Free HRCI SPHR Practice Exam with Questions & Answers | Set: 2

A training needs assessment is used toidentify gapsbetween current performance and desired outcomes. This analysis revealsunderlying organizational issuesthat training may help resolve, such as performance deficits, compliance gaps, or skill shortages.

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

SPHR-level HR is expected to “analyze organizational performance problems to determine whether training is a viable solution.” The goal isroot cause identification, not just content creation or audience targeting.

Comprehensive and Detailed Explanation:

High-risk employees (e.g., those with chronic conditions or unhealthy lifestyles) drive themajority of healthcare costs. Engaging them leads to the biggest cost reductions and improved long-term health outcomes.

SPHR-aligned engagement strategies supporttargeted wellness participationand incentives for at-risk populations as key ROI drivers in cost management programs.

Crisis management focuses on preparing forhigh-impact, low-probability events— the worst-case scenarios — so the organization can respond with minimal disruption.

SPHR-level risk mitigation includesscenario planningandrecovery protocolsto reduce the impact of catastrophic events.

When strategy changes, HR’s role is tore-align people, structure, and resourcesto the new direction.

Staffing models (B)ensure that future skills and talent match business needs.

Resource prioritization (D)ensures time, people, and budgets are deployed toward strategic imperatives.

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

SPHR professionals are expected to “ensure workforce readiness and structure alignment when organizational strategy evolves.” This includes adjusting talent supply models and ensuring that HR operations focus resources onnew performance outcomes.

Comprehensive and Detailed Explanation:

Unless there is amedical restrictionorrequest for accommodation, the employer must not take action. Making assumptions about ability or safety could constitute discrimination.

UnderPDA and ADA, employers must allow pregnant employees to work unless there's a legitimatemedical limitation or safety hazard substantiated by a physician.

Stakeholder engagementis essential to ensure HR processes support and reflect thestrategic direction of the organization. It provides qualitative insight into alignment between HR actions and the company’s long-term mission.

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

SPHR-level HR strategy emphasizes “engaging key stakeholders to validate HR contributions to organizational vision.” Stakeholder feedback informs decisions, exposes misalignments, and ensures strategic unity.

Even the best-designed reward programs fail without awareness and understanding. A well-structured communication campaign ensures employees know the program exists, how it works, and how to earn rewards.

Extract from HRCI-aligned HR knowledge (Total Rewards):

SPHR-level strategies include “communication as a critical success factor in compensation programs.” Without proper rollout, recognition systems lose visibility, perceived fairness, and effectiveness.

Employment brandingrefers to how an organizationpositions itself in the job marketto attract talent. The employer brand communicatescore values, mission, work culture, and the employee experience, helping potential candidates align their expectations with the organization’s identity.

Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):

“Employer branding is a proactive strategy to attract top talent by promoting organizational values and culture.” The SPHR model positions branding as a tool toenhance talent acquisition and employee engagement. It is especially critical in high-demand job markets and competitive industries where differentiation is key.

In thegrowth phase, talent management is focused onquickly scaling up. This means securing thehard-to-find skillsthat will enable innovation, product development, or market expansion.

Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):

SPHR professionals are taught to “align talent strategies with the organization’s life cycle stage.” During growth, HR must prioritizerecruitment of specialized skillsandtalent acquisition speedover long-term development.

Workforce planningidentifiesfuture talent needs,internal gaps, and strategies for closing those gaps. It ties directly toforecastingby projecting roles, competencies, and headcounts needed to meet business growth or transformation goals.

Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):

SPHR-level professionals are expected to lead “strategic workforce planning initiatives that align current capabilities with future organizational needs.” It is aforward-looking toolessential forplanning development and staffing strategies.