HRCI SPHR HRCI Exam Practice Test Instant Access

Question 1

During an I-9 audit, the following errors are discovered: three I-9 forms for current employees cannot be located, two forms are missing the employer signature, and all forms are maintained in a shared, unlocked file cabinet.

Completion of new I-9 forms for the three employees whose forms cannot be located will:

Areduce the penalty by half

Bsufficiently correct the error

Cmandate a minimum penalty

Ddemonstrate a good faith effort

US. Citizenship and Immigration Services (USCIS) allows employers to mitigate penalties by taking corrective action. Completing new I-9s in a transparent manner shows a good faith effort, which is considered during audits or enforcement actions.
SPHR-level compliance strategies stress prompt correction and demonstrable intent to comply, particularly with documentation regulations like the I-9.

Answer : D

Question 2

What is the primary challenge HR leaders will continue to face as new technologies emerge?

AData security and management

BRecruiting costs and engagement

CLimited customization of cloud solutions

Answer : A

As HR technologies grow in complexity (e.g., HRIS, AI, analytics), the risks tied to data privacy, cybersecurity, and regulatory compliance grow as well. This requires HR to manage confidentiality, 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.

Question 3

An organization receives the following job analysis results. Which of the following actions should the organization implement to improve job satisfaction? (Select TWO options.)

Dimension (Score 1--5, 5 being high)

Skill Variety: 3

Task Identity: 2

Task Significance: 4

Autonomy: 2

Feedback: 3

AOffer a rotation program

BImplement a mentoring program

CAlign to the mission and strategy

DExpand the position's scope and depth

EIncrease individual latitude and discretion

Answer : D, E

Comprehensive and Detailed Explanatio n:

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 (Hackman and Oldham), a foundational framework in employee engagement and motivation.

Question 4

The most important consideration when designing a total rewards program is that:

AFlexibility, rather than business alignment, is key

BLong-term incentives limit motivation

CBenefits programs need to meet stated return on investment

DRecruitment and retention are the program objectives

Answer : D

Total Rewards programs are designed with the primary goal of attracting, retaining, and engaging talent. Strategic reward systems must reflect what employees value, while also supporting business needs.

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

SPHR highlights that effective total rewards systems should ''drive attraction and retention of top talent by aligning compensation and benefits with employee expectations and business goals.'' Recruitment and retention are core drivers of total rewards strategy, alongside equity and motivation.

Question 5

In a stable industry environment, decentralizing an organization's risk management activities provides a benefit by:

ADecreasing redundancies

BDeveloping ownership with less bureaucracy

CLeveraging personnel effectively

DAchieving process efficiency with greater control

Answer : B

Decentralized risk models allow front-line units to manage risks directly, fostering ownership and faster decision-making. This is especially useful in stable environments where predictability allows standardization.

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

SPHR-level HR must evaluate ''centralized vs. decentralized risk governance models.'' In stable conditions, decentralization allows teams to manage risks autonomously, reducing bottlenecks and bureaucracy.

Question 6

An organization's employment brand is primarily driven by:

AExternal influences

BClient satisfaction

CInternal factors

DFinancial benchmarks

Answer : C

Internal factors---such as culture, leadership behavior, employee engagement, and development opportunities---shape how the organization is perceived by current and potential employees. External reputation often starts inside the company.

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

SPHR-level strategy encourages organizations to ''cultivate internal environments that reflect the employment brand promise.'' What employees experience daily becomes the external message job candidates receive.

Question 7

Business plans support organizational decisions when they are used as a:

AMarket-defining guideline

BGuiding and supporting document

CNarrative nonfinancial strategy

DSnapshot of financial goals

Answer : B

A well-crafted business plan serves as a living document that guides strategic initiatives, supports decision-making, and aligns cross-functional departments around common goals. It's not just a financial outline --- it encompasses strategy, market positioning, risks, and HR alignment.

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

SPHR professionals are expected to ''develop HR strategies aligned with the organization's business plan and objectives.'' A business plan functions as a guiding and supporting framework for budget planning, workforce planning, and strategic investment decisions across the organization.

HRCI SPHR - Senior Professional in Human Resources SPHR HRCI Exam Practice Test