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| Section | Objectives |
|---|---|
| Topic 1: Total Rewards | |
| Topic 2: Employee Relations and Engagement | |
| Topic 3: Talent Planning and Acquisition | |
| Topic 4: Leadership and Strategy | |
| Topic 5: Learning and Development | |
| Topic 6: Risk Management |
>> Exam SPHR Questions Answers <<
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NEW QUESTION # 15
According to the Toxic Substance Control Act, documentation of hazardous material exposures must be kept on file for how many years?
Answer: D
Explanation:
Explanation/Reference:
Answer option D is correct.
Manufacturers, importers, processors, and distributors of toxic chemicals must keep records related to hazardous material exposures, including claims of occupational diseases, for 30 years from the report date.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions
NEW QUESTION # 16
A department manager advises you that the productivity of his data-entry operators is unsatisfactory and asks you to develop a training program to improve their data-entry skills. What is your first step?
Answer: B
Explanation:
Answer option B is correct.A needs assessment is conducted to determine what is required to solve a problem, including whether training is the appropriate intervention. If, for example, network crashes are the cause of the low productivity, training will not solve the problem. Lesson plans (A) are created during the design stage of training discussed in Chapter 5. Talking to other managers to validate the situation (D) may be included in the needs assessment along with other factors. The training method is selected (C) during the development phase discussed in Chapter 5. Chapter: Core Knowledge Requirements for HR Professionals Objective: Review Questions
NEW QUESTION # 17
Which is the best way to reduce the turnover of high-potential employees?
Answer: D
Explanation:
High-potential employees leave if they don't see growth. Development programs (leadership training, stretch assignments) provide purpose and progress, keeping them invested in the company.
SPHR-level retention planning focuses on accelerated development paths for top talent to prevent disengagement and flight risk.
NEW QUESTION # 18
Which of the following is used during the strategic planning process?
Answer: C
Explanation:
Section: Volume E
Explanation/Reference:
Answer option A is correct.
Chapter: Business Management and Strategy
Objective: Strategy
NEW QUESTION # 19
Which of the following factors are to be assessed before creating a training strategy?
Answer: D
Explanation:
Comprehensive and Detailed 250 to 350 words of Explanation (aligned to SPHR-level HR practice):
Before an organization builds a training strategy, it should complete a needs assessment (often framed as organizational, task/work, and learner/person analyses). The goal is to confirm that training is the right solution, that the organization is ready to support it, and that the expected outcomes justify the investment.
Among the options, Leadership acceptance (C) is the most foundational "pre-strategy" factor because training initiatives routinely fail when leaders do not actively sponsor them. Leadership acceptance signals that the training aligns with business priorities, that managers will reinforce new behaviors on the job, and that participants will be given time and support to apply learning. In SPHR practice, leadership sponsorship is also a key enabler for funding approvals, change management, accountability, and measurement expectations.
Cost analysis (B) and departmental workflows (D) are also commonly assessed early, but they typically occur within the broader needs assessment and feasibility planning-often after confirming sponsorship and strategic alignment. Cost analysis helps determine budget constraints and ROI expectations; workflow analysis helps identify performance gaps, process barriers, timing constraints, and whether the issue is truly a skill/knowledge gap versus a process, resource, or role-design problem.
Program design (A) is generally not assessed before creating the strategy; it is a downstream activity that follows needs assessment and strategy decisions (audience, objectives, delivery approach, metrics). In other words: you secure organizational readiness-especially leadership buy-in-then you design the program.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Learning and Development (needs assessment; aligning LandD solutions to business strategy; stakeholder support).
* HRCI SPHR Preparation/Study Guidance (Learning and Development topics) - Emphasis on assessing organizational readiness and leadership support before solution design and implementation.
NEW QUESTION # 20
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