Best Way to Prepare for the HRCI HR Senior Professional (SPHR) Certification?

HR Senior Professional certification questions and exam summary helps you to get focused on the exam. This guide also helps you to be on SPHR exam track to get certified with good score in the final exam.

HR Senior Professional (SPHR) Certification Summary

● Exam Name: HRCI Senior Professional in Human Resources

● Exam Code: SPHR

● Exam Fee: USD $495

● Application Fee: USD $100

● Exam Duration: 180 Minutes

● Number of Questions: 175

● Passing Score: 500 / 700

● Format: Multiple Choice Questions

● Books / Trainings: Preparation

● Schedule Exam: PROMETRIC

● Sample Questions: HRCI HR Senior Professional Exam Sample Questions and Answers

● Practice Exam: HRCI Senior Professional in Human Resources (SPHR) Practice Test

HR Senior Professional (SPHR) Certification Exam Syllabus

01. Leadership and Strategy (40%)

Responsibilities:

1. Develop and execute HR plans that are aligned to the organization’s strategic plan (for example: HR strategic plans, budgets, business plans, service delivery plans, HRIS, technology)

2. Evaluate the applicability of federal laws and regulations to organizational strategy (for example: policies, programs, practices, business expansion/reduction)

3. Analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy (for example: avoidance, mitigation, acceptance)

4. Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators, financial statements, budgets)

5. Design and evaluate HR data indicators to inform strategic actions within the organization (for example: turnover rates, cost per hire, retention rates)

6. Evaluate credibility and relevance of external information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)

7. Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct)

8. Develop and manage workplace practices that are aligned with the organization’s statements of vision, values, and ethics to shape and reinforce organizational culture

9. Design and manage effective change strategies to align organizational performance with the organization’s strategic goals

10. Establish and manage effective relationships with key stakeholders to influence organizational behavior and outcomes

Knowledge of:

1. Vision, mission, and values of an organization and applicable legal and regulatory requirements

2. Strategic planning process

3. Management functions, including planning, organizing, directing, and controlling

4. Corporate governance procedures and compliance

5. Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)

6. Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)

7. Project management (for example: goals, timetables, deliverables, and procedures)

8. Technology to support HR activities

9. Budgeting, accounting, and financial concepts (for example: evaluating financial statements, budgets, accounting terms, and cost management)

10. Techniques and methods for organizational design (for example: outsourcing, shared services, organizational structures)

11. Methods of gathering data for strategic planning purposes (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST])

12. Qualitative and quantitative methods and tools used for analysis, interpretation, and decision making purposes

13. Change management processes and techniques

14. Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas

15. Risk management

16. How to deal with situations that are uncertain, unclear, or chaotic

02. Talent Planning and Acquisition (16%)

Responsibilities:

1. Evaluate and forecast organizational needs throughout the business cycle to create or develop workforce plans (for example: corporate restructuring, workforce expansion, or reduction)

2. Develop, monitor, and assess recruitment strategies to attract desired talent (for example: labor market analysis, compensation strategies, selection process, onboarding, sourcing and branding strategy)

3. Develop and evaluate strategies for engaging new employees and managing cultural integrations (for example: new employee acculturation, downsizing, restructuring, mergers and acquisitions, divestitures, global expansion)

Knowledge of:

1. Planning techniques (for example: succession planning, forecasting)

2. Talent management practices and techniques (for example: selecting and assessing employees)

3. Recruitment sources and strategies

4. Staffing alternatives (for example: outsourcing, temporary employment)

5. Interviewing and selection techniques and strategies

6. Impact of total rewards on recruitment and retention

7. Termination approaches and strategies

8. Employee engagement strategies

9. Employer marketing and branding techniques

10. Negotiation skills and techniques

11. Due diligence processes (for example: mergers and acquisitions, divestitures)

12. Transition techniques for corporate restructuring, mergers and acquisitions, offshoring, and divestitures

13. Methods to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

03. Learning and Development (12%)

Responsibilities:

1. Develop and evaluate training strategies (for example: modes of delivery, timing, content) to increase individual and organizational effectiveness

2. Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, coaching and development) to promote business continuity

3. Develop and evaluate employee retention strategies and practices (for example: assessing talent, developing career paths, managing job movement within the organization)

Knowledge of:

1. Training program design and development

2. Adult learning processes

3. Training and facilitation techniques

4. Instructional design principles and processes (for example: needs analysis, content chunking, process flow mapping)

5. Techniques to assess training program effectiveness, including use of applicable metrics

6. Career and leadership development theories and applications

7. Organizational development (OD) methods, motivation methods, and problem-solving techniques

8. Coaching and mentoring techniques

9. Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)

10. Employee retention strategies

11. Techniques to encourage creativity and innovation

04. Total Rewards (12%)

Responsibilities:

1. Analyze and evaluate compensation strategies (for example: philosophy, classification, direct, indirect, incentives, bonuses, equity, executive compensation) that attract, reward, and retain talent

2. Analyze and evaluate benefit strategies (for example: health, welfare, retirement, recognition programs, work-life balance, wellness) that attract, reward, and retain talent

Knowledge of:

1. Compensation strategies and philosophy

2. Job analysis and evaluation methods

3. Job pricing and pay structures

4. External labor markets and economic factors

5. Executive compensation methods

6. Non-cash compensation methods

7. Benefits program strategies

8. Fiduciary responsibilities

9. Motivation concepts and applications

10. Benchmarking techniques

04. Employee Relations and Engagement (20%)

Responsibilities:

1. Design and evaluate strategies for employee satisfaction (for example: recognition, career path) and performance management (for example: performance evaluation, corrective action, coaching)

2. Analyze and evaluate strategies to promote diversity and inclusion

3. Evaluate employee safety and security strategies (for example: OSHA, HIPAA, emergency response plan, building access, data security/privacy)

4. Develop and evaluate labor strategies (for example: collective bargaining, grievance program, concerted activity, staying union free, strategically aligning with labor)

Knowledge of:

1. Strategies to facilitate positive employee relations

2. Methods for assessing employee attitudes, opinions, and satisfaction

3. Performance management strategies

4. Human relations concepts and applications

5. Ethical and professional standards

6. Diversity and inclusion concepts and applications

7. Occupational injury and illness prevention techniques

8. Workplace safety and security risks, and strategies

9. Emergency response, business continuity and disaster recovery strategies

10. Internal investigation, monitoring, and surveillance techniques

11. Data security and privacy

12. The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, administration)

HR Senior Professional (SPHR) Certification Questions

01. The large auto parts manufacturer for which you work has recently purchased land in an adjacent city and plans to build an additional warehouse. This is the best example of which of the following? a) A brownfield operation b) A greenfield operation c) A workforce plan d) An acquisition 02. What is the primary way a human capital management plan may be effective? a) If it aligns with the company's strategic plans b) If it properly forecasts the talent necessary to achieve company goals c) If it creates a competitive advantage for organizations d) All of the above 03. Which of the following processes is the LEAST likely to be used in a non-union environment? a) Compulsory arbitration b) Mediation c) Open door policy d) Peer review 04. According to situational theorists, which of the following leadership style is the most effective in managing unskilled, entry-level workers? a) Selling b) Telling c) Participating d) Delegating 05. The cost of living in the Silicon Valley of California has made it difficult for educational institutions to recruit teachers. This is because teachers cannot typically afford the housing costs in the areas where the schools are located. This is the best example of which of element of a SWOT audit? a) Strength b) Weakness c) Opportunity d) Threat 06. In which stage of project management are the plan deliverables and timelines most likely to be established? a) Implementation b) Evaluation c) Initiation d) Planning 07. Which of the following describes an employee involvement strategy which requires organizational commitment at all levels of the organization, especially management, for it to be effective? a) Participative management b) Alternate work schedules c) Employee suggestion systems d) Teams 08. In what succession plan approach are three or more potential candidates identified, all with various levels of readiness for promotion? a) Co-sourcing b) Labor market c) Replacement plans d) Talent pool 09. Analyzing the future hiring needs for an annual strategic plan is the best example of which of the following? a) The Delphi technique b) The nominal technique c) Forecasting d) Cost–benefit analysis 10. What is the purpose of the Generally Accepted Accounting Principles (GAAP)? a) To create the body of knowledge for accounting professionals b) To guide the competencies required of certified public accountants c) To establish consequences for accounting professionals who behave in an unlawful manner d) To create checks and balances within accounting departments Answers:

Question: 01: Answer: b

Question: 02: Answer: d

Question: 03: Answer: a

Question: 04: Answer: b

Question: 05: Answer: d

Question: 06: Answer: d

Question: 07: Answer: a

Question: 08: Answer: d

Question: 09: Answer: c

Question: 10: Answer: d

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