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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Workforce Planning and Talent Acquisition | 17% | - Workforce Planning
|
| Topic 2: Leadership and Strategy | 33% | - Developing HR Strategy
|
| Topic 3: HR Information Management, Safety, and Security | 10% | - Workplace Safety and Security
|
| Topic 4: Talent Management | 23% | - Performance Management
|
| Topic 5: Total Rewards | 17% | - Compensation
|
>> Latest SPHR Exam Duration <<
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NEW QUESTION # 243
Which of the following is developed over centuries as a result of legal decisions made by judges in individual cases?
Answer: D
Explanation:
Section: Volume G
Explanation/Reference:
Answer option C is correct.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation
NEW QUESTION # 244
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:
Explanation/Reference:
Answer option B is correct.
The EEO-4 Report, formally known as the state and local government report, is collected on odd years.
Answer option D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, gender, and job distribution of the organization.
Answer option A is incorrect. EEO-3 Report, formally known as the Local Union Report, is collected on even years.
Answer option C is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of Education. It is collected on even-number of years for school districts with
100 or more employees.
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 # 245
OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities?
Answer: C
Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
The five OSHA priorities in order are as follows: Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, and follow-up inspections.
Answer options D, A, and B are incorrect. These are not the correct order of OSHA priorities.
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 246
The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, to men and women who perform substantially equal work for the same employer, in the same establishment, and under similar working conditions. The law defined substantial equality of job content on four factors. Which one of the following is not one of the four factors this law defines?
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: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management
NEW QUESTION # 247
To identify employees who are best able to assume leadership roles over time, HR must utilize:
Answer: C
Explanation:
B . Succession planning is the correct answer because succession planning is the systematic process organizations use to identify critical positions, assess employees with future potential, evaluate readiness, and develop individuals who may eventually assume key leadership or other strategically important roles.
HRCI's SPHR framework places this concept directly within Learning and Development. The outline requires HR to analyze organizational needs and develop a "succession plan for key roles", including activities such as "identify talent", career progression, coaching, and development. This language closely matches the question's emphasis on identifying employees who can assume leadership responsibilities over time. The current SPHR outline retains essentially the same responsibility within Talent Management and explicitly connects succession planning with identifying talent, career progression, coaching, development, business continuity, and leadership development.
Effective succession planning normally involves identifying critical positions, defining future competency requirements, assessing internal talent, evaluating potential and readiness, identifying development gaps, and establishing development actions. It is future-oriented rather than simply evaluating how well an employee performs in the employee's present job.
A . Peer networks may contribute information about employee reputation, influence, collaboration, and informal leadership, but peer networks are not a formal process for building leadership continuity.
C . Stakeholder feedback can be useful as one source of assessment data, particularly in performance reviews, 360-degree feedback, and leadership-development programs. However, feedback alone does not constitute the systematic process for preparing replacements for critical positions.
D . Job task analysis identifies the duties, responsibilities, knowledge, skills, and requirements associated with a particular job. Although such information can support workforce planning, it does not identify which employees should be developed as future leaders.
The phrase "assume leadership roles over time" is the strongest clue. SPHR questions involving long-term leadership continuity, internal leadership pipelines, potential successors, and readiness for critical positions normally point to succession planning.
Reference:
HRCI, SPHR Exam Content Outline, 2023-2024, Functional Area 03: Learning and Development, Responsibility 02; Knowledge Area 35.
HRCI, SPHR Exam Content Outline, current edition, Functional Area 03: Talent Management, Responsibilities 3.3, 3.7, and 3.8.
NEW QUESTION # 248
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