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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Talent Management and Development12%- Performance management
  • 1. Design and evaluate performance systems
  • 2. Align goals with organizational success
- Learning and development
  • 1. Evaluate training effectiveness
  • 2. Create leadership and career development programs
Topic 2: Leadership and Strategy40%- Organizational strategy alignment
  • 1. Contribute to organizational planning and vision
  • 2. Develop and execute HR strategic plans
- Risk management and compliance
  • 1. Analyze internal/external factors impacting operations
  • 2. Design risk mitigation strategies
- HR governance and ethics
  • 1. Lead organizational change initiatives
  • 2. Establish ethical guidelines and policies
Topic 3: Total Rewards12%- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication
- Compensation strategy
  • 1. Ensure compliance with pay laws
  • 2. Design pay structures and philosophies
Topic 4: Employee Relations and Engagement20%- Labor relations and compliance
  • 1. Address workplace safety and security
  • 2. Manage legal and regulatory requirements
- Employee experience and culture
  • 1. Foster diversity, equity, and inclusion
  • 2. Design engagement and retention strategies
Topic 5: Workforce Planning and Talent Acquisition16%- Talent forecasting and planning
  • 1. Design staffing and succession strategies
  • 2. Assess workforce needs and gaps
- Recruitment and selection
  • 1. Develop sourcing and assessment methods
  • 2. Ensure legal compliance in hiring

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SPHR Certification Dumps | SPHR Reliable Exam Answers

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q150-Q155):

NEW QUESTION # 150
As a Senior HR Professional you often need to advice management on how best to communicate with employees. One approach you recommend for manager is to give employees access to decision makers to provide support, answer questions, and provide feedback. What communication model are you recommending in this instance?

Answer: A

Explanation:
Section: Volume B
Explanation/Reference:
Answer option A is correct.
The open-door policy invites employees to share their concerns, questions, and interact with decision makers.
Answer option D is incorrect. Department staff meetings are good, but that's not the description in this instance.
Answer option B is incorrect. Management by walking around was publicized by Tom Peters in his book, In Search of Excellence. It provides management interaction and support of employee's goals.
Answer option C is incorrect. Brown-bag lunches are informal lunch meetings usually to learn about a topic, to hear from senior management, or to learn about a new company goal.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. 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 # 151
Based on the results of a general abilities test below, which of the following decisions should the organization make"?

Answer: B

Explanation:
If test results indicate poor validity, fairness, or consistency across job roles, it should not be used at all.
Continuing its use could risklegal exposureunder EEOC or ADA guidelines.
Per SPHR standards inTalent Planning, any tool used in selection must demonstratejob-relatedness and consistency. If not defensible, it must be removed to avoidadverse impact or discrimination claims.


NEW QUESTION # 152
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

Answer: C

Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Compensation


NEW QUESTION # 153
Within the first 90 days of his employment, a security guard physically assaulted an alleged shoplifter. Upon investigation, it was found that he had been previously convicted of a violent crime, but the employer failed to conduct a background check. This is an example of which of the following?

Answer: B

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Negligent hiring occurs when an employer knows or should have known about an applicant's prior history that endangered customers, employees, vendors, or others with whom the employee comes into contact. While this behavior may be classified as a criminal act (B), it is not a violation of the employee privacy (A) but rather a function of workplace violence that may have been prevented through proper screening at the time of hire.
Chapter: Workforce Planning and Employment
Objective: Review Questions


NEW QUESTION # 154
For which of the following positions does the compa-ratio reflect a lagging market rate?

Answer: D

Explanation:
While the original question lacks compa-ratio data, the concept ofcompa-ratiois central to answering correctly. Acompa-ratio below 100%(e.g., 80%) indicates that an employee is paidbelow the market midpoint, which typically suggests alagging pay rateunless justified by tenure or performance.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
SPHR-level professionals must understandcompa-ratio as a benchmark of internal pay relative to market.
A compa-ratio = (Employee Pay / Market Midpoint). A compa-ratio significantlyunder 1.0signals potential market misalignmentor pay equity issues. HR uses this to correct compression, reward tenure, or structure increases.


NEW QUESTION # 155
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