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| Section | Weight | Objectives |
|---|---|---|
| Total Rewards | 12% | - Compensation strategy
|
| Talent Management and Development | 12% | - Performance management
|
| Leadership and Strategy | 40% | - HR governance and ethics
|
| Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Employee Relations and Engagement | 20% | - Employee experience and culture
|
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NEW QUESTION # 78
You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?
Answer: D
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION # 79
The Occupational Safety and Health Administration is to the Occupational Safety and Health Act as the National Labor Relations Board is to which of the following?
Answer: A
Explanation:
Section: Volume G
Explanation/Reference:
Answer option B is correct.
The NLRB was established by the NLRA to enforce provisions of the act related to conducting elections and preventing unfair labor practices. The LMRA, LMRDA and the Norris-La Guardia Act (D, C, A) are all examples of legislation influencing the application of unions in the workplace.
Chapter: Employee and Labor Relations
Objective: Review Questions
NEW QUESTION # 80
Which of the following Acts establishes mandatory safety and health standards for mine operators and monitors operations throughout the United States?
Answer: A
Explanation:
Answer option B is correct.
Chapter: Risk Management
Objective: Risk Assessment
NEW QUESTION # 81
Which of the following is the first stage in a strategic human capital management planning cycle?
Answer: B
Explanation:
The first stage in a strategic human capital management planning cycle is identifying objectives (C). At the SPHR level, all human capital planning begins with clarity about business and organizational goals.
Identifying objectives establishes direction and purpose for workforce planning, talent development, and resource allocation. Without clearly defined objectives, subsequent steps-such as skill gap analysis, resource evaluation, or program design-lack alignment and relevance.
Assessing skill gaps (A) and evaluating resources (B) are diagnostic steps that follow objective setting. Outlining program activities (D) is an implementation step that occurs later in the cycle.
SPHR exam content emphasizes that effective human capital planning mirrors strategic planning logic: define goals first, then diagnose, design, and execute.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (human capital planning).
HRCI SPHR Study Guide - Strategic workforce and human capital planning cycles.
NEW QUESTION # 82
Which of the following is a voluntary settlement used to correct identified deficiencies and provide remedial relief in cases of discrimination?
Answer: C
Explanation:
A conciliation agreement (A) is a voluntary settlement used to correct identified deficiencies and provide remedial relief in cases of discrimination. At the SPHR level, this concept is central to understanding enforcement and resolution mechanisms within equal employment opportunity frameworks.
A conciliation agreement is typically entered into after a regulatory agency has found evidence of noncompliance or discrimination. Rather than proceeding with litigation, the organization voluntarily agrees to corrective actions such as policy changes, back pay, reinstatement, training, or monitoring. These agreements are legally binding but are designed to achieve compliance cooperatively.
Specific hiring quotas (B) are generally unlawful unless court-ordered under very limited circumstances. A notice of violation (C) and predetermination notice (D) are procedural steps in enforcement processes, not settlement mechanisms.
SPHR exam content emphasizes that HR leaders must understand both compliance obligations and resolution options. Conciliation agreements allow organizations to address deficiencies proactively, reduce legal risk, and restore equitable employment practices without prolonged litigation.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (EEO compliance; dispute resolution).
* HRCI SPHR Study Guide - Enforcement processes and voluntary compliance mechanisms.
NEW QUESTION # 83
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