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SPHR exam Format | SPHR Course Contents | SPHR Course Outline | SPHR exam Syllabus | SPHR exam 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 exam 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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