Pass the HRCI certification SPHR Questions and answers with ExamsMirror

Comprehensive and Detailed Explanation:

Job satisfaction can be improved by increasing both task identity and autonomy — both of which scored low (2 out of 5).

Expanding the position's scope (D) enhances task identity, letting employees see a full product/process through.

Increasing latitude (E) improves autonomy, which boosts empowerment and decision-making ownership.

These actions are drawn from the Job Characteristics Model (HackmanandOldham), a foundational framework in employee engagement and motivation.

Strategic cultural change requires asystematic process. After defining and implementing actions toward the desired culture, HR mustmeasure the resultsto assess effectiveness. Measurement includesculture surveys, performance data, and behavioral assessments, aligning with strategic HR practices.

Extract from HRCI-aligned HR knowledge: The SPHR'sLeadership and Strategydomainemphasizes that successful organizational culture change involves “establishing clear metrics and evaluating outcomes” to track strategic alignment and leadership effectiveness. This followsstrategic HR planning and change management models(e.g., Kotter’s Change Model Step 8: Anchor new approaches in the culture through continuous measurement).

The ultimate goal of training is to impact business outcomes — such as improved productivity, reduced errors, or increased customer satisfaction. Learning and behavior changes matter, but organizational performance is the true ROI.

Extract from HRCI-aligned HR knowledge (Learning and Development):

SPHR candidates must link LandD to strategy: “Training effectiveness should be evaluated based on its measurable impact on key performance metrics.” This aligns with Kirkpatrick Level 4 evaluation (Results), the highest standard of learning impact.

TheADDIE modelstarts withAnalysis, where training needs are diagnosed, gaps identified, andspecific skillsto be addressed are determined. This is thefoundationof effective instructional design.

Extract from HRCI-aligned HR knowledge (Learning and Development):

SPHR candidates must understand ADDIE: “The analysis phase identifies the business problem, learning goals, and knowledge gaps.” It is essential for buildingrelevant and results-driven training programs.

Comprehensive and Detailed Explanation:

Aniche marketis a targeted segment with unique needs. Strategy focuses onspecialization, not mass appeal.

SPHR business acumen requires understanding market types — “niche strategies offer high margins, tailored offerings, and loyal customer bases, often requiring specialized workforce capabilities.”

Comprehensive and Detailed Explanation:

Preventive controls, such as strong internal procedures, are essential to SOX compliance. They reduce risk by ensuring that deviations are identified or avoided early.

SPHR risk and compliance strategies involve “establishing clear, enforceable internal control frameworks aligned with SOX expectations.”

U.S. Citizenship and Immigration Services (USCIS) allows employers to mitigate penalties by takingcorrective action. Completing new I-9s in a transparent mannershows a good faith effort, which is considered during audits or enforcement actions.

SPHR-level compliance strategies stress prompt correction anddemonstrable intent to comply, particularly with documentation regulations like the I-9.

Restricting access to non-business sites is a preventive control that protects organizational security, limits exposure to cyber threats, and ensures productivity standards are upheld.

Extract from HRCI-aligned HR knowledge (Risk Management):

SPHR’s risk framework includes “proactive policy development to protect corporate assets and productivity.” Web restrictions are part of a larger IT security and compliance strategy, especially in data-sensitive industries.

TheBalanced Scorecard (BSC)is a strategic tool used to measure organizational performance from multiple perspectives:financial,customer,internal business processes, andlearningandgrowth. It is used toalign performance to vision and strategy, particularly during change initiatives.

Extract from HRCI-aligned HR knowledge (Leadership and Strategydomain):

The SPHR strategic planning content references BSC as a method to “integrate financial and non-financial performance indicators” to monitor transformation effectiveness. The BSC helps ensureHR’s role is tied to operational outcomes and business value delivery.

Job enrichmentenhances employee motivation by increasing responsibility, variety, andautonomy. Autonomy allows employees to take ownership and make decisions, which boostsengagement and intrinsic motivation.

Extract from HRCI-aligned HR knowledge: The SPHRTalent Planning and Acquisitionfunctional area includes strategies to “enhance role clarity and autonomy to improve motivation and retention.” According toHerzberg’s Two-Factor Theory, autonomy is amotivatorthat contributes to job satisfaction and enriched job design.