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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Talent Management23%- Career Development
  • 1. Develop employee career and growth opportunities
  • 2. Assess talent and develop career paths
  • 3. Design policies for return of employees
- Employee Development
  • 1. Develop training programs and initiatives
  • 2. Design and evaluate learning and development strategies
  • 3. Identify and implement leadership development strategies
- Performance Management
  • 1. Evaluate strategies for employee satisfaction and retention
  • 2. Align team and individual performance goals to organizational measures
  • 3. Design and evaluate strategies for performance management
Topic 2: Total Rewards17%- Compensation
  • 1. Evaluate market competitiveness and equity
  • 2. Develop base pay and incentive programs
  • 3. Design and evaluate compensation strategies
- Benefits
  • 1. Develop health, retirement, and wellness programs
  • 2. Design and evaluate benefits programs
  • 3. Evaluate effectiveness of total rewards programs
Topic 3: Leadership and Strategy33%- Developing HR Strategy
  • 1. Develop and manage workplace practices aligned with vision, values, and ethics
  • 2. Evaluate organizational design and structure
  • 3. Design and manage effective change strategies
  • 4. Contribute to organizational strategy and planning
- Leading the HR Function
  • 1. Monitor organizational risk
  • 2. Influence people management practices
  • 3. Develop HR strategic plans
  • 4. Evaluate credibility and relevance of external information
Topic 4: Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Develop selection and hiring processes
  • 2. Design and evaluate recruiting strategies
  • 3. Evaluate effectiveness of talent acquisition programs
- Workforce Planning
  • 1. Analyze organizational needs and workforce gaps
  • 2. Develop workforce planning strategies
  • 3. Forecast talent supply and demand
Topic 5: HR Information Management, Safety, and Security10%- HR Information Management
  • 1. Manage HR information systems and data privacy
  • 2. Design and evaluate HR data indicators to inform strategic actions
  • 3. Analyze workforce metrics (turnover, cost per hire, retention rates)
- Workplace Safety and Security
  • 1. Evaluate employee safety and security strategies
  • 2. Manage compliance with OSHA, HIPAA, emergency response plans
  • 3. Address building access and data security/privacy

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q77-Q82):

NEW QUESTION # 77
Which of the following alternative staffing methods would be most appropriate for a company with ongoing yet sporadic needs for a specific job to be done?

Answer: A

Explanation:
Explanation/Reference:
Answer option C is correct.
An on-call worker is the best solution for situation in which the employer needs the same job to be done on a sporadic basis. This allows the employer to rely on the same person to do the job, reducing training requirements. An intern program (B) would not be appropriate because it is a short-term training solution.
Seasonal workers (D) are generally required only at specific times of the year. Temp workers (A) provided by agencies may not be available when needed because they may be on other assignments. See Chapter
4 for more information.
Chapter: Workforce Planning and Employment
Objective: Strategic Workforce Planning


NEW QUESTION # 78
Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. In her questions, Jane is careful not to ask all of the following questions, except for which one?

Answer: A

Explanation:
Explanation/Reference:
Answer option D is correct.
Of all the questions, only choice D is a valid question that Jane should ask. Jane must be careful, not to offer questions that could be or interpreted as discriminatory.
Answer option A is incorrect. By asking how many children the candidate has, is an example of sex discrimination.
Answer option B is incorrect. Jane may get national origin information in the question.
Answer option C is incorrect. Asking for one's date of birth could lead to age discrimination.
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: Staffing Programs


NEW QUESTION # 79
Which of the following employment visas is used for DOD workers and fashion models?

Answer: A

Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs


NEW QUESTION # 80
To assess the effectiveness of the HR transformation, the Vice President must measure the:

Answer: C

Explanation:
To assess the effectiveness of transforming HR into a strategic business partner, the Vice President must measure the value the department adds to the organization (B). At the SPHR level, effectiveness is defined by business impact, not activity volume or satisfaction alone.
Traditional HR metrics-such as service volume, cost efficiency, or satisfaction-reflect operational performance. However, a strategic HR function is evaluated based on its contribution to organizational outcomes, such as improved talent capability, reduced risk, higher productivity, leadership readiness, and support of strategic initiatives.
Employee satisfaction (A) and manager perceptions (D) are useful indicators but are subjective and insufficient on their own. System effectiveness (C) measures efficiency, not strategic value.
SPHR exam content consistently emphasizes that HR's credibility and strategic role are demonstrated through measurable contributions to organizational performance and results.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (HR metrics; value creation).
HRCI SPHR Study Guide - Measuring HR's strategic impact.


NEW QUESTION # 81
You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments?

Answer: A

Explanation:
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 # 82
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