HRCI SPHR - Senior Professional in Human Resources

The primary reason employers choose to self-fund healthcare benefits is to maximize cost savings (B). At the SPHR level, self-funding is a strategic financial decision rather than a wellness initiative.

Self-funded plans allow employers to pay actual claims incurred rather than fixed insurance premiums, avoiding carrier profit margins and certain state insurance taxes. Employers also gain access to detailed claims data, enabling better cost management, plan design, and vendor negotiation.

Employee well-being (A) is supported through plan design but is not the primary driver. Administrative burden (C) typically increases with self-funding. Reducing staffing (D) is unrelated.

SPHR exam content emphasizes understanding financial trade-offs and risk tolerance when evaluating benefit funding strategies.

References :

HRCI SPHR Exam Content Outline — Functional Area: Total Rewards (healthcare benefits; funding strategies).

HRCI SPHR Study Guide — Self-funded versus fully insured health plans.

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People resist change when they don’t understand why it's happening. Clearly communicating the rationale builds buy-in and motivation, especially in deeply rooted cultural shifts.

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

SPHR best practices in organizational change stress that “the foundation of successful culture change lies in articulating the business case.” Justifying the shift ensures internal alignment and smooth execution.

The action most likely to constitute an unfair labor practice (ULP) is holding small group meetings immediately after the beginning of the work shift on election day to influence voting (B).

Under the NLRB’s Peerless Plywood rule, employers (and unions) are prohibited from holding captive audience meetings within 24 hours of a representation election if the purpose is to influence employees’ votes. These meetings interfere with employees’ free choice and are therefore unlawful.

Option A may be permissible if statements are factual and non-threatening. Option C is lawful because it communicates accurate information about collective bargaining. Option D is also permissible if the information is factual, non-coercive, and not misleading.

SPHR exam content emphasizes employer free speech rights balanced against restrictions on timing, coercion, and interference during union campaigns. Violations often hinge on when and how communication occurs—not just content.

References :

HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (unfair labor practices; election rules).

HRCI SPHR Study Guide — Employer conduct during union representation campaigns.

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During a merger, HR is strategically involved by performing due diligence (C). At the SPHR level, HR due diligence is critical to identifying people-related risks, liabilities, and integration challenges that directly affect deal value.

HR due diligence includes assessing workforce demographics, compensation and benefits obligations, labor relations issues, leadership capability, culture, compliance risks, and talent retention concerns. These insights inform integration planning and executive decision-making.

Assessing strategic fit (B) is primarily an executive responsibility. Reviewing contracts (A) and legal compliance (D) are important but more tactical.

SPHR exam content highlights HR due diligence as a core strategic contribution in mergers and acquisitions.

References :

HRCI SPHR Exam Content Outline — Functional Area: Leadership and Strategy (MandA; due diligence).

HRCI SPHR Study Guide — HR’s strategic role in mergers and acquisitions.