HRCI certification SPHR Passing Score

A well-craftedbusiness planserves as aliving documentthat guides strategic initiatives, supports decision-making, and aligns cross-functional departments around common goals. It'snot just a financial outline— it encompassesstrategy, market positioning, risks, and HR alignment.

Extract from HRCI-aligned HR knowledge (Leadership and Strategydomain):

SPHR professionals are expected to “develop HR strategies aligned with the organization’s business plan and objectives.” A business plan functions as aguiding and supporting frameworkfor budget planning, workforce planning, and strategic investment decisions across the organization.

In thegrowth phase, talent management is focused onquickly scaling up. This means securing thehard-to-find skillsthat will enable innovation, product development, or market expansion.

Extract from HRCI-aligned HR knowledge (Talent Planning and Acquisition):

SPHR professionals are taught to “align talent strategies with the organization’s life cycle stage.” During growth, HR must prioritizerecruitment of specialized skillsandtalent acquisition speedover long-term development.

The ultimate goal of training is to impact business outcomes — such as improved productivity, reduced errors, or increased customer satisfaction. Learning and behavior changes matter, but organizational performance is the true ROI.

Extract from HRCI-aligned HR knowledge (Learning and Development):

SPHR candidates must link LandD to strategy: “Training effectiveness should be evaluated based on its measurable impact on key performance metrics.” This aligns with Kirkpatrick Level 4 evaluation (Results), the highest standard of learning impact.

This scenario falls squarely undergenetic discrimination, which is prohibited byGINA (Genetic Information Nondiscrimination Act). GINA forbids employers from using genetic information, includingfamily medical history, in hiring, firing, or promotion decisions.

Extract from HRCI-aligned HR knowledge: TheEmployee Relations and Engagementdomain includes “ensuring compliance with employment law including GINA, ADA, and FMLA.” HR must never use genetic data (including family health history) in employment decisions, as this poses afederal liability risk.