HRCI SPHR : The Professional in Human Resources (SPHR)

  • Exam Code: SPHR
  • Exam Name: The Professional in Human Resources (SPHR)
  • Updated: Aug 12, 2026   Q&As: 282 Questions and Answers

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About HRCI SPHR Exam

How to book HRCI SPHR Certification Exams
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  • Bring a valid government-issued ID to take the exam with you. Check these tips for exam day to make sure you are ready for exam day.

  • Affirm that all the information presented in the application is complete and truthful, having read the HRCI certification manual and agree with all the policies and procedures described therein.

  • Plan your exam within 120 days of the approval date with our exam partner, Pearson VUE and plan your preparation.

  • Choose the exam that suits you best in the “My application” section and provide the eligibility information.

Reference: https://www.hrci.org/docs/default-source/default-document-library/hrci_sphr-exam-content-outline.pdf?sfvrsn=5a8a173f_1

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HRCI SPHR Certified Professional Salary

The average Salary of a HRCI SPHR Certified Salary in

  • Europe: 81,718 Euro
  • India: 1,00,000 to 6,00,000 INR
  • United States: 155,000 USD
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HRCI SPHR Exam Syllabus Topics:
SectionWeightObjectives
Workforce Planning and Talent Acquisition17%- Talent Acquisition
  • 1. Develop selection and hiring processes
  • 2. Design and evaluate recruiting strategies
  • 3. Evaluate effectiveness of talent acquisition programs
- Workforce Planning
  • 1. Forecast talent supply and demand
  • 2. Analyze organizational needs and workforce gaps
  • 3. Develop workforce planning strategies
HR Information Management, Safety, and Security10%- Workplace Safety and Security
  • 1. Evaluate employee safety and security strategies
  • 2. Manage compliance with OSHA, HIPAA, emergency response plans
  • 3. Address building access and data security/privacy
- HR Information Management
  • 1. Analyze workforce metrics (turnover, cost per hire, retention rates)
  • 2. Manage HR information systems and data privacy
  • 3. Design and evaluate HR data indicators to inform strategic actions
Talent Management23%- Employee Development
  • 1. Design and evaluate learning and development strategies
  • 2. Develop training programs and initiatives
  • 3. Identify and implement leadership development strategies
- Performance Management
  • 1. Design and evaluate strategies for performance management
  • 2. Evaluate strategies for employee satisfaction and retention
  • 3. Align team and individual performance goals to organizational measures
- Career Development
  • 1. Develop employee career and growth opportunities
  • 2. Assess talent and develop career paths
  • 3. Design policies for return of employees
Leadership and Strategy33%- Developing HR Strategy
  • 1. Develop and manage workplace practices aligned with vision, values, and ethics
  • 2. Contribute to organizational strategy and planning
  • 3. Design and manage effective change strategies
  • 4. Evaluate organizational design and structure
- Leading the HR Function
  • 1. Evaluate credibility and relevance of external information
  • 2. Develop HR strategic plans
  • 3. Monitor organizational risk
  • 4. Influence people management practices
Total Rewards17%- Compensation
  • 1. Design and evaluate compensation strategies
  • 2. Evaluate market competitiveness and equity
  • 3. Develop base pay and incentive programs
- Benefits
  • 1. Develop health, retirement, and wellness programs
  • 2. Design and evaluate benefits programs
  • 3. Evaluate effectiveness of total rewards programs

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