SPHR Exam Prep FREE Sample Exam — Fixed Set

At a leadership offsite in Fresno, Tatum Herrera — the head of human resources — presents on people data governance and ethics. Which advice is correct?

Employees need not know what people analytics is used for, for all taxpayers in this situation, with no case-by-case variation permitted, regardless of filing status, and the same result follows in each later year as well, in every case and without regard to the taxpayer's other income or deductions for the year

Correct Incorrect Correct answer

Automated outputs should decide consequential cases without human review, and the treatment does not change merely because the taxpayer also has wage income, for all taxpayers in this situation, with no case-by-case variation permitted, including when the underlying payment was made electronically rather than by check

Correct Incorrect Correct answer

Senior HR sets the governance for employee data — what may be collected, for what purposes, who may see it, how long it is kept, and what employees are told — because analytics power without ethical guardrails (transparency, purpose limitation, human review of consequential decisions) destroys trust and invites legal exposure

Correct Incorrect Correct answer

Any data the systems can collect may be used for any HR purpose, in every case and without regard to the taxpayer's other income or deductions for the year, whether or not the taxpayer itemizes deductions or claims any related credit for the year, regardless of filing status, and the same result follows in each later year as well

Correct Incorrect Correct answer

At a leadership offsite in Fresno, Avery Johnson — the head of human resources — presents on workplace violence prevention as a leadership program. What is the correct rule?

Reports of concerning behavior should be handled informally by the employee's friends, regardless of filing status, and the same result follows in each later year as well, without any need to consider the taxpayer's prior-year return or filing history, with no exception available on these facts and no election that changes the outcome

Correct Incorrect Correct answer

Prevention consists of a policy and a poster, in every case and without regard to the taxpayer's other income or deductions for the year, and the treatment does not change merely because the taxpayer also has wage income

Correct Incorrect Correct answer

Violence prevention at the leadership level combines clear policy and reporting routes, a trained threat-assessment approach for concerning behavior, coordination with security and legal, and post-incident support — treating concerning behavior reports as safety information to assess, never as disloyalty to suppress

Correct Incorrect Correct answer

Threat assessment is improvised case by case by whichever manager is available, with no exception available on these facts and no election that changes the outcome, regardless of filing status, and the same result follows in each later year as well

Correct Incorrect Correct answer

During an executive committee meeting in Richmond, Zoe Lindqvist raises the topic of HR due diligence in mergers and acquisitions. Which statement is correct?

Culture compatibility cannot be assessed before a deal closes, for all taxpayers in this situation, with no case-by-case variation permitted, even when the amount involved is small compared with the taxpayer's total income, regardless of filing status, and the same result follows in each later year as well

Correct Incorrect Correct answer

HR due diligence examines the people liabilities and assets a deal carries — employment contracts and change-in-control obligations, benefit plan funding and liabilities, pending litigation and compliance exposure, key-talent retention risk, and culture compatibility — before terms are finalized

Correct Incorrect Correct answer

HR's role in a deal begins after closing with integration logistics, whether or not the taxpayer itemizes deductions or claims any related credit for the year, with no exception available on these facts and no election that changes the outcome

Correct Incorrect Correct answer

Benefit plan liabilities are a finance-only diligence item, for all taxpayers in this situation, with no case-by-case variation permitted, even when the amount involved is small compared with the taxpayer's total income

Correct Incorrect Correct answer

Yuki Tanaka, a senior HR executive, must set the organization’s approach to leading organizational change at the strategy level. Which statement is correct?

Senior HR's change leadership includes testing executive sponsorship, assessing the organization's readiness and change capacity, sequencing initiatives so the organization can absorb them, and monitoring adoption — most large changes fail on sponsorship and absorption, not on plan quality

Correct Incorrect Correct answer

Change fails mainly when the communication plan is too short, and no additional documentation, statement, or approval is required to reach that result, and the treatment does not change merely because the taxpayer also has wage income, regardless of filing status, and the same result follows in each later year as well

Correct Incorrect Correct answer

Launching all changes at once builds momentum and capacity, even when the amount involved is small compared with the taxpayer's total income, without any need to consider the taxpayer's prior-year return or filing history

Correct Incorrect Correct answer

Readiness assessment is unnecessary when leadership is committed, even when the amount involved is small compared with the taxpayer's total income, regardless of filing status, and the same result follows in each later year as well

Correct Incorrect Correct answer

Emerson Clark, a senior HR executive, must set the organization’s approach to enterprise risk and HR governance. Which statement is correct?

Senior HR owns a portfolio of enterprise risks — leadership succession gaps, critical-skill shortages, compliance and litigation exposure, workforce cost structure, and culture/conduct risk — and reports them to executive leadership and the board with mitigations, like any other business risk

Correct Incorrect Correct answer

HR risk is limited to employment-law compliance, regardless of filing status, and the same result follows in each later year as well, in every case and without regard to the taxpayer's other income or deductions for the year, including when the underlying payment was made electronically rather than by check

Correct Incorrect Correct answer

Succession risk is a private HR matter not reported upward, regardless of filing status, and the same result follows in each later year as well, and no additional documentation, statement, or approval is required to reach that result

Correct Incorrect Correct answer

The board has no role in overseeing people risks, and the treatment does not change merely because the taxpayer also has wage income, regardless of filing status, and the same result follows in each later year as well

Correct Incorrect Correct answer

Ingrid Bauer, a senior HR executive, must set the organization’s approach to the strategic planning cascade. Which of the following is the correct practice?

Vision statements substitute for measurable goals in planning, for all taxpayers in this situation, with no case-by-case variation permitted, for all taxpayers in this situation, with no case-by-case variation permitted, in every case and without regard to the taxpayer's other income or deductions for the year

Correct Incorrect Correct answer

Cascading means every employee writes the mission statement, even when the amount involved is small compared with the taxpayer's total income, without any need to consider the taxpayer's prior-year return or filing history

Correct Incorrect Correct answer

Functional objectives are set independently and reconciled afterward, in every case and without regard to the taxpayer's other income or deductions for the year, for all taxpayers in this situation, with no case-by-case variation permitted

Correct Incorrect Correct answer

In a sound planning cascade, mission and vision set direction, organizational goals translate direction into targets, and each function's objectives and measures are derived from those goals — HR's scorecard should trace visibly to enterprise goals

Correct Incorrect Correct answer

An engagement index rises from 58 percent favorable to 64 percent favorable after a two-year program. How should the change be reported? The employer operates in a single state, and no local ordinance adds requirements beyond the federal ones discussed.

10 percent

Correct Incorrect Correct answer

6 percentage points

Correct Incorrect Correct answer

6 percent

Correct Incorrect Correct answer

8 percentage points

Correct Incorrect Correct answer

At a leadership offsite in Richmond, Hassan Iqbal — the head of human resources — presents on executive succession management. Which statement is correct?

Succession is complete once a replacement name is listed per role, whether or not the taxpayer itemizes deductions or claims any related credit for the year, including when the underlying payment was made electronically rather than by check, including when the underlying payment was made electronically rather than by check

Correct Incorrect Correct answer

The board has no role in executive succession oversight, for all taxpayers in this situation, with no case-by-case variation permitted, even when the amount involved is small compared with the taxpayer's total income

Correct Incorrect Correct answer

Readiness should be judged on current-role performance alone, regardless of filing status, and the same result follows in each later year as well, with no exception available on these facts and no election that changes the outcome

Correct Incorrect Correct answer

Executive succession is a board-visible system: identify critical roles, assess candidates on performance, potential, and readiness, run deliberate development assignments, and review the slate regularly — a name on a chart without development is not succession

Correct Incorrect Correct answer

At a leadership offsite in Austin, Avery Johnson — the head of human resources — presents on workforce cost as a strategic lever. Which statement is correct?

Workforce cost is a payroll-processing figure, not a strategic one, without any need to consider the taxpayer's prior-year return or filing history, whether or not the taxpayer itemizes deductions or claims any related credit for the year, whether or not the taxpayer itemizes deductions or claims any related credit for the year

Correct Incorrect Correct answer

Variable pay converts fixed cost without any design trade-offs, with no exception available on these facts and no election that changes the outcome, whether or not the taxpayer itemizes deductions or claims any related credit for the year

Correct Incorrect Correct answer

Senior HR advises leadership on the total workforce cost structure — fixed versus variable proportions, the cost of contingent versus employed labor, overtime patterns, and the long-term commitments embedded in benefit promises — so growth and downturn scenarios are planned with their people costs visible

Correct Incorrect Correct answer

Benefit promises create no long-term cost commitments, including when the underlying payment was made electronically rather than by check, including when the underlying payment was made electronically rather than by check

Correct Incorrect Correct answer

During an executive committee meeting in Fresno, Jesse Alvarez raises the topic of say on pay and shareholder perspective. Which advice is correct?

Say on pay is a binding shareholder veto of pay packages, in every case and without regard to the taxpayer's other income or deductions for the year, with no exception available on these facts and no election that changes the outcome, even when the amount involved is small compared with the taxpayer's total income

Correct Incorrect Correct answer

Executive pay requires no board-level governance, without any need to consider the taxpayer's prior-year return or filing history, for all taxpayers in this situation, with no case-by-case variation permitted

Correct Incorrect Correct answer

Shareholder reaction to pay is irrelevant to program design, regardless of filing status, and the same result follows in each later year as well, whether or not the taxpayer itemizes deductions or claims any related credit for the year

Correct Incorrect Correct answer

Public-company shareholders hold an advisory vote on executive compensation ('say on pay'); a weak vote signals a pay-for-performance credibility problem that the compensation committee must investigate and respond to, because executive pay is a governance issue, not only an HR program

Correct Incorrect Correct answer

A workforce plan projects 12 percent headcount growth on a current base of 1,500 employees over the plan year. What headcount does the plan target at year end, before attrition?

1,725

Correct Incorrect Correct answer

1,680

Correct Incorrect Correct answer

1,512

Correct Incorrect Correct answer

1,730

Correct Incorrect Correct answer

Morgan Ellis is a senior HR leader advising the executive team and is asked about technology and fairness in hiring at the policy level. What is the correct rule? The situation has been documented in the employee’s file as it developed, rather than reconstructed later.

Candidate notice about automated screening is never expected, regardless of filing status, and the same result follows in each later year as well, and no additional documentation, statement, or approval is required to reach that result

Correct Incorrect Correct answer

Deploying a vendor's tool transfers accountability for its outcomes to the vendor, and the treatment does not change merely because the taxpayer also has wage income, even when the amount involved is small compared with the taxpayer's total income

Correct Incorrect Correct answer

Bias auditing of hiring tools is unnecessary if the tool ignores protected characteristics, in every case and without regard to the taxpayer's other income or deductions for the year, whether or not the taxpayer itemizes deductions or claims any related credit for the year

Correct Incorrect Correct answer

Automated and AI-based screening tools require leadership-level governance — documented job-relatedness, periodic bias and adverse-impact auditing, candidate notice practices, and human accountability for outcomes — because the employer owns the results of tools it deploys

Correct Incorrect Correct answer

SPHR Exam Prep FREE Sample Exam — Fixed Set

Quiz Summary

Information

Results

Results

Categories

1. Question

2. Question

3. Question

4. Question

5. Question

6. Question

7. Question

8. Question

9. Question

10. Question

11. Question

12. Question

Programs

Company

Legal

Account