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HRCI SPHR Exam Syllabus Topics:

Topic	Details
Topic 1	Total Rewards: This section measures the skills of Compensation Analysts and involves creating compensation and benefits strategies that align with organizational culture. Responsibilities include designing total rewards philosophies and evaluating compensation strategies. One important skill measured is the ability to create competitive compensation packages that attract talent.
Topic 2	HR Information Management, Safety, and Security: This section assesses the skills of HR Information Managers and focuses on identifying necessary tools for reporting on organizational strategy while ensuring employee safety. Key responsibilities include aligning HR data privacy with organizational strategies and evaluating safety protocols. A critical skill here is ensuring compliance with data protection regulations.
Topic 3	Workforce Planning and Talent Acquisition: This section assesses the skills of Talent Acquisition Specialists and focuses on forecasting talent needs and creating strategies to attract new employees. Responsibilities include evaluating organizational needs and developing recruitment strategies. A key skill in this area is the ability to analyze labor market trends for effective talent sourcing.
Topic 4	Talent Management: This section evaluates the skills of Talent Managers and emphasizes designing programs that foster a high-performing workforce. It includes assessing diversity, equity, and inclusion in workplace culture and developing succession plans. A significant skill assessed is the design of training programs that enhance employee development.
Topic 5	Leadership and Strategy: This section of the exam measures the skills of HR Leaders and covers the development of HR strategies aligned with organizational goals, influencing people management practices, and assessing risks. Key skills include contributing to organizational strategy, executing HR initiatives, and analyzing factors impacting operations. A critical skill measured is the ability to develop effective HR strategies.

HRCI The Professional in Human Resources (SPHR) Sample Questions (Q271-Q276):

NEW QUESTION # 271
The first step in developing a talent strategy must be to identify and assess skill sets of the internal workforce in an organization by conducting:

A. External scanning of market competitors and what internal business skills are missing
B. External scanning of applicant business skills and work levels
C. Internal scanning of the organization's structure, communication, and workflow
D. Internal scanning of employees' business skill competencies and work levels

Answer: D

Explanation:
Effective talent strategy begins with acurrent-state analysis- knowing theskills, competencies, and capacityof your internal workforce. Thisinternal scanforms the foundation forgap analysis, workforce planning, and succession development.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisitiondomain):
SPHR outlines the importance of "conducting internal workforce analysis to evaluate the availability of key skills and align staffing plans with business strategy." This includescompetency mapping, internal inventories, and assessing readiness for future roles- critical for creating a future-focused workforce.

NEW QUESTION # 272
After an election is ordered by the NLRB, which of the following management efforts could constitute an unfair labor practice by the employer?

A. Department meetings during working hours where the plant manager states that all promises are subject to negotiation
B. Comments by front-line supervisors to individual employees that the union will be costly since its only source of funds will be union members
C. Small group meetings held immediately after the beginning of the work shift on election day in which supervisors discuss why employees should vote "no"
D. Written fact sheets distributed weekly comparing wages to those of another plant that voted the union out

Answer: C

Explanation:
The action most likely to constitute an unfair labor practice (ULP) is holding small group meetings immediately after the beginning of the work shift on election day to influence voting (B).
Under the NLRB's Peerless Plywood rule, employers (and unions) are prohibited from holding captive audience meetings within 24 hours of a representation election if the purpose is to influence employees' votes. These meetings interfere with employees' free choice and are therefore unlawful.
Option A may be permissible if statements are factual and non-threatening. Option C is lawful because it communicates accurate information about collective bargaining. Option D is also permissible if the information is factual, non-coercive, and not misleading.
SPHR exam content emphasizes employer free speech rights balanced against restrictions on timing, coercion, and interference during union campaigns. Violations often hinge on when and how communication occurs-not just content.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (unfair labor practices; election rules).
HRCI SPHR Study Guide - Employer conduct during union representation campaigns.

NEW QUESTION # 273
The success of employee wellness programs in decreasing healthcare costs is most dependent on:

A. follow-up case management
B. the participation of high-risk employees
C. frequent communication of risk factors
D. consistent employee satisfaction

Answer: B

Explanation:
High-risk employees (e.g., those with chronic conditions or unhealthy lifestyles) drive the majority of healthcare costs. Engaging them leads to the biggest cost reductions and improved long-term health outcomes.
SPHR-aligned engagement strategies support targeted wellness participation and incentives for at-risk populations as key ROI drivers in cost management programs.

NEW QUESTION # 274
You are the Senior HR Professional for your organization and you're leading a workshop on HR practices for your department. Your first topic is the Davis Bacon Act. What did the Davis Bacon Act accomplish?

A. It established the minimum working age to be 15.
B. It was the first legislation to regulate minimum wages.
C. It abolished the requirements for workers to be forced to retire.
D. It established the minimum retirement age of 65.

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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 # 275
You are the HR Professional for your organization. You have just hired a new employee for your company.
What form are you and the newly hired employee required to complete to show the employee's identity and eligibility to work in the United States?

A. 0
B. I-9
C. IRCA-00
D. IRCA-86

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option B is correct.
The I-9 form is a requirement of the Immigration and Control Act of 1986. It must be completed within three days of hiring the employee. Some parts are completed by the newly hired candidate and the other parts are completed by the HR Professional.
Answer options C, A, and D are incorrect. These are not valid forms for the Immigration and Control Act of
1986.
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: Organization Exit/Off-Boarding Processes

NEW QUESTION # 276
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