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HRCI SPHR Exam Topics, Blueprint and Syllabus

Senior Professional in Human Resources

Last Update December 25, 2024
Total Questions : 671

Our HRCI certification SPHR exam questions and answers cover all the topics of the latest Senior Professional in Human Resources exam, See the topics listed below. We also provide HRCI SPHR exam dumps with accurate exam content to help you prepare for the exam quickly and easily. Additionally, we offer a range of HRCI SPHR resources to help you understand the topics covered in the exam, such as HRCI certification video tutorials, SPHR study guides, and SPHR practice exams. With these resources, you can develop a better understanding of the topics covered in the exam and be better prepared for success.

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HRCI SPHR Exam Overview :

Exam Name Senior Professional in Human Resources
Exam Code SPHR
Actual Exam Duration The duration of the HRCI SPHR exam is 3 hours (180 minutes).
Expected no. of Questions in Actual Exam 150
What exam is all about The HRCI SPHR (Senior Professional in Human Resources) exam is a certification exam for HR professionals who have extensive experience in the field and are looking to advance their careers. The exam covers a wide range of topics related to HR management, including strategic planning, workforce planning and employment, human resource development, total rewards, employee and labor relations, and risk management. The exam is designed to test the candidate's knowledge, skills, and abilities in these areas and to ensure that they have the expertise needed to excel in a senior HR role. Passing the exam is a significant achievement and can lead to increased job opportunities, higher salaries, and greater professional recognition.
Passing Score required The passing score required in the HRCI SPHR exam is 500 out of 700. This means that you need to answer at least 71% of the questions correctly to pass the exam. The exam consists of 150 multiple-choice questions, and you have three hours to complete it.
Competency Level required according to the HRCI website, the SPHR exam is designed for senior-level HR professionals who have a minimum of 4-7 years of experience in HR management and strategy. The exam covers a wide range of topics, including business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management. To pass the exam, candidates must demonstrate a high level of knowledge and understanding of these topics and their application in real-world HR situations.
Questions Format SPHR exam consists of 150 multiple-choice questions, including both stand-alone and scenario-based questions. The exam covers six functional areas of HR, including Business Management, Talent Planning and Acquisition, Learning and Development, Total Rewards, Employee and Labor Relations, and Risk Management. The questions are designed to test the candidate's knowledge, skills, and abilities in these areas and their ability to apply them in real-world situations.
Delivery of Exam The HRCI SPHR exam is a computer-based exam that is delivered through Pearson VUE testing centers.
Language offered According to the HRCI website, the SPHR exam is offered in English language only. The exam consists of multiple-choice questions and is designed to test the knowledge and skills of HR professionals in various areas such as business management, talent planning and acquisition, learning and development, total rewards, employee and labor relations, and risk management.
Cost of exam It is always recommended to check the official HRCI website for the latest pricing information.
Target Audience The HRCI SPHR certification is designed for experienced HR professionals who have a strategic and leadership role in their organization. The target audience for this certification includes: 1. Senior HR professionals who have at least 4-7 years of experience in HR management and have a strategic role in their organization. 2. HR managers who are responsible for developing and implementing HR policies and strategies. 3. HR directors who oversee the HR function and provide guidance to other HR professionals. 4. HR consultants who provide HR advice and support to organizations. 5. HR business partners who work closely with business leaders to align HR strategies with business goals. 6. HR professionals who want to advance their career and demonstrate their expertise in HR management. Overall, the HRCI SPHR certification is ideal for HR professionals who want to demonstrate their knowledge and skills in HR management and leadership and advance their career in the field.
Average Salary in Market The average salary for a professional with an HRCI SPHR certification is around $90,000 per year. However, the salary may vary depending on factors such as location, industry, years of experience, and job role.
Testing Provider You can visit the official website of HRCI (Human Resource Certification Institute) to register for the SPHR (Senior Professional in Human Resources) exam. HRCI is the only organization that offers the SPHR certification.
Recommended Experience The HRCI SPHR (Senior Professional in Human Resources) certification exam is designed for HR professionals who have a minimum of 4-7 years of experience in HR management. The recommended experience for the SPHR exam includes: 1. A minimum of 4 years of experience in a professional-level HR position with a master's degree or higher. 2. A minimum of 5 years of experience in a professional-level HR position with a bachelor's degree. 3. A minimum of 7 years of experience in a professional-level HR position with a high school diploma or equivalent. 4. Experience in all HR functional areas, including recruitment, compensation, benefits, employee relations, and training and development. 5. Experience in strategic planning and implementation, as well as HR metrics and analytics. 6. Knowledge of federal and state employment laws and regulations. 7. Experience in managing HR projects and initiatives. It is important to note that these are only recommended experience levels, and there is no strict requirement for taking the SPHR exam. However, having the recommended experience can help you better prepare for the exam and increase your chances of passing.
Prerequisite The prerequisites for the HRCI SPHR (Senior Professional in Human Resources) exam are: 1. A minimum of four years of professional HR experience, with a bachelor's degree or higher. 2. A minimum of seven years of professional HR experience, without a bachelor's degree. 3. A current HR position with a minimum of two years of experience in an HR leadership role. 4. A passing score on the SPHR exam.
Retirement (If Applicable) You can visit the official website of HRCI or contact their customer support team to get the latest information on the retirement date of the SPHR exam.
Certification Track (RoadMap): I can provide you with information. The certification track or roadmap for the HRCI SPHR (Senior Professional in Human Resources) exam is a guide that outlines the steps and requirements for obtaining the SPHR certification. The roadmap typically includes information on the eligibility criteria, exam format, study materials, and exam fees. To be eligible for the SPHR certification, candidates must have a minimum of four years of professional HR experience, a graduate degree in HR, or a combination of both. Once eligible, candidates must pass the SPHR exam, which consists of 150 multiple-choice questions covering various HR topics such as business management, talent planning and acquisition, learning and development, total rewards, and employee relations and engagement. The SPHR certification is valid for three years, after which candidates must recertify by earning 60 recertification credits or retaking the exam. The certification track or roadmap provides candidates with a clear understanding of the steps they need to take to obtain and maintain their SPHR certification.
Official Information https://www.hrci.org/our-programs/our-hr-certifications/SPHR
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)