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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Total Rewards | 12% | - Benefits and recognition
|
| Topic 2: Leadership and Strategy | 40% | - Organizational strategy alignment
|
| Topic 3: Talent Management and Development | 12% | - Performance management
|
| Topic 4: Workforce Planning and Talent Acquisition | 16% | - Recruitment and selection
|
| Topic 5: Employee Relations and Engagement | 20% | - Employee experience and culture
|
The countless The Professional in Human Resources (SPHR) (SPHR) exam candidates have already passed their dream HRCI SPHR certification exam and they all have got help from HRCI SPHR Exam Questions. You can also trust HRCI SPHR exam practice test questions and start preparation right now.
NEW QUESTION # 158
You are the HR Professional for the HJN Company and you've been tasked with addressing stress in the workplace. You reference the NIOSH book "Stress at Work" to learn there are six primary categories of stress in the workplace. Which category of stress is best described as lack of family-friendly policies?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
Management style is the stress factor that includes lack of family friendly policies.
Answer option B is incorrect. Task design is a stress factor that focuses on the day-to-day work activities.
Answer option D is incorrect. Work roles is a stress factor that describes the responsibilities and authority a worker may, or may not, have in the job.
Answer option A is incorrect. Career concerns are a stress factor that describes the security of employment, longevity of the career, and job growth.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 159
A professional development plan for a high-potential employee must include: (Select TWO options)
Answer: C,D
Explanation:
A needs assessment identifies development gaps, while a clear timeline ensures progress tracking. These are foundational elements in personalized, high-potential development.
According to SPHR-aligned LandD practices, high-potential development must be structured, intentional, and measurable, integrating assessments and timelines to guide growth.
NEW QUESTION # 160
The union rep has requested copies of all the incident reports filed during the last year. You are required to do what?
Answer: A
Explanation:
Answer option C is correct.The employee representative is entitled to receive copies of incident reports with the identifying information omitted. Employers have 7 calendar days to provide the information to an employee representative. Copies of the OSHA form 300 log must be provided by the end of the following business day (B) when requested by employees or their representatives. Options A and B do not apply to OSHA requirements. Chapter: Risk Management Objective: Review Questions
NEW QUESTION # 161
A standard employment practice that seems to be fair yet results in discrimination against a protected class is a description of what?
Answer: D
Explanation:
Section: Volume D
Explanation/Reference:
Answer option C is correct.
Disparate impact occurs when an employment practice that seems to be fair unintentionally discriminates against members of a protected class. Disparate treatment (B) occurs when a protected group is treated differently than other applicants or employees. The EEOC defines adverse impact (D) as a substantially different rate of selection in hiring, promotion, or another employment decision that works to the disadvantage of members of a race, a sex, or an ethnic group. Unfair treatment (A) can refer to any perceived difference in how employees are treated. See Chapter 4 for more information.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation
NEW QUESTION # 162
The success of an employee engagement strategy is best measured by its correlation to:
Answer: C
Explanation:
The success of an employee engagement strategy is best measured by its correlation to sustained retention (B). At the SPHR level, engagement is viewed as a leading indicator of long-term workforce stability and organizational performance.
Highly engaged employees are more likely to remain with the organization because they feel connected to its mission, supported by leadership, and satisfied with their work experience. Sustained retention demonstrates that engagement efforts are not producing short-lived enthusiasm but are influencing long-term employment decisions.
While engagement may also influence safety outcomes (C) and ethical behavior (D), these are indirect or situational indicators. Employer evaluations (A) reflect perception but do not capture behavioral outcomes.
Retention, by contrast, is a clear, measurable, and strategically significant result that links engagement to cost reduction, productivity, and knowledge continuity.
SPHR exam content consistently ties engagement strategies to voluntary turnover reduction as a primary measure of success. Organizations that invest effectively in engagement typically experience lower attrition, reduced replacement costs, and stronger workforce continuity.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (engagement metrics; retention).
* HRCI SPHR Study Guide - Measuring engagement effectiveness.
NEW QUESTION # 163
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