SPHR Learning Materials & SPHR Exam Resources & SPHR Practice Test

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HRCI SPHR Exam Syllabus Topics:

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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q80-Q85):

NEW QUESTION # 80
Which of the following factors can adversely affect transfer of training?

A. A lack of job reinforcement
B. The subject of the training
C. The trainer's expertise
D. Training Cost per Employee

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
A lack of job reinforcement can adversely affect transfer of training. Other adverse impacts are the result of interference from the immediate work environment and a nonsupportive organizational climate. The trainer's expertise (A) could affect how well trainees learn information but does not specifically affect transfer of training. The subject of the training (C) affects how receptive trainees are to the information but not necessarily how the information transfers to the job.
Chapter: Human Resource Development
Objective: Review Questions

NEW QUESTION # 81
A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?

A. It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.
B. It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.
C. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.
D. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract although there is already an approved contract in place.

Answer: B

Explanation:
Explanation/Reference:
Answer option A is correct.
A jurisdictional strike is an effort by the union to get the employer to assign specific work to the union rather than to other unions or even non-union workers.
Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike.
Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike.
Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer requests all work, not just particular work.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-
586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations

NEW QUESTION # 82
Harry is the Senior HR Professional for his organization and he's working with Bill on the total rewards package he can offer. Bill is confused about monetary rewards and nonmonetary rewards. Which of the following is an example of a nonmonetary reward for compensation?

A. On-site childcare
B. 401(k) matching
C. Paid time off
D. Cash compensation

Answer: A

Explanation:
Explanation/Reference:
Answer option B is correct.
On-site childcare is an example of a non-monetary reward. Monetary rewards are compensation for the work and are linked to a financial reward. Non-monetary rewards are benefits that do not have a direct financial reward or compensation.
Answer option D is incorrect. Cash compensation is a monetary reward.
Answer option A is incorrect. 401(k) is a monetary reward.
Answer option C is incorrect. Paid time off is a monetary reward.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 83
As a Senior HR Professional, you should be familiar with non-monetary rewards that your company provides for its employees. Which of the following is an example of non-monetary reward?

A. On-site cafeteria
B. Satisfaction from challenging and exciting assignments
C. Esteem from working with other talented people
D. Cash compensation

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
An on-site cafeteria is an example of a non-monetary reward.
Answer option A is incorrect. Esteem from working with other talented people is an extrinsic reward.
Answer option D is incorrect. An intrinsic reward is an outcome that gives satisfaction to an individual from challenging and exciting assignments. An intrinsic reward encourages employee's self esteem.
Answer option B is incorrect. Cash compensation is a monetary reward for employment.
Reference: "http://www.catalogs.com/info/b2b/non-monetary-rewards-in-the-workplace.html" Chapter: Compensation and Benefits
Objective: Total Rewards Defined

NEW QUESTION # 84
n the concept of the glass ceiling there are three types of barriers that may prevent women and minorities from reaching senior levels of an organization. Which barrier is related to limited educational opportunities?

A. Internal structure barriers
B. Societal barrier
C. Governmental barriers
D. Cognizant barriers

Answer: B

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: Federal Employment Legislation

NEW QUESTION # 85
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