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HRCI SPHR Exam Syllabus Topics:

Section	Objectives
Risk Management
Total Rewards
Leadership and Strategy
Employee Relations and Engagement
Talent Planning and Acquisition
Learning and Development

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q58-Q63):

NEW QUESTION # 58
Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?

A. Any loss of life or limb resulting from an event in the work environment.
B. Any pain, suffering, or damage to a person as a result of working in an employee position.
C. Any physical damage to one's body resulting from an event in the work environment.
D. Any wound or damage to the body resulting from an event in the work environment.

Answer: D

Explanation:
Reference: PHR Exam prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter 8: Risk Management. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Risk Management
Objective: Risk Assessment

NEW QUESTION # 59
Which of the following Acts requires employers to pay nonexempt employees who perform regular duties before or after their regular hours or for working during their lunch period?

A. Equal Pay Act (EPA)
B. Davis Bacon Act
C. Service Contract Act
D. Portal to Portal Act

Answer: D

Explanation:
Section: Volume F
Explanation/Reference:
Answer option B is correct.
Chapter: Compensation and Benefits
Objective: Compensation

NEW QUESTION # 60
An HR audit is designed to help management do what?

A. Improve HR effectiveness.
B. All of the above.
C. Improve employee morale.
D. Analyze HR policies, programs, and procedures against applicable legal requirements.

Answer: B

Explanation:
Section: Volume A
Explanation/Reference:
Answer option D is correct.
An HR audit is an organized process designed to identify key aspects of HR in the organization such as employee morale, HR policies, programs and procedures, and HR effectiveness. See Chapter 3 for more information.
Chapter: Business Management and Strategy
Objective: Strategic Management

NEW QUESTION # 61
Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?

A. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
B. Specific compensable factors are identified and then performance levels within the factors are documented.
C. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
D. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

Answer: D

Explanation:
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

NEW QUESTION # 62
Which of the following is best used to identify development needs that support employment forecasting strategies?

A. Engagement surveys
B. Succession planning
C. Workforce planning
D. Performance evaluation

Answer: C

Explanation:
Workforce planningidentifiesfuture talent needs,internal gaps, and strategies for closing those gaps. It ties directly toforecastingby projecting roles, competencies, and headcounts needed to meet business growth or transformation goals.
Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):
SPHR-level professionals are expected to lead "strategic workforce planning initiatives that align current capabilities with future organizational needs." It is aforward-looking toolessential forplanning development and staffing strategies.

NEW QUESTION # 63
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