Get HRCI SPHR Exam Practice Questions - Real and Updated

Answer : D

Workforce planning identifies future talent needs, internal gaps, and strategies for closing those gaps. It ties directly to forecasting by 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 a forward-looking tool essential for planning development and staffing strategies.

Answer : B

Comprehensive and Detailed Explanatio n:

High-potential employees leave if they don't see growth. Development programs (leadership training, stretch assignments) provide purpose and progress, keeping them invested in the company.

SPHR-level retention planning focuses on accelerated development paths for top talent to prevent disengagement and flight risk.

Answer : A

The intent here was to avoid increased health insurance costs, which would fall under experience rating --- a method insurers use to set premiums based on historical claims. However, making hiring decisions based on family medical history violates the Genetic Information Nondiscrimination Act (GINA).

Extract from HRCI-aligned HR knowledge: In the Employee Relations and Engagement domain, understanding ''employment law compliance'' and risk mitigation strategies is essential. While the director may have been trying to manage insurance costs, this rationale violates federal employment law, demonstrating poor risk management.

Answer : C

Comprehensive and Detailed Explanatio n:

A Non-Disclosure Agreement (NDA) ensures that employees cannot share confidential information, including trade secrets, after leaving the organization.

SPHR-level legal risk mitigation includes ''NDAs as essential tools in safeguarding intellectual property.'' Non-solicitation limits recruiting; NDAs protect data and methods.

Answer : D

Employment branding refers to how an organization positions itself in the job market to attract talent. The employer brand communicates core 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 to enhance talent acquisition and employee engagement. It is especially critical in high-demand job markets and competitive industries where differentiation is key.