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The validation of expertise, more career opportunities, salary enhancement, instant promotion, and membership of HRCI certified professional community. In this way, the The Professional in Human Resources (SPHR) (SPHR) can not only validate their skills and knowledge level but also put their careers on the right track. By doing this you can achieve your career objectives.

HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
HR Information Management, Safety, and Security	10%	- Workplace Safety and Security 1. Evaluate employee safety and security strategies 2. Address building access and data security/privacy 3. Manage compliance with OSHA, HIPAA, emergency response plans - 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)
Leadership and Strategy	33%	- Developing HR Strategy 1. Contribute to organizational strategy and planning 2. Develop and manage workplace practices aligned with vision, values, and ethics 3. Design and manage effective change strategies 4. Evaluate organizational design and structure - Leading the HR Function 1. Develop HR strategic plans 2. Influence people management practices 3. Evaluate credibility and relevance of external information 4. Monitor organizational risk
Workforce Planning and Talent Acquisition	17%	- Workforce Planning 1. Develop workforce planning strategies 2. Forecast talent supply and demand 3. Analyze organizational needs and workforce gaps - Talent Acquisition 1. Design and evaluate recruiting strategies 2. Develop selection and hiring processes 3. Evaluate effectiveness of talent acquisition programs
Total Rewards	17%	- Benefits 1. Develop health, retirement, and wellness programs 2. Design and evaluate benefits programs 3. Evaluate effectiveness of total rewards programs - Compensation 1. Evaluate market competitiveness and equity 2. Design and evaluate compensation strategies 3. Develop base pay and incentive programs
Talent Management	23%	- Performance Management 1. Evaluate strategies for employee satisfaction and retention 2. Design and evaluate strategies for performance management 3. Align team and individual performance goals to organizational measures - Career Development 1. Assess talent and develop career paths 2. Develop employee career and growth opportunities 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

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HRCI SPHR - The Professional in Human Resources (SPHR) Fantastic Exam Labs

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q175-Q180):

NEW QUESTION # 175
Which of the following describes salting?

A. The union hires an individual to picket the employer's business.
B. The union hires an individual to apply for a job with an employer and begin to organize the company.
C. The union hires an individual to distribute leaflets to employees as they are leaving work at the end of the day.
D. The union hires an individual to publicize its reasons for targeting an employer for unionization.

Answer: B

Explanation:
Explanation/Reference:
Answer option B is correct.
Salting occurs when a union hires an individual experienced at organizing tactics to apply for a job with a company that has been targeted for an organizing campaign (B). Options C, D, and A are tactics used by unions during organizing campaigns.
Chapter: Employee and Labor Relations
Objective: Review Questions

NEW QUESTION # 176
What is the purpose of a diversity initiative?

A. To increase the comfort level of employees
B. To increase organizational creativity
C. To educate all employees about other groups in the workforce
D. To increase the diversity of the workforce

Answer: D

Explanation:
Answer option B is correct.A diversity initiative is designed to increase diversity in an organization. Diversity training educates employees about the cultural and social differences in other cultures and is designed to increase the comfort level of employees (A and D). A benefit of diversity is increased organizational creativity (C). Chapter: Core Knowledge Requirements for HR Professionals Objective: Review Questions

NEW QUESTION # 177
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?

A. $500,000
B. $50,000
C. There is no limited amount as the jury can determine damages
D. $300,000

Answer: D

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 # 178
Which of the following areas ensures that individuals with the required knowledge, skills, and abilities are available when needed to accomplish organization goals?

A. Employee and Labor Relations
B. Human Resource Development
C. Total Rewards
D. Risk Management

Answer: B

Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Human Resource Development
Objective: Metrics: Measuring Results

NEW QUESTION # 179
In the evaluation phase, the ___________ evaluation method focuses on how well the training resulted in learning new skills and competencies.

A. Learning
B. Behavior
C. Results
D. Reaction

Answer: A

Explanation:
Answer option C is correct.The learning evaluation method focuses on how well the training resulted in learning new skills. The reaction evaluation method (D) focuses on participant reactions. The behavior evaluation method (B) measures on-the-job behavior changes as a result of training, and the results evaluation method (A) measures organizational results. Of the four methods, the results evaluation method is considered the most valuable for the organization. Chapter: Human Resource Development Objective: Review Questions

NEW QUESTION # 180
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