SPHR日本語版対応参考書 & SPHR試験

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HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Total Rewards17%- Compensation
  • 1. Evaluate market competitiveness and equity
  • 2. Develop base pay and incentive programs
  • 3. Design and evaluate compensation strategies
- Benefits
  • 1. Design and evaluate benefits programs
  • 2. Evaluate effectiveness of total rewards programs
  • 3. Develop health, retirement, and wellness programs
Topic 2: HR Information Management, Safety, and Security10%- HR Information Management
  • 1. Design and evaluate HR data indicators to inform strategic actions
  • 2. Manage HR information systems and data privacy
  • 3. Analyze workforce metrics (turnover, cost per hire, retention rates)
- Workplace Safety and Security
  • 1. Manage compliance with OSHA, HIPAA, emergency response plans
  • 2. Address building access and data security/privacy
  • 3. Evaluate employee safety and security strategies
Topic 3: Leadership and Strategy33%- Developing HR Strategy
  • 1. Contribute to organizational strategy and planning
  • 2. Design and manage effective change strategies
  • 3. Develop and manage workplace practices aligned with vision, values, and ethics
  • 4. Evaluate organizational design and structure
- Leading the HR Function
  • 1. Influence people management practices
  • 2. Develop HR strategic plans
  • 3. Monitor organizational risk
  • 4. Evaluate credibility and relevance of external information
Topic 4: Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Forecast talent supply and demand
  • 2. Analyze organizational needs and workforce gaps
  • 3. Develop workforce planning strategies
- Talent Acquisition
  • 1. Evaluate effectiveness of talent acquisition programs
  • 2. Design and evaluate recruiting strategies
  • 3. Develop selection and hiring processes
Topic 5: Talent Management23%- Career Development
  • 1. Assess talent and develop career paths
  • 2. Design policies for return of employees
  • 3. Develop employee career and growth opportunities
- Performance Management
  • 1. Align team and individual performance goals to organizational measures
  • 2. Design and evaluate strategies for performance management
  • 3. Evaluate strategies for employee satisfaction and retention
- Employee Development
  • 1. Identify and implement leadership development strategies
  • 2. Design and evaluate learning and development strategies
  • 3. Develop training programs and initiatives

>> SPHR日本語版対応参考書 <<

SPHR試験の準備方法｜更新するSPHR日本語版対応参考書試験｜有難いThe Professional in Human Resources (SPHR)試験

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HRCI The Professional in Human Resources (SPHR) 認定 SPHR 試験問題 (Q172-Q177):

質問 # 172
Before selecting an HRIS system, which of the following questions should be answered?

正解：B

解説：
Explanation/Reference:
Answer option A is correct.
A needs analysis will provide answers to these questions, as well as whether the HRIS will be integrated with payroll or other systems and what kinds of reports will be produced. See Chapters 2 and 3 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Human Resource Technology


質問 # 173
Which of the following occurs when an employer makes untrue promises or claims to a candidate?

正解：C

解説：
Explanation/Reference:
Answer option C is correct.
Fraudulent misrepresentation occurs when an employer makes untrue promises or claims to a candidate.
Answer option A is incorrect. A lockout occurs when management shuts down operations to keep the union from working.
Answer option D is incorrect. Involuntary exits is process that occurs due to mergers, outsourcing or changing business needs. It also occurs due to terminations for cause, such as performance problems, etc.
Answer option B is incorrect. Constructive discharge occurs when the employer forces an employee to resign by creating a work environment that is unpleasant for the person.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation


質問 # 174
The alleged management actions-interrogating, threatening, and dismissing employees for union support-violate:

正解：D

解説：
The alleged actions violate employees' rights to protected concerted activity (C) under the National Labor Relations Act (NLRA). At the SPHR level, protected concerted activity includes employees' rights to organize, join, or support a union without employer interference, restraint, or coercion.
Interrogating employees about union activity, threatening adverse consequences, or terminating employees due to union support are classic unfair labor practices that directly interfere with these protected rights.
Weingarten Rights (B) apply to union-represented employees' right to representation during investigatory interviews and are not relevant here. Collective bargaining agreements (A) apply only after a union is certified. Good faith employee relations (D) is not a legal standard under the NLRA.
SPHR exam questions frequently test recognition of protected concerted activity violations, making this a high-probability concept.
Reference:
HRCI SPHR Exam Content Outline - Functional Area: Employee Relations and Engagement (NLRA; protected activity).
HRCI SPHR Study Guide - Employer interference and unfair labor practices.


質問 # 175
Which of the following actions should be taken first when a hiring manager sees very few qualified candidates among the pool that have met the pre-screening requirements?

正解：A

解説：
Comprehensive and Detailed Explanation:
If qualified applicants aren't emerging, start by reviewing thejob descriptionto ensure it's not too narrow, outdated, or inaccurately reflecting the role.
SPHR-level recruiting begins with "validating job criteria to ensure alignment with labor market and actual business needs."


質問 # 176
The motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve it is known as what?

正解：B

解説：
Section: Volume C
Explanation/Reference:
Answer option A is correct.
Vroom explains his theory with three terms: expectancy (the individual's assessment of their ability to achieve the goal), instrumentality (whether the individual believes they are capable of achieving the goal), and valence (whether the anticipated goal is worth the effort required to achieve it). Adams' equity theory (B) states that people are constantly comparing what they put into work to what they get from it. McClelland's acquired needs theory (C) states that people are motivated by one of three factors: achievement, affiliation, or power.
McGregor's Theory X and Theory Y (D) explain how managers relate to employees. Theory X managers are autocratic, believing that employees do not want to take responsibility. Theory Y managers encourage employees to participate in the decision-making process, believing that they respond to challenges. See Chapters 2 and 5 for more information.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Motivation Concepts


質問 # 177
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SPHR認定試験問題には、高品質と効率に加えて、非常に高品質のサービスがあります。 SPHRテスト準備を使用すると、能力を向上させながら非常に楽しい経験をすることができます。私たちは常に最初に顧客を提唱しています。あなたの目標を達成するためにSPHR学習教材を使用する場合、私たちは光栄に思います。また、SPHR pdfファイルにより、学習効率が向上し、限られた時間で最高の結果を得ることができます。 SPHR pdfファイルは、選択する必要がある最高の試験ツールです。

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