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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Workforce Planning and Talent Acquisition16%- Talent forecasting and planning
  • 1. Assess workforce needs and gaps
  • 2. Design staffing and succession strategies
- Recruitment and selection
  • 1. Ensure legal compliance in hiring
  • 2. Develop sourcing and assessment methods
Topic 2: Leadership and Strategy40%- Organizational strategy alignment
  • 1. Develop and execute HR strategic plans
  • 2. Contribute to organizational planning and vision
- Risk management and compliance
  • 1. Design risk mitigation strategies
  • 2. Analyze internal/external factors impacting operations
- HR governance and ethics
  • 1. Lead organizational change initiatives
  • 2. Establish ethical guidelines and policies
Topic 3: Total Rewards12%- Benefits and recognition
  • 1. Develop benefit programs and incentives
  • 2. Manage total rewards communication
- Compensation strategy
  • 1. Design pay structures and philosophies
  • 2. Ensure compliance with pay laws
Topic 4: Talent Management and Development12%- Performance management
  • 1. Align goals with organizational success
  • 2. Design and evaluate performance systems
- Learning and development
  • 1. Evaluate training effectiveness
  • 2. Create leadership and career development programs
Topic 5: Employee Relations and Engagement20%- Employee experience and culture
  • 1. Foster diversity, equity, and inclusion
  • 2. Design engagement and retention strategies
- Labor relations and compliance
  • 1. Address workplace safety and security
  • 2. Manage legal and regulatory requirements

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HRCI The Professional in Human Resources (SPHR) SPHR Prüfungsfragen mit Lösungen (Q194-Q199):

194. Frage
As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

Antwort: B

Begründung:
Explanation/Reference:
Answer option A is correct.
In 1931, the Davis-Bacon Act, was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.
Answer option B is incorrect. The Walsh-Healey Public Contracts Act, addressed contractors with the federal government that exceed $10,000 to pay an established minimum wage to workers, employed through the contract. This act was passed in 1936.
Answer option C is incorrect. The Fair Labor Standards Act, was passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.
Answer option D is incorrect. The Portal-to-Portal Act of 1947, clarified hours of working for the purpose of minimum wage and overtime pay.
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: Compensation and Benefits
Objective: Compensation


195. Frage
You are the Senior HR Professional in your organization and you're working with Janet, a project manager, to discuss the scope of a new project. Janet and her project team have taken your project scope and segmented it into a visual decomposition of the project work. What has Janet created?

Antwort: D

Begründung:
Answer option C is correct.Janet has taken your project scope and decomposed it to a Work Breakdown Structure (WBS). The WBS captures all components the project will deliver. Work Breakdown Structure (WBS) A Work Breakdown Structure (WBS) is a visual decomposition of the project scope. The project scope is taken and broken down into smaller, more manageable units. Each of these units can be broken down again and again until you define the smallest item in the WBS called the work package.Project groups and the project's discrete work elements are defined in a way that helps organize and define the total work scope of the project. A WBS element may be a product, data, a service, or any combination. WBS also provides the necessary framework for detailed cost estimating and control along with providing guidance for schedule development and control.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Project Management Concepts


196. Frage
The employer cannot terminate or otherwise discipline the employee for organizing efforts because the:

Antwort: A

Begründung:
Comprehensive and Detailed Explanation:
Employees have a legal right to engage in concerted activity, including union organizing, under Section 7 of the NLRA. Disciplining or terminating them for such action is illegal.
SPHR candidates must understand protected concerted activity rights. Violating these can lead to unfair labor practice charges.


197. Frage
When the NLRA imposes a voluntary-recognition bar, this means what?

Antwort: B

Begründung:
Explanation/Reference:
Answer option C is correct.
The NLRB imposes a voluntary-recognition bar while negotiations take place between the union and an employer that voluntarily recognized the union. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Labor Relations


198. Frage
As an HR Professional in your organization, you need to be familiar with designing interview questions that are valid. Which type of validity is demonstrated by the job requirement of the applicant being able to design a web page in a particular software program your company uses?

Antwort: B

Begründung:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs


199. Frage
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