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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
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. Develop selection and hiring processes 2. Evaluate effectiveness of talent acquisition programs 3. Design and evaluate recruiting strategies
Talent Management	23%	- Career Development 1. Design policies for return of employees 2. Assess talent and develop career paths 3. Develop employee career and growth opportunities - Employee Development 1. Design and evaluate learning and development strategies 2. Identify and implement leadership development strategies 3. Develop training programs and initiatives - Performance Management 1. Design and evaluate strategies for performance management 2. Evaluate strategies for employee satisfaction and retention 3. Align team and individual performance goals to organizational measures
Leadership and Strategy	33%	- Developing HR Strategy 1. Contribute to organizational strategy and planning 2. Evaluate organizational design and structure 3. Design and manage effective change strategies 4. Develop and manage workplace practices aligned with vision, values, and ethics - Leading the HR Function 1. Develop HR strategic plans 2. Evaluate credibility and relevance of external information 3. Monitor organizational risk 4. Influence people management practices
HR Information Management, Safety, and Security	10%	- HR Information Management 1. Design and evaluate HR data indicators to inform strategic actions 2. Analyze workforce metrics (turnover, cost per hire, retention rates) 3. Manage HR information systems and data privacy - 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
Total Rewards	17%	- Compensation 1. Evaluate market competitiveness and equity 2. Develop base pay and incentive programs 3. Design and evaluate compensation strategies - Benefits 1. Design and evaluate benefits programs 2. Evaluate effectiveness of total rewards programs 3. Develop health, retirement, and wellness programs

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q275-Q280):

NEW QUESTION # 275
Which of the following occurs in violation of a contract clause prohibiting strikes during the term of the contract?

A. Lockout
B. Wildcat strike
C. Strike
D. Involuntary exit

Answer: B

Explanation:
Answer option A is correct.A wildcat strike occurs in violation of a contract clause prohibiting strikes during the term of the contract.Answer option C is incorrect. A strike occurs when the union decides to stop working.Answer option B is incorrect. A lockout occurs when management shuts down operations to keep the union from working.Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc. Chapter: Employee and Labor Relations Objective: Union Organization

NEW QUESTION # 276
You work for a manufacturing facility that deals with many different types of chemicals. Some of the chemicals in the workplace can be dangerous and require special training to transport or utilize the chemicals. You notice that some of the chemicals, that aren't necessarily dangerous, do not have a material safety data sheet affixed. Does the lack of material safety data sheet represents a risk-related problem?

A. No - if there is a large material safety data sheet for all chemicals above the area where the chemicals are stored.
B. Yes - the manufacturer of the chemicals is required to affix a material safety data sheet to the chemicals.
C. No - only dangerous materials must have the material safety data sheet.
D. Yes - your company must create and affix a material safety data sheet for all chemicals.

Answer: B

Explanation:
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0470-43096-5. 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 Management

NEW QUESTION # 277
An effective progressive disciplinary process begins with which of the following?

A. A written warning
B. A suspension
C. Coaching or counseling
D. A verbal warning

Answer: C

Explanation:
Section: Volume D
Explanation/Reference:
Answer option D is correct.
An effective progressive disciplinary process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed. A written warning (A) is the second step of a formal disciplinary process. A verbal warning (B) is the first step. Suspensions (C) are usually the last step prior to termination. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations

NEW QUESTION # 278
When conducting due diligence for a potential acquisition, which of the following is HR's most important consideration?

A. Leadership hierarchy
B. Ability to merge benefits plans
C. Organizational culture
D. Existing severance requirements

Answer: C

Explanation:
HR's most important consideration during acquisition due diligence is organizational culture (B). At the SPHR level, cultural compatibility is recognized as one of the strongest predictors of post-acquisition success or failure.
Organizational culture shapes decision-making, leadership behavior, risk tolerance, communication styles, and employee engagement. Cultural misalignment can lead to talent loss, resistance to change, productivity decline, and failure to realize anticipated synergies-regardless of how well financial or operational elements are planned.
While leadership structure (A), benefits integration (C), and severance obligations (D) are important transactional considerations, they are easier to resolve than deeply embedded cultural differences.
SPHR exam content consistently emphasizes HR's role in identifying, assessing, and planning for cultural integration risks during mergers and acquisitions, positioning culture as a top strategic concern.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (MandA due diligence; culture).
* HRCI SPHR Study Guide - HR considerations in mergers and acquisitions.

NEW QUESTION # 279
To which of the following does the balanced scorecard concept not apply?

A. Tie objectives to specific performance measures.
B. Set targets for meeting objectives.
C. Measure how objectives contribute to organization goals.
D. Eliminate unnecessary processes to increase customer satisfaction.

Answer: D

Explanation:
Explanation/Reference:
Answer option D is correct.
The balanced scorecard ties objectives to performance measurements (A), sets targets (B), and measures how the objectives contribute to organization goals (C). The elimination of unnecessary processes to increase customer satisfaction (D) is the purpose of reengineering.
Chapter: Business Management and Strategy
Objective: Review Questions

NEW QUESTION # 280
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