SPHR Valid Test Questions - SPHR Pdf Version

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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: 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. Develop selection and hiring processes 3. Evaluate effectiveness of talent acquisition programs
Topic 2: Leadership and Strategy	33%	- 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 - Developing HR Strategy 1. Design and manage effective change strategies 2. Contribute to organizational strategy and planning 3. Evaluate organizational design and structure 4. Develop and manage workplace practices aligned with vision, values, and ethics
Topic 3: Talent Management	23%	- Performance Management 1. Design and evaluate strategies for performance management 2. Evaluate strategies for employee satisfaction and retention 3. Align team and individual performance goals to organizational measures - Career Development 1. Assess talent and develop career paths 2. Develop employee career and growth opportunities 3. Design policies for return of employees - Employee Development 1. Design and evaluate learning and development strategies 2. Identify and implement leadership development strategies 3. Develop training programs and initiatives
Topic 4: HR Information Management, Safety, and Security	10%	- Workplace Safety and Security 1. Manage compliance with OSHA, HIPAA, emergency response plans 2. Evaluate employee safety and security strategies 3. Address building access and data security/privacy - 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
Topic 5: Total Rewards	17%	- Compensation 1. Evaluate market competitiveness and equity 2. Develop base pay and incentive programs 3. Design and evaluate compensation strategies - Benefits 1. Evaluate effectiveness of total rewards programs 2. Design and evaluate benefits programs 3. Develop health, retirement, and wellness programs

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q144-Q149):

NEW QUESTION # 144
You are a HR Professional for your organization. You have presented an idea to your staff. The staff members then discuss their ideas based on your presentation. All of the ideas are recorded and collectively ranked from most important to least important (or some other ordinal scale). Through this process a selection or forecast can be made for the organization. What forecasting technique have you used in this scenario?

A. Delphi Technique
B. Nominal group technique
C. Brainstorming
D. Ratio analysis

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
The nominal group technique is a facilitated workshop to present an idea, allow brainstorming of additional ideas, and then the solutions are ranked by the group. A forecast can then be created based on the outcome of the exercise.
Answer option D is incorrect. This is more than just brainstorming as brainstorming does not begin with a presented idea or a ranking of ideas to predict an outcome.
Answer option B is incorrect. The Delphi Technique uses rounds of anonymous surveys to build consensus.
Answer option A is incorrect. Ratio analysis is a mathematical forecasting technique using two or more variables to predict a likely outcome.
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: Core Knowledge Requirements for HR Professionals
Objective: Qualitative and Quantitative Analysis

NEW QUESTION # 145
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?

A. Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
B. Workforce analysis was replaced with a one-page organizational profile
C. Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
D. Reaffirmed that affirmative action isn't to establish quotes, but to create goals

Answer: C

Explanation:
Section: Volume B
Explanation/Reference:
Answer option D is correct.
The update to CFR Part 60-2 was revised and allowed employers with fewer than 150 employees, not 100, permission to prepare a job group analysis that uses EEO-1 categories as job groups.
Answer options C, B, and A are incorrect. These statements are part of the CFR Part 60-2 revision.
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 # 146
Which of the following scenarios are considered Fair Labor Standards Act (FLSA) violations? (Select TWO options.)

A. Paying two times the employee's regular wage for overtime hours worked
B. Not paying overtime to an office clerk who clocked out but continued to work through lunch
C. Automatic wage deductions from an exempt employee's salary for half-day absence
D. An employee is not paid for arriving 10 minutes early to be ready for shift change
E. Not paying a new manager for two days' absence due to a personal emergency

Answer: B,C

Explanation:
* A: Deductions from exempt employees for partial-day absences violate FLSA, which requiressalaried exempt employees be paid their full salaryregardless of hours worked, with few exceptions.
* C: Employers must pay forall hours worked, even if the employee stays late or skips a break unapproved-"suffered or permitted to work"under FLSA.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR-level compliance includes "applying wage and hour laws to ensure proper classification, compensation, and time tracking." FLSA violations often stem from misinterpretingexempt rules or meal period work time.

NEW QUESTION # 147
(Corrected Question for Clarity and SPHR Alignment)
Which of the following are primary actions of an effective manager? (Select TWO options.)

A. Assign numerical ratings to each team member.
B. Align frequency of feedback with organizational milestones.
C. Tie incentives to input instead of output.
D. Align performance goals with team collaboration.
E. Identify creative rewards to recognize contributions.

Answer: B,D

Explanation:
The primary actions of an effective manager include aligning performance goals with team collaboration (C) and aligning the frequency of feedback with organizational milestones (E). At the SPHR level, effective management is defined by goal alignment, communication, and continuous performance support.
Aligning goals with collaboration ensures that individual performance supports team and organizational outcomes, especially in interdependent work environments. This reduces silos and reinforces shared accountability.
Regular, well-timed feedback aligned with business cycles and milestones keeps employees focused, informed, and engaged. Continuous feedback is a core element of modern performance management systems emphasized in SPHR frameworks.
Tying incentives to input (A) undermines results-based performance. Numerical ratings (B) are tools, not primary actions. Creative rewards (D) are secondary and often HR-supported rather than manager-driven.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (performance management; manager effectiveness).
HRCI SPHR Study Guide - Manager behaviors that drive performance and engagement.

NEW QUESTION # 148
Which of the following includes any costs the organization incurs for the benefit of employees, such as all forms of cash compensation?

A. Intrinsic reward
B. Monetary compensation
C. Extrinsic reward
D. Non-monetary compensation

Answer: B

Explanation:
Explanation/Reference:
Answer option D is correct.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 149
......

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