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HRCI Updated SPHR Exam Blueprint, Syllabus and Topics

Senior Professional in Human Resources

Last Update May 18, 2024
Total Questions : 671

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HRCI SPHR Exam Overview :

Exam Name Senior Professional in Human Resources
Exam Code SPHR
Actual Exam Duration 180 minutes
Expected no. of Questions in Actual Exam 150
Official Information https://www.hrci.org/our-programs/our-hr-certifications/SPHR
See Expected Questions HRCI SPHR Expected Questions in Actual Exam
Take Self-Assessment Use HRCI SPHR Practice Test to Assess your preparation - Save Time and Reduce Chances of Failure

HRCI SPHR Exam Topics :

Section Weight Objectives
Functional Area 01 | Leadership and Strategy 40% Leading the HR function by developing HR strategy, contributing to organizational strategy, influencing people management practices, and monitoring risk.

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
Functional Area 02 | Talent Planning and Acquisition 16% Forecast organizational talent needs and develop strategies to attract and engage new talent.
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)
Functional Area 03 | Learning and Development 12% Monitor the effectiveness of compensation and benefit strategies for attracting, rewarding, and retaining talent.

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
Functional Area 04 | Total Rewards 12% Monitor the effectiveness of compensation and benefit strategies for attracting, rewarding, and retaining talent.

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
Functional Area 05 | Employee Relations and Engagement 20% Develop and/or monitor strategies impacting employee satisfaction and performance including diversity and inclusion, safety, security, and labor strategies.
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)

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