SPHR 시험 - HRCI실제시험문제와 답 - 279문항

Question No : 1

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

A.Ensure they meet as many people as possible
B.Require them to participate in an extensive onboarding program
C.Assign them to quality projects that make an impact
D.Focus their work on day-to-day, low-risk tasks to support learning

정답:
Explanation:
Comprehensive and Detailed Explanation:
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 No : 2

A pregnant employee in a manufacturing plant discloses the pregnancy on the first day of employment. The employee works an overnight shift and does not have an accommodation request. The supervisor is concerned that the employee is unable to perform the job duties and contacts HR.
What’s the best option?

A.Move the employee temporarily into a less physical role
B.Explain to the employee that the position is unsafe for the fetus
C.Keep the employee in their assigned role
D.Offer the employee an alternative job at the same pay rate

정답:
Explanation:
Comprehensive and Detailed Explanation:
Unless there is a medical restriction or request for accommodation, the employer must not take action. Making assumptions about ability or safety could constitute discrimination.
Under PDA and ADA, employers must allow pregnant employees to work unless there's a legitimate medical limitation or safety hazard substantiated by a physician.

Question No : 3

A pregnant employee in a manufacturing plant discloses the pregnancy on the first day of employment. The employee works an overnight shift and does not have an accommodation request. The employee is observed getting sick in the bathroom during the lunch break. The supervisor contacts HR for guidance. HR should advise the supervisor to:

A.Send the employee home and require a medical release to return
B.Allow the employee to return to work when they have recovered
C.Move the employee into a role which requires little movement
D.Have another female employee accompany them to the restroom

정답:
Explanation:
Comprehensive and Detailed Explanation:
If the employee recovers and is not requesting accommodation, there is no cause to take adverse action. HR should avoid assumptions and treat the case like any other health event unless a pattern arises.
This respects Pregnancy Discrimination Act (PDA) and ADA principles ― both protect employees from being treated differently due to pregnancy without cause.

Question No : 4

When going through a union-organizing drive, the most important actions for a manager to take are to: (Select TWO options.)

A.Maintain consistent policy interpretation
B.Educate employees about current benefit offerings
C.Conduct all-hands meetings and focus groups for input
D.Communicate leadership’s willingness to listen to concerns
E.Support employees through organization-sponsored events

정답:
Explanation:
Comprehensive and Detailed Explanation:
A: Inconsistent policy enforcement can appear retaliatory or unfair ― a red flag during union drives.
D: Open, transparent leadership demonstrates respect and reduces union appeal.
SPHR guidelines stress neutrality, consistency, and communication during unionization efforts to stay compliant with NLRA protections.

Question No : 5

Which is the best way to reduce the turnover of high-potential employees?

A.Analyze potential career paths
B.Implement development programs
C.Develop mentorship opportunities
D.Evaluate exit interview responses

정답:
Explanation:
Comprehensive and Detailed Explanation:
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.

Question No : 6

Which of the following measures do high-performing organizations use to determine the success of talent investment? (Select TWO options.)

A.Financial performance
B.Benefits utilization
C.Employee engagement
D.Compa-ratio
E.Number of referrals

정답:
Explanation:
Comprehensive and Detailed Explanation:
A: Financial performance links investment in people to business outcomes.
C: Engagement reflects how well talent strategies are meeting emotional and performance needs.
SPHR frameworks use metrics such as ROI, engagement surveys, and productivity indicators to assess talent ROI.

Question No : 7

From a training perspective, the primary concern of an external growth strategy is to:

A.Measure productivity results
B.Develop employees’ team-building skills
C.Determine the capabilities of employees in acquired organizations
D.Establish a creative organizational culture

정답:
Explanation:
Comprehensive and Detailed Explanation:
Mergers and acquisitions introduce new workforces. To integrate and optimize, HR must assess what skills and gaps exist in acquired staff before deploying LandD resources.
SPHR-level LandD strategy emphasizes workforce capability mapping during organizational growth through acquisition.

Question No : 8

One way to ensure the proper assignment of points to compensable factors is to:

A.Weigh all factor groups equally
B.See what other companies do
C.Provide descriptive statements for each degree level
D.Use outside consultants in the job evaluation process

정답:
Explanation:
Comprehensive and Detailed Explanation:
Descriptive statements provide consistency and clarity in job evaluation. They reduce subjectivity when assigning levels for compensable factors (e.g., skill, effort, responsibility).
This aligns with point-factor compensation models, which require structured, equitable, and repeatable factor definitions.

Question No : 9

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

A.Relevant reward systems
B.Integrated benefits
C.Common team goals
D.Employee loyalty

정답:
Explanation:
Comprehensive and Detailed Explanation:
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 No : 10

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 1C5, 5 being high)
Skill Variety: 3
Task Identity: 2
Task Significance: 4
Autonomy: 2
Feedback: 3

A.Offer a rotation program
B.Implement a mentoring program
C.Align to the mission and strategy
D.Expand the position's scope and depth
E.Increase individual latitude and discretion

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

Question No : 11

An inclusive culture is best characterized by its:

A.Sense of belonging
B.Social responsibility
C.Transparent policies
D.Diverse leadership

정답:
Explanation:
Inclusion is not just about diversity in numbers―it’s about whether people feel valued, respected, and integrated. A sense of belonging is the clearest sign that inclusion is working.
Extract from HRCI-aligned HR knowledge (Leadership and Strategy C DEI focus):
SPHR-level DEI strategy includes fostering “cultures of inclusion where employees of all backgrounds feel safe and engaged.” Belonging is a key outcome metric in inclusive climate assessments.

Question No : 12

The compensation differentials between levels of work constitute one criterion used to define:

A.Internal pay structure
B.A hierarchical reward system
C.Organizational labor market
D.Current market pricing

정답:
Explanation:
Internal pay structures reflect the relative value of jobs within the organization. Differentials in pay recognize responsibility, skill level, and complexity between positions, supporting internal equity and progression paths.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR frameworks state that compensation systems must “reflect internal alignment based on job evaluations, responsibility, and career ladders.” Internal structure guides fairness and promotion planning.

Question No : 13

When properly applied, the pay structure most compatible with the goals of a differentiation strategy is:

A.Across-the-board increases
B.Lump-sum bonuses
C.Merit-based pay
D.A piecework plan

정답:
Explanation:
A differentiation strategy focuses on innovation, quality, or service. Merit-based pay rewards high performers and supports customized recognition ― aligning with innovation and specialized expertise.
Extract from HRCI-aligned HR knowledge (Total Rewards):
SPHR-level compensation strategy integrates with business models: “Differentiation requires talent-driven pay systems that reward unique contributions and value creation,” such as merit and incentive structures.

Question No : 14

Spaced practice usually provides the trainee with:

A.An opportunity to learn both on the job and in the classroom
B.Frequent feedback from instructors
C.Application of learned skills in multiple work settings
D.Reinforcement of learning over time

정답:
Explanation:
Spaced practice (as opposed to massed practice) spreads training sessions over time, allowing better retention, comprehension, and skill transfer. The brain retains more when revisiting material in intervals.
Extract from HRCI-aligned HR knowledge (Learning and Development):
SPHR-level LandD emphasizes the neuroscience behind learning: “Distributed practice enhances retention and learning transfer by providing opportunities for review, reflection, and reinforcement over time.”

Question No : 15

An essential component of ethics training is:

A.A description of prior ethics investigations
B.A review of the financial impact of unethical practices
C.A presentation by a member of the ethics committee
D.An application of the organization’s code of ethics

정답:
Explanation:
Training must connect policies to behavior. Applying the code of ethics through real-life scenarios, case studies, and dilemmas enables employees to understand how to act on values under pressure.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR-level ethics training focuses on “applying ethical codes in complex decision-making.” Merely reviewing policies is passive; effective programs require contextual application to develop judgment and integrity.

HRCI SPHR 시험