SHRM SHRM-SCP 試験概要:
| 認定ベンダー: | 米国人材管理協会（SHRM） |
| 試験名: | SHRMシニア認定プロフェッショナル試験 |
| 試験番号: | SHRM-SCP |
| 出題数: | 採点対象134問＋試験評価用24問 |
| 関連資格: | SHRM認定プロフェッショナル（SHRM-CP） |
| 受験料: | 会員：520～595米ドル、非会員：620～695米ドル |
| 認定の有効期間: | 3年間 |
| 試験形式: | 多肢選択式, 知識確認問題, 状況判断問題 |
| 対応言語: | 英語, 中国語（簡体字）, スペイン語 |
| 試験時間: | 220 minutes |
| 合格点: | 公表されていません（換算スコアによる判定） |
| 推奨トレーニング: | SHRM公式学習教材システム |
| 受験申し込み: | 公式受験申込み |
| サンプル問題: | SHRM SHRM-SCP サンプル問題 |
| 受験方法: | コンピューター試験方式。Prometric試験会場での受験または遠隔監督付き受験を選択可能 |
| 前提条件: | 戦略的レベルでの人事業務経験が3年以上、またはSHRM-CP資格を取得後3年以上が経過し、かつ戦略的役割を担っていること |
| 公式シラバスのURL: | https://www.shrm.org/credentials/certification/shrm-scp |
SHRM SHRM-SCP 試験シラバストピック:
| セクション | 比重 | 目標 |
|---|---|---|
| 行動特性別能力区分 | 50% | - リーダーシップ
|
| 人事分野別知識領域 | 50% | - 組織関連
|
SHRM Senior Certified Professional (SHRM-SCP) 認定 SHRM-SCP 試験問題：
1. The CEO announces plans to expand the company and gathers data to draft a business plan for the expansion strategy. What should the HR business partner do because he is aware that the company is already short-staffed?
A) Advise the CEO to hold of f with expansion efforts until the staffing situation has beenimproved.
B) Set up an employee referral program with strong incentives to boost talent acquisitionefforts for the expansion strategy.
C) After assessing the current workforce, research temporary staffing agencies that canprovide the needed talent, and provide a cost estimate to the CEO.
D) Motivate employees with the CEO,s vision for the expansion, showcasing all of the newcareer opportunities that will come with it.
2. In assessing human resources (HR) techn010U programs, what is an example of a "best of breed" concept?
A) Selecting an HR/payroll system that requires the least amount of customization to ensure a fast implementation and simpler future upgrades.
B) Selecting an HR/payroll system and a separate third-party learning management system (LMS) with better features
C) Selecting an all-in-one, integrated solution with HR, payroll, performance management, and learning management capabilities.
D) Performing a needs analysis internally to determine the optimal system to streamline current processes
3. What should organizational and employee development (OED) specialists be aware of during the entire OED process?
A) Employees, emotional reactions
B) Organizational structure
C) Institutionalized practices
D) Leadership succession plans
4. The company recently hired a new HR manager. The CEO briefs the HR manager that the company is looking to cut costs where possible. Therefore, he would like him to find a more affordable benefits vendor as premiums have been steadily increasing. The HR manager, who has many years of experience in managing employee benefits, reviews the current benefits package. He concludes that premiums are already on the low-end and there would be no significant cost savings by switching vendors. What alternative can he to the CEO?
A) Continue research until a more affordable benefits vendor has been located.
B) Inform the workforce of rising benefits costs and ask them to use their benefits wisely.
C) Organize a reoccurring health fair for employees where vendors of fer free BMImeasurements, blood pressure checks, and tips for a healthy lifestyle.
D) Consider reducing the employees, hours so that they are no longer eligible for benefits.
5. A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The regional HR director discovers that the VP's onboarding process was shortened because the firm needed the VP to oversee multiple high-visibility initiatives. What should the regional HR director do to ensure the VP understands the business impact of the company's leadership and culture standards?
A) Oversee the onboarding process to ensure the VP completes the remaining activities before taking any additional assignments.
B) Send the VP a brief narrative summary of the company's leadership and culture standards.
C) Ask the VP to provide a detailed summary of the VP's short-term and long-term goals for improving leadership and culture.
D) Meet with the VP to review the alignment between the company's standards and the VP's strategic goals.
質問と回答：
| 質問 # 1 正解： C | 質問 # 2 正解： C | 質問 # 3 正解： A | 質問 # 4 正解： C | 質問 # 5 正解： D |
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