D
Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: HR Metrics: Measuring Results
NEW QUESTION # 258
An organization finds that a large percentage of its employees are not enrolled in its 401(k) plan. The best way to increase participation is to:
Answer: C
Explanation:
The most effective way to increase participation in a 401(k) plan is to implement automatic plan enrollment (C). SPHR-level benefits strategy recognizes that employee participation is heavily influenced by behavioral factors, particularly inertia and decision avoidance.
Automatic enrollment shifts the default choice from "opt in" to "opt out," significantly increasing participation rates without requiring active employee decision-making. Numerous workforce studies and benefits best practices demonstrate that automatic enrollment leads to substantial and sustained increases in plan participation across demographic groups.
While reducing fees (A) and shortening vesting periods (B) may improve plan attractiveness, they do not address the primary barrier to participation-failure to take action. Increasing fund options (D) can actually decrease participation by overwhelming employees with choices.
SPHR exam content emphasizes that effective benefits design leverages behavioral economics to drive desired outcomes. Automatic enrollment is considered a best practice for retirement readiness and aligns with fiduciary responsibility to support employees' long-term financial well-being.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (retirement benefits; plan design).
* HRCI SPHR Study Guide - Strategies to increase employee participation in retirement plans.
NEW QUESTION # 259
When developing an offboarding strategy, it is most critical to:
Answer: D
Explanation:
When developing an offboarding strategy, the most critical consideration is to accommodate different situations (D). At the SPHR level, offboarding is recognized as a risk-sensitive and relationship-sensitive process, not a one-size-fits-all procedure.
Employees leave organizations for many reasons-retirement, voluntary resignation, layoffs, performance terminations, or misconduct. Each scenario presents different legal, emotional, operational, and reputational risks. Effective offboarding strategies are flexible enough to address these varying circumstances while maintaining consistency, fairness, and compliance.
Turnover analysis (C) is valuable for diagnosing patterns but does not guide execution. Team feedback (A) and management training (B) may support improvement but are secondary to ensuring the process adapts appropriately to the nature of the separation.
SPHR exam content emphasizes that offboarding must protect organizational assets, employer brand, legal compliance, and employee dignity, all of which require situational flexibility.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (separation management; risk mitigation).
* HRCI SPHR Study Guide - Best practices in employee offboarding.
NEW QUESTION # 260
As an SPHR you should be able to recognize the phases of an organization as it moves through its organizational life cycle. This helps you recognize the challenges of each phase so you may act accordingly based on where the organization may be in the life cycle. Which of the following is not one of the four phases of an organization's life cycle?
Answer: C
Explanation:
Section: Volume E
Explanation
Explanation/Reference:
Answer option B is correct.
The four stages of an organization's life cycle are startup, growth, maturity, and decline. There is no such stage as abandonment.
Answer option C is incorrect. Startup is a valid phase that describes the launch and early actions of an organization.
Answer option D is incorrect. Growth is a valid phase that describes the additional personnel that are brought into the organization to help the founder accomplish the activities and responsibilities.
Answer option A is incorrect. The decline phase describes an organization that is not performing well and may suffer from bureaucracy.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Business Management and Strategy
Objective: Organizations
NEW QUESTION # 261
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