人気のあるSPHR日本語版復習資料 | 素晴らしい合格率のSPHR: The Professional in Human Resources (SPHR) | 無料ダウンロードSPHR合格受験記SPHR情報通信技術の進歩は、ビジネスと生産をバリューチェーンに引き上げ、市民の生活の質を向上させる大きな可能性を生み出します。 そして、HRCIサイバースペースであらゆる種類の情報を今すぐ入手できることは間違いありません。SPHR最新の急流も例外ではありません。 私たちの会社がまとめたSPHR学習教材を強くお勧めします。SPHR試験問題の利点は多すぎて列挙できません。 また、SPHR試験問題をお試しになりたい場合は、ぜひThe Professional in Human Resources (SPHR)購入してください。 HRCI The Professional in Human Resources (SPHR) 認定 SPHR 試験問題 (Q167-Q172):質問 # 167
Martha is the HR Professional for her organization and she's working with her team to complete non- quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
A. Job slotting
B. Whole job ranking
C. Job classification
D. Factor comparison
正解：D
解説：
Section: Volume D
Explanation/Reference:
Answer option B is correct.
Factor comparison is a quantitative job evaluation technique that identifies specific compensable factors and then establishes level of performances within each of those compensable factors.
Answer option C is incorrect. Whole job ranking is a non-quantitative job evaluation technique where jobs are ranked from lowest to highest.
Answer option D is incorrect. Job classification is a non-quantitative job evaluation technique where jobs are categorized into different levels.
Answer option A is incorrect. Job classification is a non-quantitative job evaluation technique that sorts new jobs into an existing job hierarchy.
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 # 168
What act prohibits discrimination on the basis of physical and mental disabilities?
A. IRCA of 1986
B. Rehabilitation Act of 1973
C. VEVRAA of 1974
D. ADEA of 1967
正解：B
解説：
Section: Volume A
Explanation/Reference:
Answer option B is correct.
The Rehabilitation Act of 1973 prohibits discrimination on the basis of physical and mental disabilities.
Answer option A is incorrect. The ADEA of 1967 is the Age Discrimination in Employment Act and addresses discrimination against employees and applicants greater than 40 years of age.
Answer option C is incorrect. VEVRAA is the Vietnam Era Veteran's Readjustment Assistance Act.
Answer option D is incorrect. IRCA is the Immigration Reform and Control Act, which prohibits discrimination on the basis of national origin and creates penalties for hiring illegal aliens.
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 # 169
To best ensure success with a leadership development initiative, HR must:
A. focus on managers with critical skill gaps.
B. ensure access to external coaches.
C. publicly recognize program participants.
D. align programs with organizational strategy.
正解：D
解説：
The most critical factor in ensuring the success of a leadership development initiative is to align programs with organizational strategy (D). At the SPHR level, leadership development is not viewed as a standalone learning activity, but as a strategic investment designed to build capabilities required to execute business objectives.
When leadership development is aligned with organizational strategy, the competencies being developed directly support current and future business needs, such as growth, innovation, operational excellence, or transformation. This alignment ensures relevance, executive sponsorship, sustained funding, and measurable impact. Programs that lack strategic alignment often fail to gain traction, are perceived as optional, or do not translate into improved organizational performance.
While focusing on managers with critical skill gaps (A) is important, it is a secondary consideration that should occur after strategic priorities are defined. Public recognition (B) may enhance engagement but does not ensure effectiveness. Access to external coaches (C) can add value, but coaching is a delivery mechanism-not a determinant of strategic success.
SPHR exam content emphasizes that leadership development must be integrated with succession planning, workforce strategy, and long-term organizational capability building. HR's role is to ensure leadership pipelines are intentionally designed to support where the organization is going, not just where it is today.
References :
* HRCI SPHR Exam Content Outline - Functional Area: Leadership and Strategy (leadership development; strategic alignment).
* HRCI SPHR Study Guide - Designing leadership development programs aligned with organizational goals.
質問 # 170
What is the most effective method to use when an employer wants to obtain insight into employee goals and job satisfaction and provide career counseling to those in the work group?
A. A skip-level interview
B. A brown-bag lunch
C. An employee survey
D. An employee focus group
正解：A
解説：
Answer option B is correct.A skip-level interview provides an opportunity for a manager's manager to obtain insight into the goals and satisfaction of employees in the work group. An employee survey (A) is best used to gather information about various issues that can be collated and summarized. A focus group (B) can be used to involve employees in the decision-making process. A brown-bag lunch (D) is an effective way for senior managers to meet with small groups of employees to answer questions about the company goals and mission and to obtain feedback about operations. See Chapter 7 for more information. Chapter: Employee and Labor Relations Objective: Employee Relations
質問 # 171
You are an HR Professional for your organization. Your organization employs 120 people in the United States.
You are required to file the EEO-1 report for your organization by what date?
A. The anniversary date of your organization reaching 100 employees
B. January 1 of each year
C. April 15 of each year
D. September 30 of each year
正解：D
解説：
Section: Volume A
Explanation/Reference:
Answer option B is correct.
The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.
Answer option A is incorrect. January 1 is not a valid answer.
Answer option C is incorrect. April 15 is the tax filing deadline.
Answer option D is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September 30, not the anniversary date of your organization reaching 100 employees.
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