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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Talent Management and Development12%- Performance management
  • 1. Align goals with organizational success
  • 2. Design and evaluate performance systems
- Learning and development
  • 1. Create leadership and career development programs
  • 2. Evaluate training effectiveness
Total Rewards12%- Compensation strategy
  • 1. Design pay structures and philosophies
  • 2. Ensure compliance with pay laws
- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication
Leadership and Strategy40%- HR governance and ethics
  • 1. Establish ethical guidelines and policies
  • 2. Lead organizational change initiatives
- Risk management and compliance
  • 1. Design risk mitigation strategies
  • 2. Analyze internal/external factors impacting operations
- Organizational strategy alignment
  • 1. Develop and execute HR strategic plans
  • 2. Contribute to organizational planning and vision
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
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. Ensure legal compliance in hiring
  • 2. Develop sourcing and assessment methods

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HRCI The Professional in Human Resources (SPHR) SPHR Prüfungsfragen mit Lösungen (Q124-Q129):

124. Frage
Your organization has been contacted by Occupational Health and Safety Act (OSHA) to create the OSHA 300 log and annual summary. Once you complete this log and annual summary and submit it to OSHA, how long must your company retain the log?

Antwort: B

Begründung:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
Once you complete the log, your company is required to retain the log for five years.
Answer options D, B, and A are incorrect. The correct answer is that your organization must retain the log for five years.
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


125. Frage
Why is a job analysis important?

Antwort: D

Begründung:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities.
Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions


126. Frage
Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?

Antwort: C

Begründung:
Section: Volume A
Explanation/Reference:
Answer option B is correct.
When there is arbitration between management and the union regarding contract language, it is commonly referred to as interest arbitration.
Answer option A is incorrect. Decisions describe the resolution of grievances based on the interpretation of the contract.
Answer option C is incorrect. Ad hoc arbitration isn't technically a term associated with contract language. Ad hoc arbitrators, however, is. Ad hoc arbitrators describe the ability of either management or union to be forced to use an arbitrator which they're not happy with.
Answer option D is incorrect. Permanent arbitration isn't technically a term associated with contract language.
Permanent arbitrators, however, are. Permanent arbitrators describer an arbitrator that stays with the party (management or union) for the duration of the contract.
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: Union Organization


127. Frage
Which of the following departments of an organization develops new products and redesigns old ones to meet changing market demands?

Antwort: C

Begründung:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Chapter: Business Management and Strategy
Objective: Organizations


128. Frage
Which of the following metrics is most likely to be associated with social learning?

Antwort: B

Begründung:
Social learningfocuses on knowledge transfer throughinteraction, mentoring, coaching, and peer networks
, rather than formal classroom instruction. Mentorship is a prime metric to assess its effectiveness.
Extract from HRCI-aligned HR knowledge (Learning and Development):
SPHR guidance recommends "monitoring informal learning opportunities such as mentorships and communities of practice as indicators of organizational knowledge-sharing culture." This supportsagile, scalable learning environments.


129. Frage
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