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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q208-Q213):

NEW QUESTION # 208
Which employee growth and assessment program is characterized by performance objectives?

A. Skills-based performance assessment
B. Behavioral-based performance assessment
C. Continuous-feedback program
D. Management by objectives (MBO)

Answer: D

Explanation:
Answer option B is correct.The first three choices are all employee growth and assessment programs. Behavioral-based performance assessment (D) focuses on behaviors, whereas skills-based performance assessment (C) focuses on skills. MBO programs measure the successful attainment of objectives. The continuous-feedback program (A) is a performance management program. Chapter: Human Resource Development Objective: Review Questions

NEW QUESTION # 209
The court case that identified adverse impact as an unlawful employment practice was which of the following?

A. Taxman v. School Board of Piscataway
B. Griggs v. Duke Power Co.
C. Albemarle Paper v. Moody
D. Washington v. Davis

Answer: B

Explanation:
Explanation/Reference:
Answer option C is correct.
Griggs identified adverse impact to mean that discrimination need not be intentional to exist; Albemarle Paper (D) extended the concept to require that tests must be validated in accordance with the EEOC Uniform Guidelines for Employee Selection Procedures. Washington (A) determined that employment tests resulting in adverse impact are acceptable if they predict future success on the job. Taxman (B) found that employment decisions made on the basis of race are discriminatory.
Chapter: Workforce Planning and Employment
Objective: Review Questions

NEW QUESTION # 210
An employee earning $22,500 per year supervises three employees and spends 35 hours per week on essential job duties that require discretion and independent judgment. Which of the following describes this employee?

A. Exempt, based on the administrative exemption test
B. Exempt, based on the executive exemption test
C. Nonexempt, based on the salary basis requirement
D. Nonexempt

Answer: C

Explanation:
Section: Volume A
Explanation/Reference:
Answer option C is correct.
Effective in 2004, employees must be paid a minimum of $455 per week to be exempt from FLSA requirements. This employee earns only $432.69 per week. ($22,500/52 weeks = $432.69.) Although D is also correct, the best answer is the one that explains why. See Chapter 6 for more information.
Chapter: Compensation and Benefits
Objective: Compensation

NEW QUESTION # 211
Which of the following is used during the strategic planning process?

A. PEST analysis
B. Qualitative analysis
C. SWOT analysis
D. Quantitative analysis

Answer: A

Explanation:
Answer option A is correct.
Chapter: Business Management and Strategy
Objective: Strategy

NEW QUESTION # 212
All of the following reasons for termination of an employee are examples of wrongful termination except for which one?

A. Whistleblower
B. Being a member of a protected class
C. Violation of company policy
D. Filing a worker's compensation claim

Answer: C

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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: Employee Relations

NEW QUESTION # 213
......

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