HRCI SPHR Zertifizierungsfragen - SPHR Testfagen

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Mit der Entwicklung der IT-Industrie nimmt die Zahl der IT-Lerner seit Jahren immer zu. Das führt zu immer stärkerer Konkurrenzen. Und es ist undenkbar, dass Sie in IT-Industrie von anderen überschritten sind. Deshalb sollen Sie Ihre Fähigkeit ständig erhöhen und Ihre Stärke zu anderen beweisen. Wie können Sie Ihre Fähigkeit zu anderen beweisen? Immer mehr Leute wählen IT-Zertifizierungen, Ihre Fähigkeit zu beweisen. Wollen Sie auch? Kommen Sie zuerst zu HRCI SPHR Zertifizierungsprüfung. Das ist die wichtigste HRCI Prüfung und auch von vielen Unternehmen anerkannt.

HRCI SPHR Exam Syllabus Topics:

SectionWeightObjectives
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. Address building access and data security/privacy
  • 2. Evaluate employee safety and security strategies
  • 3. Manage compliance with OSHA, HIPAA, emergency response plans
Talent Management23%- 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
- Career Development
  • 1. Design policies for return of employees
  • 2. Assess talent and develop career paths
  • 3. Develop employee career and growth opportunities
- Employee Development
  • 1. Develop training programs and initiatives
  • 2. Identify and implement leadership development strategies
  • 3. Design and evaluate learning and development strategies
Workforce Planning and Talent Acquisition17%- Workforce Planning
  • 1. Develop workforce planning strategies
  • 2. Analyze organizational needs and workforce gaps
  • 3. Forecast talent supply and demand
- Talent Acquisition
  • 1. Develop selection and hiring processes
  • 2. Design and evaluate recruiting strategies
  • 3. Evaluate effectiveness of talent acquisition programs
Leadership and Strategy33%- Developing HR Strategy
  • 1. Evaluate organizational design and structure
  • 2. Contribute to organizational strategy and planning
  • 3. Design and manage effective change strategies
  • 4. Develop and manage workplace practices aligned with vision, values, and ethics
- Leading the HR Function
  • 1. Develop HR strategic plans
  • 2. Influence people management practices
  • 3. Monitor organizational risk
  • 4. Evaluate credibility and relevance of external information
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. Develop health, retirement, and wellness programs
  • 3. Design and evaluate benefits programs

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HRCI The Professional in Human Resources (SPHR) SPHR Prüfungsfragen mit Lösungen (Q191-Q196):

191. Frage
An effective progressive disciplinary process begins with which of the following?

Antwort: C

Begründung:
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


192. Frage
What term is assigned to an employee that makes a complaint about their employer to a federal agency claiming that illegal activity has occurred?

Antwort: C

Begründung:
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 9780-470-43096-5. 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: Business Management and Strategy
Objective: Corporate Governance


193. Frage
Which of the following refers to salaries that are below the minimum of the salary range?

Antwort: B

Begründung:
Section: Volume C
Explanation/Reference:
Answer option C is correct.
Green circle refers to salaries that are below the minimum of the salary range.
Answer option D is incorrect. Gross pay is the amount earned by an employee before taxes are not paid.
Answer option A is incorrect. Base pay is the foundation of an employer's compensation program because it reflects the value placed on individual jobs by the organization.
Answer option B is incorrect. A salary survey is used to determine current market trends and competition for different skills and knowledge and to assist the employer in setting pay levels.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined


194. Frage
An employee has come forward with an allegation of quid pro quo harassment by her supervisor. As the HR manager, you are responsible for investigating the complaint. The supervisor in question is someone with whom you have become quite friendly. In this case, who is the best person to conduct the investigation?

Antwort: C

Begründung:
Answer option D is correct.In this case, the organization will be best served by a third-party investigator. The most important consideration in an investigation of sexual harassment is that the investigator is seen as credible and impartial. Because you have become friendly with the accused, it will be difficult to maintain impartiality during an investigation. While the corporate attorney (B) may be selected to conduct investigations, this solution can lead to conflict-of-interest issues. The direct manager of the accused supervisor (C) may not be viewed as impartial by the accuser or by regulatory agencies. See Chapters 2 and 8 for more information. Chapter: Employee and Labor Relations Objective: Federal Employment Legislation


195. Frage
Marcy is an hourly-paid employee in the JKJ Company. Her supervisor Tom has asked Marcy to not begin working on a presentation until he leaves a meeting. The meeting happens to last six hours and Marcy doesn't have other work to do while Tom is in the meeting. Marcy decides to read a book while she waits.
According to the Fair Labor Standards Act should Marcy be paid for reading the book? Choose the best answer:

Antwort: A

Begründung:
Explanation/Reference:
Answer option C is correct.
Even though Marcy doesn't have other work to complete she is still to be paid for her time. This is an example of engaged to wait - as the company has purchased her time on an hourly basis and the current assignment is to wait for Tom.
Answer option A is incorrect. Engaged to wait means that Marcy will still be paid for her time.
Answer option D is incorrect. Lag time is the time to wait between activities in project management and isn't relative in this issue.
Answer option B is incorrect. While this answer is correct you must always pick the best answer, which is the example of engaged to wait.
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


196. Frage
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