Free Practice Questions for HRCI SPHR Exam

Fornew hires, employers can include language requirementsimmediately— but only if they can demonstrate that English proficiency is abusiness necessity(e.g., safety, communication, customer service).

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

SPHR candidates must ensure “job requirements are defensible under EEOC and Title VII guidelines.” Language must be tied to business necessity, but is permitted forfuture recruiting effortswith appropriate documentation.

People model behavior theysee, not what is written in a handbook. Without formal training, most employees take cues fromleadership behavior and peer norms— for better or worse.

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

SPHR frameworks for ethics include “leadership modeling as a key influence on ethical behavior.” In the absence of structure,culture becomes the teacher, emphasizing the importance of tone at the top.

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:

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.

Comprehensive and Detailed Explanation:

Upon discovering pay disparities, SPHR-level best practice isnot to wait, but tocorrect unjustifiable gapsimmediately. Delay risks liability and undermines trust.

According to SPHR Total Rewards guidance, equity audits must lead tocorrective action— “taking steps to remedy imbalances is critical to compliance and ethical compensation practices.” Establishing benchmarks (B) is preventative, but (C) addresses existing risk.

A needs assessment identifies development gaps, while a clear timeline ensures progress tracking. These are foundational elements in personalized, high-potential development.

According to SPHR-aligned LandD practices, high-potential development must be structured, intentional, and measurable, integrating assessments and timelines to guide growth​.

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.

People resist change when they don’t understandwhyit's happening. Clearly communicating therationalebuilds buy-in and motivation, especially in deeply rooted cultural shifts.

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

SPHR best practices in organizational change stress that “the foundation of successful culture change lies in articulating the business case.” Justifying the shift ensures internal alignment and smooth execution.

As HR technologies grow in complexity (e.g., HRIS, AI, analytics), the risks tied todata privacy,cybersecurity, andregulatory compliancegrow as well. This requires HR to manageconfidentiality, consent, and ethical data use.

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

SPHR professionals must “align HR technology strategies with organizational needs, while mitigating data governance risks.” Data privacy laws (like GDPR, HIPAA, and state regulations) are growing concerns in digital HR ecosystems.