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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q124-Q129):

NEW QUESTION # 124
Which of the following plans has similarities to both a defined benefit plan and a money purchase plan?

A. Target benefit plan
B. Profit sharing plan
C. Scanlon Plan
D. Succession plan

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
The target benefit plan has similarities to both a defined benefit plan and a money purchase plan. It is a cross between a money purchase pension plan and a defined benefit plan.
Answer option B is incorrect. A succession plan identifies critical positions in an organization and how they will be filled if current incumbents leave.
Answer option D is incorrect. The Scanlon Plan is a cost saving productivity-incentive plan. It was created in the 1930s by Joseph Scanlon. In this plan, employees are rewarded for productivity and cost savings to promote performance of the organization.
Answer option A is incorrect. A profit sharing plan is an employee motivation plan. This plan is established and maintained by an employer. In this plan, employees receive a share of the firm's profits determined by an agreed upon formula.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 125
A lockout occurs when which of the following occurs?

A. The employer shuts down operations to keep employees from working.
B. The employer refuses to allow the union to unionize the workplace.
C. The employees shut down operations by refusing to work.
D. The employees patrol the entrance to the business.

Answer: A

Explanation:
Section: Volume D
Explanation/Reference:
Answer option A is correct.
A lockout is an action taken by the employer to stop employees from working. A strike occurs when employees refuse to work (C). An employer that refuses to allow the union to conduct an organizing campaign (B) is committing an unfair labor practice. Picketing occurs when employees patrol the entrance to the business (D).
See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization

NEW QUESTION # 126
Following an investigation of sexual harassment, the accused employee is given disciplinary counseling. The employee refuses to sign the counseling and discloses that the inappropriate behavior was caused by medication taken for a mental disability.
How does HR improve its handling of disciplinary counseling?

A. Research employee data to identify others with the same disability.
B. Update investigation procedures to include asking about disabilities.
C. Coach the investigative staff to ask probing questions to uncover root causes.
D. Conduct management interviews to determine risk of recurrence in other departments.

Answer: C

Explanation:
HR improves its handling of disciplinary counseling by coaching investigative staff to ask probing questions to uncover root causes (B). At the SPHR level, investigations must be thorough, unbiased, and responsive to new information-especially when potential disability-related issues arise.
The disclosure of a mental disability introduces ADA considerations, but it does not automatically excuse misconduct. HR must understand contributing factors while maintaining consistent standards of conduct. Probing, appropriate questioning helps HR determine whether reasonable accommodation is needed going forward, while still addressing inappropriate behavior.
Automatically asking about disabilities (A) during investigations risks violating ADA confidentiality and creating legal exposure. Researching other employees' medical data (C) is inappropriate and unlawful. Management interviews (D) may be useful later but do not improve the immediate handling of counseling.
SPHR exam content emphasizes balancing employee protections, misconduct accountability, and process integrity. HR must adapt investigative approaches without assuming causation or compromising standards.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (investigations; ADA considerations).
HRCI SPHR Study Guide - Handling discipline involving disability disclosures.

NEW QUESTION # 127
According to the OSHA inspection priorities, which type of workplace hazard receives first priority for an inspection?

A. Imminent danger
B. Programmed high-hazard inspections
C. Catastrophes and fatal accidents
D. Employee complaints

Answer: A

Explanation:
Section: Volume G
Explanation/Reference:
Answer option A is correct.
OSHA inspections that will prevent injury or illness receive first priority. An imminent danger is one that has a reasonable certainty of death or serious injury occurring before normal enforcement procedures can occur.
Catastrophes and fatal accidents (C) are given second priority. Programmed, high-hazard inspections (B) receive fourth priority, and employee complaints (D) have third. See Chapter 8 for more information.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 128
Which of the following Acts provides workers compensation benefits for maritime workers whose injuries occur on the navigable waters of the United States or on piers, docks, or terminals?

A. Longshore and Harbor Workers' Compensation Act
B. Drug-Free Workplace Act
C. Black Lung Benefits Act
D. Sarbanes-Oxley Act

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 129
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