Score Higher on Verified SPHR | Senior Professional in Human Resources Exam Questions with Answers

The ADA (Americans with Disabilities Act) protects individuals with a history of substance use disorders if they are not currently engaging in illegal use. HR must balance ADA obligations with the organization's drug-free policies. Referring to both the law (ADA) and internal policy ensures that actions are consistent, legally sound, and defensible.

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

SPHR-level practitioners are expected to apply federal laws (e.g., ADA, FMLA) in investigating employee issues. “When substance abuse is suspected, HR must ensure that responses follow the organization’s policy and are ADA-compliant,” especially in maintaining confidentiality, allowing for accommodations, and following due process before disciplinary action.

When aligning HR strategy to organizational objectives, the most critical consideration is the talent management process (C). At the SPHR level, HR strategy is the mechanism through which business strategy is executed via people.

Talent management—including workforce planning, development, succession, performance management, and leadership pipelines—directly determines whether the organization can achieve its objectives. Aligning HR strategy requires ensuring that these processes support current and future business priorities.

Employee survey results (A) provide insight but are diagnostic. Market compensation data (B) supports competitiveness but is tactical. Corporate social responsibility (D) may support values alignment but does not drive execution.

SPHR exam content consistently reinforces that strategy alignment occurs through talent systems, making talent management the central linkage between HR and organizational goals.

References :

HRCI SPHR Exam Content Outline — Functional Area: Leadership and Strategy (HR–business alignment).

HRCI SPHR Study Guide — Aligning HR strategy through talent management systems.

The correct answer is Option B, which reflects the appropriate workforce planning formula used to calculate the number of sales positions required to meet a desired sales goal, taking into account existing staff.

At the SPHR level, this question tests quantitative workforce planning and demand forecasting, a critical competency in Talent Planning and Acquisition. The goal is to determine how many sales representatives are required based on productivity assumptions and then adjust for current headcount.

From the data provided:

Desired sales goal: $6,000 per month

Orders per representative: 200 per month

Price per order: $3.00

Current sales representatives: 4

First, calculate the monthly revenue generated by one sales representative:

200 orders × $3.00 = $600 per representative per month

Next, calculate the total number of representatives required to meet the sales goal:

$6,000 ÷ $600 = 10 total representatives required

Because the organization already has 4 current sales representatives, the formula must subtract the existing headcount to determine additional positions needed:

10 ? 4 = 6 additional sales representatives

Option B correctly represents this logic mathematically:

6,000 ÷ (200 × 3) ? 4

The other options incorrectly reverse the formula or subtract values in a way that does not align with workforce demand logic, resulting in invalid staffing conclusions.

The SPHR Exam Content Outline emphasizes that effective workforce planning must:

Translate business goals into productivity assumptions

Use mathematically sound formulas

Account for current workforce supply

Option B is the only choice that satisfies all three requirements.

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