ちなみに、Jpshiken SPHRの一部をクラウドストレージからダウンロードできます：https://drive.google.com/open?id=1j2sykNGB2WRODnLEgvtYP3EjvCKySGg6
Jpshiken を選択して１００％のSPHR合格率を確保することができて、もしSPHR試験に失敗したら、Jpshikenが全額で返金いたします。
| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Total Rewards | 12% | - Benefits and recognition
|
| Topic 2: Talent Management and Development | 12% | - Learning and development
|
| Topic 3: Workforce Planning and Talent Acquisition | 16% | - Talent forecasting and planning
|
| Topic 4: Leadership and Strategy | 40% | - HR governance and ethics
|
| Topic 5: Employee Relations and Engagement | 20% | - Labor relations and compliance
|
SPHR試験にすばやく合格できるようにする必要があるため、信頼できる製品を選択する必要があります。 SPHR試験の教材は当局によって認定されており、ユーザーによってテストされています。これは間違いなく自信を持って使用できる製品です。もちろん、私たちのデータはあなたをもっと安心させるかもしれません。 SPHR準備準備の合格率は99％に達しました。これは非常に信じられない価値ですが、私たちはそれを行いました。製品について詳しく知りたい場合は、スタッフに相談するか、SPHR練習エンジンの無料試用版をダウンロードしてください。ご参加をお待ちしております。
質問 # 113
Which of the following is the best definition of the Scanlon Plan?
正解：C
解説：
Explanation/Reference:
Answer option D is correct.
The Scanlon Plan is a cost saving productivity-incentive plan. It was created in the 1930s by Joseph Scanlon. In this plan, employees are rewarded for productivity and cost savings to promote performance of the organization.
Answer option C is incorrect. This is an example of a commission-based pay or a per-unit productivity pay.
Answer option A is incorrect. This is a generic definition of variable pay and isn't the best choice for the question.
Answer option B is incorrect. This isn't a definition of the Scanlon Plan.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined
質問 # 114
Jennifer wants to form a corporation that will develop software. As she studies the pros and cons of a corporation entity, she learns that there are four distinct characteristics of a corporation. Which of the following is NOT a characteristic of a corporation?
正解：D
解説：
Section: Volume C
Explanation/Reference:
Answer option C is correct.
A corporation does have a central management structure called the board of directors for the company. The board of directors establishes the mission, vision, and management direction for the structure.
Answer option A is incorrect. Liability is limited to the assets of the company, not its owners.
Answer option B is incorrect. Corporations can continue to exist beyond the life of its founder.
Answer option D is incorrect. Stock and shares of the company technically transfer ownership of the company to other people. These shareholders can sell and trade the stock if they'd like.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Global Considerations
質問 # 115
Which of the following best describes the process of identifying personal development needs that involves input from co-workers, subordinates, and superiors?
正解：B
解説：
Also known as 360-degree feedback, multirater systems gather performance insights from all angles. It's a key tool for leadership development and self-awareness.
SPHR-level development tools use multirater feedback to "build self-insight, reveal blind spots, and align behavioral change with organizational expectations."
質問 # 116
When developing a compensation strategy, HR must first decide whether to:
正解：B
解説：
When developing a compensation strategy, the first and most critical decision HR must make is whether the organization intends to lead, lag, or match the labor market (B). This decision establishes the overall compensation philosophy, which then guides all downstream design choices, including pay structures, incentives, and adjustment mechanisms.
At the SPHR level, compensation strategy must align with organizational strategy, financial capacity, talent availability, and competitive positioning. Market positioning answers a fundamental strategic question: How does the organization intend to compete for talent? Leading the market may support aggressive growth or scarce-skill acquisition but requires higher labor costs. Lagging the market may be appropriate for cost-control strategies but increases retention risk. Matching the market balances competitiveness and cost stability.
Options such as cost-of-living increases (A), pay-for-performance practices (C), and competency-based pay (D) are design mechanisms, not starting points. These decisions should only be made after the market position is clearly defined. For example, pay-for-performance may be implemented within any market position, but its structure and funding depend on whether the organization leads, matches, or lags the market.
SPHR exam content emphasizes that HR leaders must take a systems-level view of total rewards. Without a clear market posture, compensation programs risk inconsistency, inequity, and misalignment with business goals. Establishing market position first ensures that compensation decisions are intentional, defensible, and sustainable.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Total Rewards (compensation philosophy; market positioning; pay strategy alignment).
* HRCI SPHR Study Guide - Foundational decisions in compensation strategy development.
質問 # 117
Which of the following occurs when two or more organizations are combined into a single entity?
正解：A
解説：
Answer option C is correct.
Chapter: Business Management and Strategy
Objective: Strategic Management
質問 # 118
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SPHR学習指導: https://www.jpshiken.com/SPHR_shiken.html
P.S.JpshikenがGoogle Driveで共有している無料の2026 HRCI SPHRダンプ：https://drive.google.com/open?id=1j2sykNGB2WRODnLEgvtYP3EjvCKySGg6