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SHRM SHRM-SCP์๋ฒฝํ์ธ์ฆ์ํ๋คํ - SHRM-SCP์ํํจ์ค๊ฐ๋ฅํ์ธ์ฆ๊ณต๋ถ
SHRM์ธ์ฆ SHRM-SCP์ํ์ด ๋๋ฌด ์ด๋ ค์ ๋ณด์ฌ์ ์ค๋ฅด์ง๋ชปํ ์ฐ์ฒ๋ผ ๋ณด์ด์๋์? ๊ทธ๊ฑดPass4Test์ SHRM์ธ์ฆ SHRM-SCP์ํ๋ฌธ์ ์ ๋๋นํ์ฌ ์ ์ํSHRM์ธ์ฆ SHRM-SCP๋คํ๊ฐ ์๋ค๋ ๊ฒ์ ๋ชจ๋ฅด๊ณ ์๊ธฐ๋๋ฌธ์ ๋๋ค. SHRM์ธ์ฆ SHRM-SCP์ํ์ ๋์ ํ๊ณ ์ถ์ผ์๋ค๋ฉด ์ต๊ฐ ์ํํจ์ค์จ๋ก ์ ๋ช ํPass4Test์ SHRM์ธ์ฆ SHRM-SCP๋คํ๋ก ์ํ๊ณต๋ถ๋ฅผ ํด๋ณด์ธ์.์๊ฐ์ ์ฝ์ ๋ฌผ๋ก ์ด๊ณ ๊ฐ๊ฒฉ๋ ์ฐฉํด์ ๊ฐ๋จํ ์ํํจ์ค์ ๋ฑ ์ข์ ์ ํ์ ๋๋ค.
IT์ธ์ฆ์ํ๋คํ์๋ฃ๋ฅผ ์ ๊ณตํด๋๋ฆฌ๋ ์ฌ์ดํธ๋ ๋๋ฌด๋๋ ๋ง์ต๋๋ค. ๊ทธ์ค์์ ๋๋ถ๋ถ ๋ถ๋ค์ดPass4Test์ ํ์ ๋ง์ ๊ด์ฌ๊ณผ ์ฌ๋์ ์ฃผ๊ณ ๊ณ์๋๋ฐ ๊ทธ ์์ธ์ ๋ฌด์์ผ๊ฐ์?๋ฐ๋กPass4Test์์ ์ ๊ณตํด๋๋ฆฌ๋ ๋คํ์๋ฃ ํ์ง์ด ์ ์ผ ์ข๊ณ ์ ๋ฐ์ดํธ๊ฐ ์ ์ผ ๋น ๋ฅด๊ณ ๊ฐ๊ฒฉ์ด ์ ์ผ ์ ๋ ดํ๊ณ ๊ตฌ๋งคํ ์๋น์ค๊ฐ ์ ์ผ ํ๋ฅญํ๋ค๋ ์ ์ ์์ต๋๋ค. Pass4Test ํ SHRM์ธ์ฆSHRM-SCP๋คํ๋ฅผ ๊ณต๋ถํ์๋ฉด ์ํ๋ณด๋๋ฐ ์์ ๊ฐ์ด ์๊ธฐ๊ณ ์ํ๋ถํฉ๊ฒฉ์ ๋ํ ์ฐ๋ ค๋ ์ค์ด๋ค๊ฒ์ ๋๋ค.
>> SHRM SHRM-SCP์๋ฒฝํ ์ธ์ฆ์ํ๋คํ <<
SHRM-SCP์ํํจ์ค ๊ฐ๋ฅํ ์ธ์ฆ๊ณต๋ถ, SHRM-SCP๋์ ํต๊ณผ์จ ์ํ์๋ฃ
SHRM์ธ์ฆ SHRM-SCP์ํ์ IT์ ์ข ์ข ์ฌ๋ถ๋ค์๊ฒ ๋๋ฆฌ ์๋ ค์ง ์ ๋ช ํ ์๊ฒฉ์ฆ์ ์ทจ๋ํ ์ ์๋ ์ํ๊ณผ๋ชฉ์ ๋๋ค. SHRM์ธ์ฆ SHRM-SCP์ํ์ ์์ด๋ก ์ถ์ ๋๋๋งํผ ์ํ๋์ด๋๊ฐ ๋ง์ด ๋์ต๋๋ค.ํ์ง๋ง Pass4Test์SHRM์ธ์ฆ SHRM-SCP๋คํ๋ง ์๋ค๋ฉด ์๋ฌด๋ฆฌ ์ด๋ ค์ด ์ํ๋ ์ฌ์์ง๋๋ค. ์ค๋ฅด์ง ๋ชปํ ์ฐ๋ ์ ๋ณตํ ์ ์๋๊ฒPass4Test์ ํ์ ์ฐ์ ์ ๋๋ค. Pass4Test์SHRM์ธ์ฆ SHRM-SCP๋คํ๋ก ์ํ์ ํจ์คํ์ฌ ์๊ฒฉ์ฆ์ ์ทจ๋ํ๋ฉด ์ ์์ ์ค๋ฅผ์ ์์ต๋๋ค.
์ต์ Senior Certified Professional SHRM-SCP ๋ฌด๋ฃ์ํ๋ฌธ์ (Q400-Q405):
์ง๋ฌธ # 400
The VP of HR asks the new HR generalist to prepare a 30-day action plan and then meets with her for an initial development meeting. What should the HR generalist include in her action plan?
- A. Make suggestions to improve work processes and procedures.
- B. Schedule a one-on-one meeting with each manager she will be supporting.
- C. Implement best practices learned from her previous positions.
- D. Observe current processes instead of asking too many questions.
์ ๋ต๏ผB
์ค๋ช
๏ผ
The HR generalist displays the relationship competency by focusing on getting to know the managers and department heads she will be supporting in her new position. To successfully support the locations, she needs to build strong relationships with the leaders and get to know them to build mutual trust. The meetings will also help her learn about the business and build her business acumen competency.
ย
์ง๋ฌธ # 401
If a rejected candidate asks for feedback from the employer on how he/she might improve, what is the MOST appropriate response?
- A. Anon-specific response like "You just weren,t the right fit for our team".
- B. A standard, generic response, which is given to all candidates: "We decided to move forwardwith another candidate".
- C. A customized response based on several factors from the level of position, number ofcandidates interviewed, and whether the candidate is internal or external.
- D. Honest and direct feedback with a list of areas to improve upon.
์ ๋ต๏ผC
์ค๋ช
๏ผ
A response to a candidate asking for feedback on how to improve can vary based on multiple factors. If there is a reason to foster a relationship with a candidate, it can be worthwhile to provide constructive but carefully worded and concise feedback
ย
์ง๋ฌธ # 402
A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager communicate the new pay increase to current entry-level employees?
- A. Schedule a meeting with each impacted employee to communicate the pay increase and rationale.
- B. Send a mass email to all impacted employees explaining the pay increase.
- C. Hold in-person group meetings with impacted employees to announce their increased pay.
- D. Send an email to supervisors of impacted employees requesting that they explain the change to their direct reports.
์ ๋ต๏ผA
์ค๋ช
๏ผ
* Individual Meetings:
* Personalized Communication: Scheduling one-on-one meetings ensures that each impacted employee receives the information in a personalized manner, allowing for individual questions and concerns to be addressed.
* Clarity and Transparency: This approach allows the HR manager to clearly explain the rationale behind the pay increase and how it affects each employee.
ย
์ง๋ฌธ # 403
The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?
- A. Allow all senior leaders to have a vote in the final selection decision.
- B. Implement a profit-sharing program that applies to all senior leaders.
- C. Advise the new president to meet with each senior leader individually.
- D. Hold town hall meetings with the new president for senior leaders to express their concerns.
์ ๋ต๏ผC
์ค๋ช
๏ผ
* Personal Engagement:
* Building Relationships: Individual meetings help the new president build personal relationships with senior leaders, fostering trust and collaboration.
* Addressing Concerns: These meetings provide an opportunity for senior leaders to express their concerns and for the new president to address them directly.
ย
์ง๋ฌธ # 404
The new CHRO is aware that hiring top talent in the insurance sector is a challenge because it is of ten not the industry of choice for many recent graduates. She also knows that unemployment is low and the labor market is highly competitive. What can the CHRO do to improve hiring efforts?
- A. Research and study recruiting metrics for the insurance sector.
- B. Review job postings and rewrite ads to attract more candidates.
- C. Sign up for several local job fairs to meet candidates in person.
- D. Build rapport with local college career services personnel.
์ ๋ต๏ผA
์ค๋ช
๏ผ
The CHRO displays the relationship management competency by building rapport with external contacts that can help create a talent pipeline for the company. Working directly with colleges and their career services centers will improve hiring efforts in the long term.
ย
์ง๋ฌธ # 405
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SHRM SHRM-SCP ๋คํ๋ SHRM SHRM-SCP ์ํ์ ๋ชจ๋ ๋ฌธ์ ๋ฅผ ์ปค๋ฒํ๊ณ ์์ด ์ํ์ ์ค์จ์ด ์์ฃผ ๋์ต๋๋ค. Pass4Test๋ Paypal๊ณผ ๋ช๋ ๊ฐ์ ํํธ๋ ๊ด๊ณ๋ฅผ ์ ์งํ์ฌ ์์ผ๋ฏ๋ก ์ ๋ขฐ๊ฐ ๊ฐ๋ ์์ ํ ์ง๋ถ๋ฐฉ๋ฒ์ ์ ๊ณตํด๋๋ฆฝ๋๋ค. SHRM SHRM-SCP์ํํ๋ฝ์ ์ ํ๋น์ฉ ์ ์กํ๋ถ์กฐ์น๋ก ๊ณ ๊ฐ๋์ ์ด์ต์ ๋ณด์ฅํด๋๋ฆฝ๋๋ค.
SHRM-SCP์ํํจ์ค ๊ฐ๋ฅํ ์ธ์ฆ๊ณต๋ถ: https://www.pass4test.net/SHRM-SCP.html
Pass4Test SHRM-SCP์ํํจ์ค ๊ฐ๋ฅํ ์ธ์ฆ๊ณต๋ถ์ ์๋ฃ๋ ์ํ๋๋น์ต๊ณ ์ ๋คํ๋ก ์ํํจ์ค๋ ๋ฌธ์ ์์ต๋๋ค, Pass4Test SHRM-SCP์ํํจ์ค ๊ฐ๋ฅํ ์ธ์ฆ๊ณต๋ถ ๋ ์ ํํ ๋ฌธ์ ์ ๋ต๋ง ์ ๊ณตํ๊ณ ๋ํ ๊ทธ ์ด๋ ์ฌ์ดํธ๋ณด๋ค๋ ๋น ๋ฅธ ์ ๋ฐ์ดํธ๋ก ์ฌ๋ฌ๋ถ์ ์ธ์ฆ์ํ์ ์์ ํ๊ฒ ํจ์คํ๋๋ก ํฉ๋๋ค, ์ฐ๋ฆฌPass4Test ์์ ์ ๊ณตํ๋ ํ์ต๊ฐ์ด๋์๋ IT์ ๋ฌธ๊ฐ๋ค์ด ๋ง๋ค์ด๋ธ ์ํ๋๋น ์๋ฃ๋ค๊ณผSHRM SHRM-SCP์ธ์ฆ์ํ์ ์๋ฒฝํ ๋ฌธ์ ์ ๋ต๋ค์ ๋๋ค, IT์ ๊ณ์์ ์๊ธฐ๋ง์ ์๋ฆฌ๋ฅผ ์ก๊ณ ์ถ๋ค๋ฉดSHRM SHRM-SCP์ธ์ฆ์ํ์ด ์์ฃผ ์ข์ ์๊ฒฉ์ฆ์ ๋๋ค, ์ผ๋ฐ์ ์ผ๋กSHRM SHRM-SCP์ํํจ์ค ๊ฐ๋ฅํ ์ธ์ฆ๊ณต๋ถ์ธ์ฆ์ํ์ IT์ ๊ณ์ ๋ฌธ๊ฐ๋ค์ด ๋์์๋ ๋ ธ๋ ฅ๊ณผ ์ง๊ธ๊น์ง์ ๊ฒฝํ์ผ๋ก ์ฐ๊ตฌํ์ฌ ๋ง๋ค์ด๋ธ ์ ์ผ ์ ํํ ์ํ๋ฌธ์ ์ ๋ต๋ค์ด๋.
๊ท์ ์ ๋ณด๋ ๊ฑด ์๋์ง์, ์ด๊ฑด ๋ ์ฌ ๋ง, Pass4Test์ ์๋ฃ๋ ์ํ๋๋น์ต๊ณ ์SHRM-SCP์ํํจ์ค ๊ฐ๋ฅํ ์ธ์ฆ๊ณต๋ถ๋คํ๋ก ์ํํจ์ค๋ ๋ฌธ์ ์์ต๋๋ค, Pass4Test ๋ ์ ํํ ๋ฌธ์ ์ ๋ต๋ง ์ ๊ณตํ๊ณ ๋ํ ๊ทธ ์ด๋ ์ฌ์ดํธ๋ณด๋ค๋ ๋น ๋ฅธ ์ ๋ฐ์ดํธ๋ก ์ฌ๋ฌ๋ถ์ ์ธ์ฆ์ํ์ ์์ ํ๊ฒ ํจ์คํ๋๋ก ํฉ๋๋ค.
SHRM-SCP์๋ฒฝํ ์ธ์ฆ์ํ๋คํ ๋คํ ์ต์ ๋ฒ์
์ฐ๋ฆฌPass4Test ์์ ์ ๊ณตํ๋ ํ์ต๊ฐ์ด๋์๋ IT์ ๋ฌธ๊ฐ๋ค์ด ๋ง๋ค์ด๋ธ ์ํ๋๋น ์๋ฃ๋ค๊ณผSHRM SHRM-SCP์ธ์ฆ์ํ์ ์๋ฒฝํ ๋ฌธ์ ์ ๋ต๋ค์ ๋๋ค, IT์ ๊ณ์์ ์๊ธฐ๋ง์ ์๋ฆฌ๋ฅผ ์ก๊ณ ์ถ๋ค๋ฉดSHRM SHRM-SCP์ธ์ฆ์ํ์ด ์์ฃผ ์ข์ ์๊ฒฉ์ฆ์ ๋๋ค.
์ผ๋ฐ์ ์ผ๋กSHRM์ธ์ฆ์ํ์ IT์ ๊ณ์ SHRM-SCP๋ฌธ๊ฐ๋ค์ด ๋์์๋ ๋ ธ๋ ฅ๊ณผ ์ง๊ธ๊น์ง์ ๊ฒฝํ์ผ๋ก ์ฐ๊ตฌํ์ฌ ๋ง๋ค์ด๋ธ ์ ์ผ ์ ํํ ์ํ๋ฌธ์ ์ ๋ต๋ค์ด๋.
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- courses.solutionbhai.com, lms.ait.edu.za, ncon.edu.sa, lms.col1920.co.uk, learn.stringdomschool.com, daotao.wisebusiness.edu.vn, ncon.edu.sa, global.edu.bd, ucgp.jujuy.edu.ar, phdkhulani.com
