SPHR Related Exams, Review SPHR Guide

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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Talent Management	23%	- Employee Development 1. Design and evaluate learning and development strategies 2. Identify and implement leadership development strategies 3. Develop training programs and initiatives - Career Development 1. Develop employee career and growth opportunities 2. Assess talent and develop career paths 3. Design policies for return of employees - 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
Topic 2: HR Information Management, Safety, and Security	10%	- HR Information Management 1. Analyze workforce metrics (turnover, cost per hire, retention rates) 2. Manage HR information systems and data privacy 3. Design and evaluate HR data indicators to inform strategic actions - Workplace Safety and Security 1. Evaluate employee safety and security strategies 2. Manage compliance with OSHA, HIPAA, emergency response plans 3. Address building access and data security/privacy
Topic 3: Leadership and Strategy	33%	- Leading the HR Function 1. Influence people management practices 2. Develop HR strategic plans 3. Evaluate credibility and relevance of external information 4. Monitor organizational risk - Developing HR Strategy 1. Contribute to organizational strategy and planning 2. Design and manage effective change strategies 3. Evaluate organizational design and structure 4. Develop and manage workplace practices aligned with vision, values, and ethics
Topic 4: Total Rewards	17%	- Compensation 1. Develop base pay and incentive programs 2. Design and evaluate compensation strategies 3. Evaluate market competitiveness and equity - Benefits 1. Design and evaluate benefits programs 2. Evaluate effectiveness of total rewards programs 3. Develop health, retirement, and wellness programs
Topic 5: Workforce Planning and Talent Acquisition	17%	- Workforce Planning 1. Analyze organizational needs and workforce gaps 2. Develop workforce planning strategies 3. Forecast talent supply and demand - Talent Acquisition 1. Evaluate effectiveness of talent acquisition programs 2. Design and evaluate recruiting strategies 3. Develop selection and hiring processes

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Pass Guaranteed SPHR - Valid The Professional in Human Resources (SPHR) Related Exams

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q56-Q61):

NEW QUESTION # 56
According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?

A. A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
B. The employer lays off 5 employees a week for 3 months.
C. The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
D. A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.

Answer: B

Explanation:
Explanation/Reference:
Answer option B is correct.
The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the "faltering company exception" (D) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the "unforeseeable business circumstance" (C) when unexpected circumstances occur, and the "natural disaster" (A) exception. See Chapter for more information.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes

NEW QUESTION # 57
Data integrity, employment practices liability insurance, OSHA, and workplace violence policies are all examples of which of the following HR functions?

A. Employee relations
B. Risk management
C. Workforce planning and employment
D. EEO

Answer: B

Explanation:
Section: Volume C
Explanation/Reference:
Answer option D is correct.
Risk management has influence that goes beyond the traditional safety role of HR, often influencing other HR functions such as EEO compliance (C), workforce planning (A) and employee relations (B). It revolves around removing or mitigating business risks, whether they are internal or external, or data- or employee- driven. See Chapters 4, 7, and 8 for more information.
Chapter: Risk Management
Objective: Risk Management

NEW QUESTION # 58
Which of the following Acts applies to children in the workforce?

A. Drug-Free Workplace Act
B. Fair Labor Standards Act (FLSA)
C. Mine Safety and Health Act (MSHA)
D. Occupational Safety and Health Act (OSHA)

Answer: B

Explanation:
Answer option C is correct.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 59
Which of the following is the way in which the goods or service will be produced?

A. Cost control
B. Production layout
C. Quality management
D. Inventory management

Answer: B

Explanation:
Explanation/Reference:
Answer option B is correct.
Chapter: Business Management and Strategy
Objective: Organizations

NEW QUESTION # 60
When designing new seminars and learning programs with ADDIE, you should often use SMART for learning objectives. What does SMART mean?

A. Scalable, Measurable, Action-oriented, Reviewed, Time-bound
B. Specific, Measurable, Action-oriented, Realistic, Tested
C. Scalable, Measurable, Activities, Realistic, Tested
D. Specific, Measurable, Action-oriented, Realistic, Time-bound

Answer: D

Explanation:
Explanation/Reference:
Answer option D is correct.
SMART means Specific, Measurable, Action-oriented, Realistic, Time-bound. SMART can be used for goal setting, learning objectives, and project management objectives.
Answer option A is incorrect. Scalable, Activities, and Tested aren't part of SMART.
Answer option B is incorrect. Scalable isn't part of SMART.
Answer option C is incorrect. Tested isn't part of SMART.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
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: Human Resource Development
Objective: Talent Management

NEW QUESTION # 61
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