SPHR認定テキスト、SPHR受験料過去問

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無料でクラウドストレージから最新のJpexam SPHR PDFダンプをダウンロードする：https://drive.google.com/open?id=1u8kZNlBGy7g-E2EXALE1yMGGHTpxXCqS

SPHR学習教材は、HRCI専門資格試験に100％合格することを保証します。 JpexamのSPHRガイドトレントの品質に自信を持っています。 SPHRトレーニングブレインダンプの合格率は98％から100％です。 SPHR練習問題に完全に頼ることができます。 優れた品質を確認するためのSPHR学習準備の無料デモがあります。 SPHR試験問題を無料でダウンロードする限り、問題に満足し、The Professional in Human Resources (SPHR)試験に簡単に合格します。

この試験は、業界で最低4年間働いてきた経験豊富な人事プロフェッショナル向けです。認定プログラムは、人事管理の成功に不可欠な主要なコンセプトと原則の知識と理解を試験することを目的としています。この試験では、人事戦略、労働力計画と雇用、従業員と労働関係、報酬と福利厚生など、さまざまなトピックがカバーされます。

HRCI SPHR 認定試験の出題範囲：

トピック出題範囲
トピック 1
  • Total Rewards: This section measures the skills of Compensation Analysts and involves creating compensation and benefits strategies that align with organizational culture. Responsibilities include designing total rewards philosophies and evaluating compensation strategies. One important skill measured is the ability to create competitive compensation packages that attract talent.
トピック 2
  • Talent Management: This section evaluates the skills of Talent Managers and emphasizes designing programs that foster a high-performing workforce. It includes assessing diversity, equity, and inclusion in workplace culture and developing succession plans. A significant skill assessed is the design of training programs that enhance employee development.
トピック 3
  • Leadership and Strategy: This section of the exam measures the skills of HR Leaders and covers the development of HR strategies aligned with organizational goals, influencing people management practices, and assessing risks. Key skills include contributing to organizational strategy, executing HR initiatives, and analyzing factors impacting operations. A critical skill measured is the ability to develop effective HR strategies.
トピック 4
  • Workforce Planning and Talent Acquisition: This section assesses the skills of Talent Acquisition Specialists and focuses on forecasting talent needs and creating strategies to attract new employees. Responsibilities include evaluating organizational needs and developing recruitment strategies. A key skill in this area is the ability to analyze labor market trends for effective talent sourcing.
トピック 5
  • HR Information Management, Safety, and Security: This section assesses the skills of HR Information Managers and focuses on identifying necessary tools for reporting on organizational strategy while ensuring employee safety. Key responsibilities include aligning HR data privacy with organizational strategies and evaluating safety protocols. A critical skill here is ensuring compliance with data protection regulations.

>> SPHR認定テキスト <<

HRCI SPHR受験料過去問、SPHR模擬モード

そうでなければ、時代遅れになるリスクを負います。当社のSPHR認定テストは、技術スキルを向上させ、さらに重要なこととして、厳しい労働環境で明るい未来のために戦う自信を高めるのに役立ちます。当社の専門家は、SPHR学習ツールの開発に多くの時間とエネルギーを費やしています。あなたは私たちを信頼し、あなたの将来の発展において私たちをあなたの正直な協力者にすることができます。参考までに、SPHR試験の利点をいくつかご紹介します。

HRCI The Professional in Human Resources (SPHR) 認定 SPHR 試験問題 (Q16-Q21):

質問 # 16
Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law?

正解：D

解説：
Section: Volume C
Explanation/Reference:
Answer option B is correct.
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or national origin.
Answer option C is incorrect. The Fair Labor Standards Act of 1958, also known as the Equal Pay Act, prohibits sex-based wage discrimination.
Answer option D is incorrect. ADEA of 1967 prohibits discrimination in employment on the basis of age (40 years or older).
Answer option A is incorrect. Americans with Disabilities Act (ADA) and Rehabilitation Act of 2008 make important changes to the definition of the term "disability" by rejecting the holdings in several Supreme Court decisions and portions of EEOC's ADA regulations.
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: Federal Employment Legislation


質問 # 17
As an HR Professional, you must be aware of traditional corporate governance. Within corporate governance, there are typically three key stakeholders that influence decisions of the organizations. Which of the following is a key stakeholder as part of corporate governance?

正解：C

解説：
Explanation/Reference:
Answer option B is correct.
Management is one of the three key stakeholders of corporate governance. Shareholders and the board of directors are the other two.
Answer option C is incorrect. Stakeholders are people that have a vested interest in the outcome of operations or projects.
Answer option D is incorrect. Customers are people that purchase goods or services from the organization.
Answer option A is incorrect. Employees are part of the stakeholder group, but they are not technically part of the stakeholders of corporate governance.
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: Business Management and Strategy
Objective: Corporate Governance


質問 # 18
As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which of the following bargaining types is considered to be the most combative?

正解：D

解説：
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: Union Organization


質問 # 19
An HR director decided not to interview a qualified applicant because of personal knowledge that the applicant's family has a history of cancer. The director most likely intended to reduce which of the following risks?

正解：D

解説：
The intent here was toavoid increased health insurance costs, which would fall underexperience rating- a method insurers use to set premiums based on historical claims. However, making hiring decisions based on family medical historyviolates theGenetic Information Nondiscrimination Act (GINA).
Extract from HRCI-aligned HR knowledge: In theEmployee Relations and Engagementdomain, understanding "employment law compliance" andrisk mitigation strategiesis essential. While the director may have been trying to manage insurance costs, this rationale violatesfederal employment law, demonstrating poor risk management.


質問 # 20
The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This act clearly defines four areas that affect all employees. Which one of the following is not one of the four areas of employment covered by this act?

正解：D

解説：
Section: Volume D
Explanation/Reference:
Answer option A is correct.
The Federal Labor Standards Act does not address commissions, royalties, and tips. The four things the act does address are minimum wage, record keeping, overtime, and child labor.
Answer options D, B, and C are incorrect. Minimum wage, record keeping, and overtime are addressed by the Federal Labor Standards Act.
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: Compensation and Benefits
Objective: Compensation


質問 # 21
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SPHR受験料過去問: https://www.jpexam.com/SPHR_exam.html

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