HRCI SPHR HRCI Exam Practice Test Instant Access

Question 1

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.

Question 2

Which of the following practices have a positive correlation with employee engagement? (Select TWO options.)

ANew employee socialization

BDelegating management style

CMatrixed organizational structure

DCareer development opportunities

EStrategic external marketing campaigns

Answer : A, D

Engagement is strongest when employees feel integrated into the culture (A) and have opportunities to grow (D). Socialization helps form early bonds; career development sustains long-term motivation.

Extract from HRCI-aligned HR knowledge (Employee Relations and Engagement):

SPHR recognizes that ''onboarding experiences and structured career paths are leading drivers of engagement.'' Strategic HR must invest in culture assimilation and learning paths to increase commitment and performance.

Question 3

Which of the following should be considered when aligning HR strategy to an organization's objectives?

AEmployee survey results

BMarket compensation data

CTalent management process

DCorporate social responsibility

Answer : C

The talent management process (C) is central to aligning HR strategy with business goals. This includes workforce planning, recruitment, development, performance, and succession --- all of which must support organizational objectives.

Extract from HRCI-aligned HR knowledge: The Leadership and Strategy domain states that strategic HR requires aligning talent management infrastructure with business drivers, ensuring that HR practices are not isolated, but integrated with core organizational strategy.

Question 4

Which of the following is the most important way to engage employees early in their careers?

AEnsure they meet as many people as possible

BRequire them to participate in an extensive onboarding program

CAssign them to quality projects that make an impact

DFocus their work on day-to-day, low-risk tasks to support learning

Answer : C

Comprehensive and Detailed Explanatio n:

Early-career engagement is driven by meaningful work. High-impact projects create a sense of value, contribution, and confidence --- accelerating integration and retention.

SPHR-level onboarding emphasizes purposeful task assignment, especially for new graduates or early-career professionals. It boosts commitment and perceived organizational investment.

Question 5

To analyze the financial impact of HR's business contribution, the best indicator of success is a:

Adelivery on key performance indicators (KPIs)

Bbalanced scorecard

Ccost-benefit analysis

Answer : C

Cost-benefit analysis (CBA) compares the tangible financial gains against the costs of HR programs --- ideal for proving HR's business value in financial terms.

SPHR professionals must connect HR programs to quantifiable ROI metrics to influence executive decisions.

Question 6

The most important factor in establishing a connection between two organizations after a merger or acquisition is developing:

ARelevant reward systems

BIntegrated benefits

CCommon team goals

DEmployee loyalty

Answer : C

Comprehensive and Detailed Explanatio n:

After a merger, alignment around shared team goals builds cohesion. Without unified direction, cultural clashes and productivity dips are common.

SPHR-aligned strategy emphasizes goal integration to unify processes, performance, and culture in post-merger transitions.

Question 7

When administering layoffs, which of the following is the most important factor in mitigating risk?

AHistorical wrongful terminations

BPerformance indicators

CDisparate impact analyses

DFinancial objectives

Answer : C

Disparate impact analysis ensures that layoffs don't unintentionally discriminate against protected groups. Even neutral policies can lead to adverse impact, which exposes the employer to legal liability.

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

SPHR strategy includes ''conducting statistical and legal risk assessments prior to workforce reductions.'' Disparate impact is a core concept in compliance with Title VII and EEOC enforcement guidance.

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