HRCI SPHR題庫更新資訊 - SPHR真題材料

此外，這些VCESoft SPHR考試題庫的部分內容現在是免費的：https://drive.google.com/open?id=1A_4RipNb8OjgWspoguvyR6O5cfizK01a

你想过怎么样才能更轻松地通过HRCI的SPHR认证考试吗？你发现诀窍了吗？如果你不知道怎么办的话，我来告诉你。其實通過考試的方法有很多種。努力學習考試要求的所有的相關知識就是其中的一種方法。你現在正在這樣做嗎？但是這是最浪費時間並且很可能得不到預期的效果的方法。而且，每天都忙於工作的你恐怕沒有那麼多時間來準備考試吧？那麼試一下VCESoft的SPHR考古題吧。這個資料絕對可以讓你得到你想不到的成果。

HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Talent Management	23%	- Career Development 1. Assess talent and develop career paths 2. Develop employee career and growth opportunities 3. Design policies for return of employees - Employee Development 1. Develop training programs and initiatives 2. Identify and implement leadership development strategies 3. Design and evaluate learning and development strategies - 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
Workforce Planning and Talent Acquisition	17%	- Talent Acquisition 1. Evaluate effectiveness of talent acquisition programs 2. Develop selection and hiring processes 3. Design and evaluate recruiting strategies - Workforce Planning 1. Develop workforce planning strategies 2. Analyze organizational needs and workforce gaps 3. Forecast talent supply and demand
Total Rewards	17%	- Benefits 1. Design and evaluate benefits programs 2. Evaluate effectiveness of total rewards programs 3. Develop health, retirement, and wellness programs - Compensation 1. Evaluate market competitiveness and equity 2. Develop base pay and incentive programs 3. Design and evaluate compensation strategies
Leadership and Strategy	33%	- Developing HR Strategy 1. Design and manage effective change strategies 2. Contribute to organizational strategy and planning 3. Evaluate organizational design and structure 4. Develop and manage workplace practices aligned with vision, values, and ethics - Leading the HR Function 1. Develop HR strategic plans 2. Evaluate credibility and relevance of external information 3. Influence people management practices 4. Monitor organizational risk
HR Information Management, Safety, and Security	10%	- HR Information Management 1. Analyze workforce metrics (turnover, cost per hire, retention rates) 2. Design and evaluate HR data indicators to inform strategic actions 3. Manage HR information systems and data privacy - Workplace Safety and Security 1. Address building access and data security/privacy 2. Manage compliance with OSHA, HIPAA, emergency response plans 3. Evaluate employee safety and security strategies

>> HRCI SPHR題庫更新資訊 <<

最真實的SPHR考古題

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最新的 HR Certification Institute SPHR 免費考試真題 (Q126-Q131):

問題 #126
As a Senior HR Professional you should be familiar with the rights of employees and how it relates to the performance and relationship with management and the organization. In this light, what are Weingarten Rights?

A. It is the right of the employee to leave the organization's employment at anytime without retribution by withholding or delaying payments due for work.
B. It is the right of the employee to refuse to work overtime hours that may have been requested by management.
C. It is the right of an exempt employee to refuse to work more than 40 hours per week in seven-day time period.
D. It is the right of an employee to have a union representative present at any investigatory interview that the employee believes may lead to a disciplinary action.

答案：D

解題說明：
Section: Volume D
Explanation/Reference:
Answer option B is correct.
Weingarten rights describe the rights of a union-employee to request and be granted the presence of a union representative at any meeting that the employee believes may lead to disciplinary action.
Answer options D, A, C are incorrect. This isn't a valid definition of the Weingarten rights.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5. Chapter
7: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Employee Relations

問題 #127
What is an Excelsior list?

A. A list of the employees who do not want the union to represent them
B. A list of all employees in the bargaining unit provided by the union to the employer within 7 days of the scheduling of an election by the NLRB
C. A list of all employees in the bargaining unit provided by the employer to the union within 7 days of the scheduling of an election by the NLRB
D. A list of the employees who have signed authorization cards for the union

答案：C

解題說明：
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Once an election has been scheduled, the employer must provide a list, known as an Excelsior list, containing the names and address of all employees in the bargaining unit determined by the NLRB. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Union Organization

問題 #128
According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?

A. The employer lays off 5 employees a week for 3 months.
B. A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
C. The employer is seeking additional funding and will lay off 70 employees if the funding falls through.
D. A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.

答案：A

解題說明：
Answer option C is correct.The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the "faltering company exception" (A) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the "unforeseeable business circumstance" (B) when unexpected circumstances occur, and the "natural disaster" (D) exception. See Chapter for more information. Chapter: Workforce Planning and Employment Objective: Organization Exit/Off-Boarding Processes

問題 #129
Why is a job analysis important?

A. It provides the supervisory responsibilities necessary to accomplish organizational goals.
B. It ensures compliance with EEO laws.
C. It allows for proper training and development of key personnel.
D. It provides the foundation from which all other HR activities are designed.

答案：D

解題說明：
Explanation/Reference:
Answer option D is correct.
Job analysis and the subsequent job descriptions provide the building blocks for all other HR activities.
Clearly identifying the output and skills necessary to accomplish each job allows for proper EEO compliance (C), job pricing, recruiting, and other HR functions (B and A).
Chapter: Core Knowledge Requirements for HR Professionals
Objective: Review Questions

問題 #130
You are the HR Professional for your organization and you've identified a risk event. The risk event can be mitigated by purchasing an insurance to protect the organization. The purchase of the insurance policy is what type of risk response?

A. Acceptance
B. Avoidance
C. Sharing
D. Transference

答案：D

解題說明：
Section: Volume A
Explanation/Reference:
Answer option B is correct.
Transference doesn't make the risk go away, but it transfers the risk to a third party, usually for a fee.
Purchasing insurance is an example of transference.
Transference
Transference is a strategy to mitigate negative risks or threats. In this strategy, consequences and the ownership of a risk is transferred to a third party. This strategy does not eliminate the risk but transfers responsibility of managing the risk to another party. Insurance is an example of transference.
Answer option A is incorrect. Avoidance is changing the project plan, organization goals, or work to completely remove, or avoid, the risk event.
Answer option C is incorrect. Acceptance is generally for smaller risk events, or risk events that cannot be avoided, such as weather.
Answer option D is incorrect. Sharing is a positive risk response where an organization partners with another entity to realize an opportunity. A teaming agreement between competitors is an example of sharing.
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: Risk Management
Objective: Risk Management

問題 #131
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VCESoft提供給你最權威全面的SPHR考試考古題，命中率極高，考試中會出現的問題可能都包含在這些考古題裏了，我們也會隨著大綱的變化隨時更新考古題。它可以避免你為考試浪費過多的時間和精力，助你輕鬆高效的通過考試。即便您沒有通過考試，我們也將承諾全額退款！所以你將沒有任何損失。機會是留給有準備的人的，希望你不要錯失良機。

SPHR真題材料: https://www.vcesoft.com/SPHR-pdf.html

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