HRCI SPHR資格復習テキスト: The Professional in Human Resources (SPHR) - CertShiken信頼できるプランフォーム

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HRCI SPHR Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Total Rewards	17%	- 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. Develop health, retirement, and wellness programs 3. Evaluate effectiveness of total rewards programs
Topic 2: Workforce Planning and Talent Acquisition	17%	- Talent Acquisition 1. Evaluate effectiveness of talent acquisition programs 2. Design and evaluate recruiting strategies 3. Develop selection and hiring processes - Workforce Planning 1. Analyze organizational needs and workforce gaps 2. Forecast talent supply and demand 3. Develop workforce planning strategies
Topic 3: 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. Design and evaluate learning and development strategies 2. Identify and implement leadership development strategies 3. Develop training programs and initiatives - 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
Topic 4: HR Information Management, Safety, and Security	10%	- HR Information Management 1. Analyze workforce metrics (turnover, cost per hire, retention rates) 2. Manage HR information systems and data privacy 3. Design and evaluate HR data indicators to inform strategic actions - 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 5: Leadership and Strategy	33%	- 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 - Developing HR Strategy 1. Evaluate organizational design and structure 2. Design and manage effective change strategies 3. Contribute to organizational strategy and planning 4. Develop and manage workplace practices aligned with vision, values, and ethics

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HRCI The Professional in Human Resources (SPHR) 認定 SPHR 試験問題 (Q143-Q148):

質問 # 143
Part of organizational development is a commitment to quality. One of the quality pioneers you should be familiar with is Philip B Crosby. Which one of Crosby's absolutes of quality management is revealed below?

A. Quality is planned into a project, not inspected in.
B. Quality costs less than rework.
C. Quality is achieved by prevention, not appraisal.
D. Quality must be defined before it can be achieved.

正解：C

解説：
Explanation/Reference:
Answer option C is correct.
The only absolute of quality management displayed is that quality is achieved by prevention, not appraisal.
The other comments may stem from Crosby followers, but this is the only absolute mentioned.
Answer option A is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Answer option B is incorrect. This is a true statement, but it is not one of Crosby's absolutes.
Answer option D is incorrect. This is a general quality philosophy, not one of Crosby's absolutes.
Reference: Professional in Human Resources Certification Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter 5: Human Resource Development. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Human Resource Development
Objective: Organization Development

質問 # 144
A code of conduct is primarily used by companies that wish to do which of the following?

A. Discourage violations of company policy
B. Establish the framework for a discipline system
C. Provide equal opportunity for all employees
D. Work toward preventing disciplinary action through clearly communicated behavior standards

正解：D

解説：
Answer option A is correct.A code of conduct is one tool used by employers to clearly communicate company expectations. With regular feedback, employees are given the opportunity to succeed in their jobs based on organizational needs. A code of conduct is not the foundation of a system (D), nor does it focus on providing EEO in employment (B) or discourage violations of company policy (C). See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Employee Relations

質問 # 145
What is the time limit for filing a charge of discrimination with the EEOC?

A. 180 days
B. 90 days
C. 30 days
D. 60 days

正解：A

解説：
Section: Volume D
Explanation/Reference:
Answer option A is correct.
The individual filing the claim has 180 days from the date of the alleged violation. In some instances the
180-day limitation may be extended to 300 days if the charge is covered by a state or local anti- discrimination law.
Answer option B is incorrect. The limit is 180 days, not 30 days.
Answer option C is incorrect. The limit is 180 days, not 60 days.
Answer option D is incorrect. The limit is 180 days, not 90 days.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Seven: Employee and Labor Relations. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-
44149-4, Section III, The US HR Body of Knowledge.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation

質問 # 146
An essential component of ethics training is:

A. A presentation by a member of the ethics committee
B. A description of prior ethics investigations
C. An application of the organization's code of ethics
D. A review of the financial impact of unethical practices

正解：C

解説：
Training must connectpolicies to behavior. Applying the code of ethics throughreal-life scenarios, case studies, and dilemmas enables employees to understand how toact on valuesunder pressure.
Extract from HRCI-aligned HR knowledge (Risk Management):
SPHR-level ethics training focuses on "applying ethical codes in complex decision-making." Merely reviewing policies is passive; effective programs requirecontextual application to develop judgment and integrity.

質問 # 147
What term is assigned to the barriers that women and minorities may face when trying to advance to senior levels of an organization?

A. Societal barrier
B. Governmental barrier
C. Glass ceiling
D. Internal structure barrier

正解：C

解説：
Section: Volume A
Explanation/Reference:
Answer option D is correct.
The term "glass ceiling" describes the invisible, but evident barriers that can prevent women and minorities from achieving the senior levels of an organization. Robert Dole introduced the legislation that was amended into Title II of the Civil Rights Act of 1991.
Answer option A is incorrect. The societal barrier is one of the three barriers of the glass ceiling concept. It addresses limited educational opportunities and biases related to gender, race, and ethnicity.
Answer option B is incorrect. Internal structure barrier is one of the three barriers of the glass ceiling concept. It addresses corporate practices, management control, and recruiting programs.
Answer option C is incorrect. Governmental barrier is one of the three barriers of the glass ceiling concept.
It addresses the inconsistent enforcement of equal opportunity.
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: Federal Employment Legislation

質問 # 148
......

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