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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Leadership and Strategy	40%	- Organizational strategy alignment 1. Contribute to organizational planning and vision 2. Develop and execute HR strategic plans - Risk management and compliance 1. Analyze internal/external factors impacting operations 2. Design risk mitigation strategies - HR governance and ethics 1. Lead organizational change initiatives 2. Establish ethical guidelines and policies
Topic 2: Workforce Planning and Talent Acquisition	16%	- Recruitment and selection 1. Ensure legal compliance in hiring 2. Develop sourcing and assessment methods - Talent forecasting and planning 1. Assess workforce needs and gaps 2. Design staffing and succession strategies
Topic 3: Talent Management and Development	12%	- Performance management 1. Align goals with organizational success 2. Design and evaluate performance systems - Learning and development 1. Create leadership and career development programs 2. Evaluate training effectiveness
Topic 4: Employee Relations and Engagement	20%	- Labor relations and compliance 1. Manage legal and regulatory requirements 2. Address workplace safety and security - Employee experience and culture 1. Foster diversity, equity, and inclusion 2. Design engagement and retention strategies
Topic 5: Total Rewards	12%	- 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

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q244-Q249):

NEW QUESTION # 244
Your organization mainly focuses on the production of bicycles for selling it around the world. In addition to this, the organization also produces scooters. The management wants to restrict its line of production to bicycles. Therefore, it decides to sell the scooter production department to another competitor. Which of the following terms best describes the sale of the scooter production department to your competitor?

A. Outsourcing
B. Rightsizing
C. Corporate restructure
D. Divestiture

Answer: D

Explanation:
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: Business Management and Strategy
Objective: Strategic Management

NEW QUESTION # 245
A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?

A. It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.
B. It is a strike through which the union seeks to pressurize an employer to assign a
particular work to its members; rather than to members of other unions or to the non-union workers.
C. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract although there is already an approved contract in place.
D. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.

Answer: B

Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Labor Relations

NEW QUESTION # 246
Why is a job analysis important?

A. It provides the foundation from which all other HR activities are designed.
B. It provides the supervisory responsibilities necessary to accomplish organizational goals.
C. It allows for proper training and development of key personnel.
D. It ensures compliance with EEO laws.

Answer: A

Explanation:
Section: Volume E
Explanation/Reference:
Answer option D is correct.
Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities. Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

NEW QUESTION # 247
For which of the following positions does the compa-ratio reflect a lagging market rate?

A. Position D
B. Position B
C. Position A
D. Position C

Answer: A

Explanation:
While the original question lacks compa-ratio data, the concept ofcompa-ratiois central to answering correctly. Acompa-ratio below 100%(e.g., 80%) indicates that an employee is paidbelow the market midpoint, which typically suggests alagging pay rateunless justified by tenure or performance.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
SPHR-level professionals must understandcompa-ratio as a benchmark of internal pay relative to market.
A compa-ratio = (Employee Pay / Market Midpoint). A compa-ratio significantlyunder 1.0signals potential market misalignmentor pay equity issues. HR uses this to correct compression, reward tenure, or structure increases.

NEW QUESTION # 248
James is a highly productive salesperson who is required to share a team bonus with his co-workers if certain sales goals are met each month. He is frustrated with this compensation structure, because he believes his teammates do not contribute as much as he does to the final numbers. This is an example of what?

A. Procedural justice
B. Wage inequity
C. Distributive justice
D. Pay disparity

Answer: C

Explanation:
Section: Volume F
Explanation/Reference:
Answer option C is correct.
Distributive justice is a concept that speaks to perceived inequity in the distribution of outcomes. It is the result of the belief that an employee puts more into the system than they receive as an outcome when compared to the efforts of other organizational members. Procedural justice (B) is a perception of inequity in the procedures used to design or apply the pay structure. Wage inequity and pay disparity (A, D) are essentially the same thing, occurring when employees are either paid outside of current external position market value or internally based on compensable factors shared between jobs.
Chapter: Compensation and Benefits
Objective: Review Questions

NEW QUESTION # 249
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