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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Leadership and Strategy	33%	- Leading the HR Function 1. Develop HR strategic plans 2. Evaluate credibility and relevance of external information 3. Monitor organizational risk 4. Influence people management practices - Developing HR Strategy 1. Evaluate organizational design and structure 2. Contribute to organizational strategy and planning 3. Design and manage effective change strategies 4. Develop and manage workplace practices aligned with vision, values, and ethics
Total Rewards	17%	- Benefits 1. Design and evaluate benefits programs 2. Evaluate effectiveness of total rewards programs 3. Develop health, retirement, and wellness programs - Compensation 1. Develop base pay and incentive programs 2. Evaluate market competitiveness and equity 3. Design and evaluate compensation strategies
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
Talent Management	23%	- Performance Management 1. Evaluate strategies for employee satisfaction and retention 2. Design and evaluate strategies for performance management 3. Align team and individual performance goals to organizational measures - Career Development 1. Assess talent and develop career paths 2. Design policies for return of employees 3. Develop employee career and growth opportunities - Employee Development 1. Design and evaluate learning and development strategies 2. Develop training programs and initiatives 3. Identify and implement leadership development strategies
Workforce Planning and Talent Acquisition	17%	- Talent Acquisition 1. Design and evaluate recruiting strategies 2. Develop selection and hiring processes 3. Evaluate effectiveness of talent acquisition programs - Workforce Planning 1. Analyze organizational needs and workforce gaps 2. Develop workforce planning strategies 3. Forecast talent supply and demand

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HRCI The Professional in Human Resources (SPHR) Sample Questions (Q29-Q34):

NEW QUESTION # 29
Which is the best starting point for identifying risk management needs?

A. Survey competitors to learn their responses to similar challenges.
B. Complete an audit to assess current compliance status.
C. Review OSHA Form 300 to obtain required quality standards.
D. Conduct employee surveys to assess organizational culture.

Answer: B

Explanation:
The best starting point for identifying risk management needs is to complete an audit to assess current compliance status (B). At the SPHR level, risk management begins with understanding where the organization is exposed to legal, regulatory, operational, and financial risk.
A compliance audit provides a structured, objective review of policies, practices, and controls against applicable laws and regulations. It helps identify gaps, noncompliance issues, and areas of heightened risk that require immediate attention. Without this baseline, risk management efforts lack focus and prioritization.
Employee surveys (A) may reveal cultural or engagement risks but are not sufficient as a starting point.
Reviewing OSHA Form 300 (C) is too narrow and limited to safety incidents. Surveying competitors (D) may provide benchmarking insight but does not assess the organization's actual risk exposure.
SPHR exam content stresses that effective risk management is proactive and systematic, beginning with internal assessment rather than external comparison. HR plays a key role by identifying people-related risks and ensuring compliance processes are in place before issues escalate.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (risk management; compliance assessment).
* HRCI SPHR Study Guide - Risk identification and audit practices.

NEW QUESTION # 30
Which of the following strategies is used to connect executive performance to organization objectives?

A. Signing bonuses
B. Golden parachute
C. Stock options
D. Customized benefits

Answer: C

Explanation:
Stock optionsare a long-term incentive tool that aligns executive interest withshareholder valueand overall corporate performance. Executives are motivated to improve financial performance because theirpersonal gains are tied to stock price growth.
Extract from HRCI-aligned HR knowledge (Total Rewards domain):
The SPHR emphasizes "executive compensation structures such as long-term incentives that link financial results to reward." Stock options, restricted stock units (RSUs), and performance shares are common strategic tools tolink organizational success directly to leadership accountability.

NEW QUESTION # 31
The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?

A. Each state
B. The Department of Labor
C. Each organization
D. Insurance companies

Answer: A

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: Core Knowledge Requirements for HR Professionals
Objective: Diversity Concepts

NEW QUESTION # 32
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?

A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
D. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.

Answer: D

Explanation:
Explanation/Reference:
Answer option B is correct.
This case centers on Brian Weber being excluded from a job training program that, if completed, would have increased his pay. His employer, Kaiser Aluminum & Chemical Corp., allowed blacks and whites into the program on one-to-one basis. Weber sued on the grounds of "reverse discrimination." He initially won, but then the US Supreme Court overturned the decision.
Answer options A, D, and C are incorrect. These are not correct definitions of the United Steelworkers of America versus Weber.
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 # 33
Certain organizations are required by OSHA to complete and file the OSHA Form 300 to report a log of work-related injuries and illnesses. How many employees must an organization have to be required to complete the OSHA Form 300?

A. 0
B. 1
C. 2
D. 3

Answer: D

Explanation:
Section: Volume B
Explanation/Reference:
Answer option C is correct.
All employers with 11 or more employees must complete Occupational Health and Safety Act (OSHA) Form
300, 300A, and OSHA Form 301.
OSHA consultants provide free services to assist employers in identifying workplace hazards and the standards that apply in their workplaces. The consulting service requires employers to abate any hazards that are identified during the consultation but does not fine them for violations.
Answer option D is incorrect. All employers with 11 or more employees are required to complete the form, not 22.
Answer option A is incorrect. All employers with 11 or more employees are required to complete the form, not 33.
Answer option B is incorrect. All employers with 11 or more employees are required to complete the form, not 44.
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: Risk Management
Objective: Risk Assessment

NEW QUESTION # 34
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