HR SPHR : Senior Professional in Human Resources (SPHR) Exam

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Exam Number : SPHR
Exam Name : Senior Professional in Human Resources (SPHR)
Vendor Name : HR
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SPHR test Format | SPHR Course Contents | SPHR Course Outline | SPHR test Syllabus | SPHR test Objectives

Showcase the HR leadership recognition you deserve with the Senior Professional in Human Resources® (SPHR®) from HR Certification Institute® (HRCI®). The SPHR demonstrates your mastery of the strategic and policy-making aspects of HR management as practiced in the U.S. The credential is designed for big-picture thinkers responsible for planning rather than implementing HR policy. Organizations seek out SPHR professionals for their proven accountability for HR department goals, for breadth and depth of knowledge in all HR disciplines, and for understanding business issues beyond the HR function.

Exam time: 3 hours
Exam length: 150 scored questions (mostly multiple-choice) + 25 pretest questions
Computer-based test at a Pearson VUE testing center

Leadership and Strategy (40%)
Talent Planning and Acquisition (16%)
Learning and Development (12%)
Total Rewards (12%)
Employee Relations and Engagement (20%)

01 Develop and execute HR plans that are aligned to the organizations strategic plan (for example: HR strategic plans, budgets, business plans, service delivery plans, HRIS, technology)
02 Evaluate the applicability of federal laws and regulations to organizational strategy (for example: policies, programs, practices, business expansion/reduction)
03 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)
04 Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators, financial statements, budgets)
05 Design and evaluate HR data indicators to inform strategic actions within the organization (for example: turnover rates, cost per hire, retention rates)
06 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)
07 Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct)
08 Develop and manage workplace practices that are aligned with the organizations statements of vision, values, and ethics to shape and reinforce organizational culture
09 Design and manage effective change strategies to align organizational performance with the organizations strategic goals
10 Establish and manage effective relationships with key stakeholders to influence organizational behavior and outcomes

01 Vision, mission, and values of an organization and applicable legal and regulatory requirements
02 Strategic planning process
03 Management functions, including planning, organizing, directing, and controlling
04 Corporate governance procedures and compliance
05 Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security)
06 Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs)
07 Project management (for example: goals, timetables, deliverables, and procedures)
08 Technology to support HR activities
09 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

01 Evaluate and forecast organizational needs throughout the business cycle to create or develop workforce plans (for example: corporate restructuring, workforce expansion, or reduction)
02 Develop, monitor, and assess recruitment strategies to attract desired talent (for example: labor market analysis, compensation strategies, selection process, onboarding, sourcing and branding strategy)
03 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)

17 Planning techniques (for example: succession planning, forecasting)
18 Talent management practices and techniques (for example: selecting and assessing employees)
19 Recruitment sources and strategies
20 Staffing alternatives (for example: outsourcing, temporary employment)
21 Interviewing and selection techniques and strategies
22 Impact of total rewards on recruitment and retention
23 Termination approaches and strategies
24 Employee engagement strategies
25 Employer marketing and branding techniques
26 Negotiation skills and techniques
27 Due diligence processes (for example: mergers and acquisitions, divestitures)

28 Transition techniques for corporate restructuring, mergers and acquisitions, offshoring, and divestitures
29 Methods to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

01 Develop and evaluate training strategies (for example: modes of delivery, timing, content) to increase individual and organizational effectiveness
02 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
03 Develop and evaluate employee retention strategies and practices (for example: assessing talent, developing career paths, managing job movement within the organization)

30 Training program design and development
31 Adult learning processes
32 Training and facilitation techniques
33 Instructional design principles and processes (for example: needs analysis, content chunking, process flow mapping)
34 Techniques to assess training program effectiveness, including use of applicable metrics
35 Career and leadership development theories and applications
36 Organizational development (OD) methods, motivation methods, and problem-solving techniques
37 Coaching and mentoring techniques
38 Effective communication skills and strategies (for example: presentation, collaboration, sensitivity)
39 Employee retention strategies
40 Techniques to encourage creativity and innovation

01 Analyze and evaluate compensation strategies (for example: philosophy, classification, direct, indirect, incentives, bonuses, equity, executive compensation) that attract, reward, and retain talent
02 Analyze and evaluate benefit strategies (for example: health, welfare, retirement, recognition programs, work-life balance, wellness) that attract, reward, and retain talent

41 Compensation strategies and philosophy
42 Job analysis and evaluation methods
43 Job pricing and pay structures
44 External labor markets and economic factors
45 Executive compensation methods
46 Non-cash compensation methods
47 Benefits program strategies
48 Fiduciary responsibilities
49 Motivation concepts and applications
50 Benchmarking techniques

01 Design and evaluate strategies for employee satisfaction (for example: recognition, career path) and performance management (for example: performance evaluation, corrective action, coaching)
02 Analyze and evaluate strategies to promote diversity and inclusion
03 Evaluate employee safety and security strategies (for example: OSHA, HIPAA, emergency response plan, building access, data security/privacy)
04 Develop and evaluate labor strategies (for example: collective bargaining, grievance program, concerted activity, staying union free, strategically aligning with labor)

51 Strategies to facilitate positive employee relations
52 Methods for assessing employee attitudes, opinions, and satisfaction
53 Performance management strategies
54 Human relations concepts and applications
55 Ethical and professional standards
56 Diversity and inclusion concepts and applications
57 Occupational injury and illness prevention techniques
58 Workplace safety and security risks, and strategies
59 Emergency response, business continuity and disaster recovery strategies
60 Internal investigation, monitoring, and surveillance techniques
61 Data security and privacy
62 The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, administration)

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HR (SPHR) test Braindumps

what's PHR and SPHR? | SPHR Study Guide and PDF Download

Senior professional Human substances and expert Human supplies are two of the certifications issued through the Human elements Certification Institute. The HRCI is the certifying physique for 3 simple HR-linked designations: SPHR, PHR and GPHR. HRCI also certifies HR gurus who are particularly qualified in California state employment laws and laws. There are about a hundred and twenty,000 HR-certified practitioners, according to HRCI. As of 2010, there were about 514,000 HR-connected jobs, based on the U.S. Bureau of Labor information.


The SPHR and PHR range based on eligibility necessities, work adventure and physique of competencies. The SPHR is geared toward pro HR practitioners whose talents and professional historical past include strategic HR development as well as management of HR's tactical processes. whereas some senior-stage HR generalists and HR consultants dangle SPHR designations, it's typical to look HR managers, directors and even some govt-stage HR consultants with the SPHR designation after their names.


To be eligible for the SPHR certification examination, the candidate have to have as a minimum seven years of HR work journey if he doesn't have a four-yr faculty diploma. With a bachelor's diploma or a grasp's diploma, the candidate has to have 5 and four years of HR event, respectively. Eligibility for the PHR examination is 4 years and not using a bachelor's diploma, two years with a bachelor's and just 365 days with a grasp's degree. all the work adventure ought to be exempt-degree, that means the candidate has HR event in a salaried place the place he automatically workouts impartial judgment and his job duties affect the route of his organisation's company.


The SPHR and the PHR exams have a hundred seventy five questions that have been reviewed and assessed by using field rely consultants via an intensive analysis of HR practices. The examination content adjustments each five years, and the test is run twice a yr for 2-month intervals. The passing rating for every examination is decided anytime the examination content material adjustments. there's not a static quantitative ranking exam-takers must obtain to get hold of a passing ranking. The pass rates for the might also to June 2012 SPHR and PHR exams had been forty eight.14 percent and 58.15 %, respectively, in response to HRCI records.

physique of skills

each the SPHR and the PHR exams cover all the HR disciplines, which the HRCI calls the HR physique of knowledge. The test areas for each the SPHR and PHR checks consist of business management and method, team of workers Planning and Employment, Human useful resource building, Compensation and advantages, worker and Labor members of the family and risk management. The SPHR test is decidedly greater concentrated on approach, therefore, essentially one-third of the SPHR questions are within the business administration and approach class. Conversely, just 11 percent of the PHR examination questions are in the business administration and approach category. The largest number of PHR examination questions are in the group of workers Planning and Employment category.


The cost of SPHR and PHR certification is dependent upon the individual HR knowledgeable's dreams. The HRCI doesn't declare that it'll provide greater job alternatives, but it surely does promote the HR designations as proof that the HR professional is a professional of HR practices, company acumen and purposeful HR duties. SPHR- and PHR-certified HR professionals are required to re-certify every three years. they could re-certify by means of continuing schooling or by means of taking the test once more on or before their customary certification expires.


writer Bio

Ruth Mayhew has been writing due to the fact the mid-1980s, and she or he has been an HR discipline rely knowledgeable on the grounds that 1995. Her work looks in "The Multi-Generational group of workers within the health Care industry," and she or he has been noted in a lot of publications, together with journals and textbooks that focus on human substances administration practices. She holds a master of Arts in sociology from the school of Missouri-Kansas city. Ruth resides within the nation's capital, Washington, D.C.

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