SPHR関連資料 & SPHR合格体験記

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あなたは転職の状態にあるかもしれませんが、あなた自身のキャリアを持つことは信じられないほど難しいです。それからあなた自身を改善し、不可能な任務を可能にする方法はあなたの優先事項です。 SPHR試験に合格したい場合は、こちらからSPHR試験準備を行ってください。当社には、SPHR試験の合格を支援する、権威のある経験豊富なチームがいます。最も有用で有効なSPHR試験問題を取得できるだけでなく、SPHR試験に合格する方法に関する提案を取得することもできます。

HRCI SPHR Exam Syllabus Topics:

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

>> SPHR関連資料 <<

SPHR合格体験記、SPHR受験記

最近、HRCIの認定試験はますます人気があるようになっています。それと同時に、HRCIの認証資格ももっと重要になっています。IT業界では広く認可されている試験として、SPHR認定試験はHRCIの中の最も重要な試験の一つです。この試験の認証資格を取ったら、あなたは多くの利益を得ることができます。あなたもこの試験を受ける予定があれば、ShikenPASSのSPHR問題集は試験に準備するときに欠くことができないツールです。この問題集はSPHR認定試験に関連する最も優秀な参考書ですから。

HRCI The Professional in Human Resources (SPHR) 認定 SPHR 試験問題 (Q274-Q279):

質問 # 274
Pauline is a HR Professional for her organization and she's meeting with the sales manager Jim. Jim wants to know if Randy, one of his sales people, is considered exempt or not because he's doing outside sales. Pauline tells Jim that there are just two qualifiers for Randy to be considered exempt in his role as an outside salesperson. The first is that Randy's primary duty must be making sales. What is the other consideration?

正解：B

解説：
Section: Volume E
Explanation/Reference:
Answer option C is correct.
Randy must primarily do sales outside of the employer's place of business to be considered an exempt employee.
Answer option A is incorrect. The amount Randy earns doesn't directly affect his role as an exempt sales person.
Answer option D is incorrect. Randy doesn't have to earn all of his income from commission.
Answer option B is incorrect. Randy doesn't need a contract to do sales.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Six: Total Rewards.
Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US HR Body of Knowledge.
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Employee Records Management


質問 # 275
John is the HR Professional for his organization. He is interviewing Sally for a sales position, and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how she resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?

正解：C

解説：
Explanation/Reference:
Answer option C is correct.
This is a classical example of the behavior-based interview. Sally will need to tell a story to John about her past experiences with a difficult customer and what the outcome of the situation was.
Answer option B is incorrect. A stress interview deliberately creates a stressful environment to test the candidate's response in the stress.
Answer option A is incorrect. A prescreen interview is used to determine which candidates qualify for the job requirements and to make decisions if additional interviews are needed.
Answer option D is incorrect. A directive interview is where the HR Professional controls the interview process through a predefined set of questions for all interviewees.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs


質問 # 276
An effective progressive disciplinary process begins with which of the following?

正解：D

解説：
Explanation/Reference:
Answer option D is correct.
An effective progressive disciplinary process begins with coaching or counseling, acknowledging good performance, and providing guidance on performance that needs to be changed. Providing ongoing feedback, both positive and negative, reduces the stress level for both employees and supervisors when serious performance issues arise and must be addressed. A written warning (A) is the second step of a formal disciplinary process. A verbal warning (B) is the first step. Suspensions (C) are usually the last step prior to termination. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Employee Relations


質問 # 277
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?

正解：D

解説：
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs


質問 # 278
Which of the following is an example of an intrinsic reward?

正解：A

解説：
Answer option C is correct.Intrinsic rewards are those in which esteem is achieved from within oneself. D, B, and A are examples of extrinsic rewards that come from external sources. Chapter: Compensation and Benefits Objective: Review Questions


質問 # 279
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