Business Law Chapter 4 Study Guide

[Kerby Kolpack]

Techniquesare methods that business analysis professionals use to perform business analysis tasks. Business analysis professionals apply their experience and judgement demonstrated in their competencies to select and perform a technique to achieve a successful outcome.

A Guide to the Business Analysis Body of Knowledge (BABOK Guide) is developed through a rigorous consensus-driven standards process, the BABOK Guide incorporates the collective wisdom and experience of experts in the field from around the world. It defines the skills and knowledge required by business analysis professionals covering the six knowledge areas and the business analysis competency model.

The latest version of the guide extends its scope beyond business analysis in projects to address agile development, business process management, business intelligence, and business architecture. It includes:

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Last week I sat for both the SPHR test through HRCI and the SHRM-SCP certification through SHRM and I am happy (and relieved) to share that I passed both tests on my first attempt. I had already mastered the PHR exam from HRCI back in 2017. Since that time, I had started to hear about people taking the SHRM-CP and seeing the designation start to pop up on the LinkedIn profiles of fellow HR professionals. It was then that I learned that SHRM had decided to offer their own certifications and break off from HRCI. Since then, I have always wondered which one is better in terms of marketability. When I decided that I wanted to upgrade my HR certifications to the senior level in August of 2020, I had a decision to make. Which one was I going to pursue? The SPHR or the SHRM-SCP? The SPHR is backed by HRCI, who is the longest player in the HR certification space and is still well known and recognized by HR professionals. The SHRM-SCP on the other hand seems to be growing quickly in market share, and from my research some people think that it will have better brand presence and recognition with the SHRM name behind it. There is a part of me that will always continue to root for HRCI even if SHRM surpasses it. Anyway, the verdict still seems to be a big question mark on which one is more marketable or if both are comparable. So, I decided, why not have both? So I registered for both exams and decided I would take them in the same week so that I only had to study the material once.

Before I go into the study materials I purchased, my thoughts on them, and some tips for studying, let me first explain my initial reaction from both tests and the testing experience. Both tests were challenging. Those who are familiar with the pass rates will understand that it is a grueling experience and not something I would recommend that you walk into unprepared or relying only on your experience. I did the remote proctoring for the HRCI test and did the in person test for the SHRM-SCP.

The first test was the SPHR test at 12pm on Wednesday. The remote proctoring experience was not a pleasant one. I could write a lot about that, but basically the proctor didn't show up and the test didn't launch until about 12:50pm after I had to call customer service to figure out what was going on. So I was starting the test after being in panic mode. After I got into the test, everything went fine. The test was challenging. Some of the questions were difficult to understand with the way they were written. Part of me thinks HRCI intentionally is trying to make the questions more tricky to try to make their test more difficult to compete with SHRM. I definitely understand why some of the test prep programs tell you that if English is your second language, that you may find the test even more challenging. Something that was also different from when I took the PHR, is that they added alternative type questions. It is not just multiple choice options. Some questions have more than one answer to check, they have drag and drop matching questions, and fill in the blank options are also a possibility. If you get any portion of those wrong, there is no partial credit. So it makes the chances of answering a question less than the typical 25% compared to when you take a standard multiple choice format. I was flagging a lot of questions throughout the test that I wasn't 100% confident on. I finished my test and only had time to review a few of the flagged answers. Once the time ran out and the test ended, I wasn't sure whether the end result would be a pass or a fail. The test ended around 4pm. I really had to go to the bathroom at that point (the check in process started at 11:40am). Then I got an email within a few minutes saying that my scores were available and then another email from HRCI saying that I had a new badge to add to my account. I was excited!!! I passed! I was relieved to be done with the test and vowed to never do it again. After receiving the score report, I actually scored pretty well on most of the categories.

The next test I took on Friday was the SHRM-SCP. I arrived in the testing center parking lot a couple minutes before 12pm. My test was at 12:15pm and I had always heard to come 15 minutes early. I hit the bathroom and then when I got into the actual testing center lobby it was about 12:10pm. As I was checking in they told me that everything was fine, but that if I ever have to take a test again, that she recommends coming 30 minutes prior to the test time. I guess at 8am they had a huge line of people to check in and you never know how many people will be there and how long you will have to wait on the testing day. Another tip I learned from this experience is that I would recommend wearing long sleeves if you think you will get cold. They won't let you wear a hoodie or zip up sweat shirt into the testing center. Once I got seated and the test began, the time went by quickly. There are two sections of the test and the test is comprised of both multiple choice questions and situational judgement questions. Some of the situational judgement questions are very lengthy. Sometimes they are up to three paragraphs of text that you have to read and then there will be two or three questions following the scenario. The scenarios sometimes seem void of all the necessary information. They are challenging and will require a combination of your experience, business acumen, and what would SHRM do to answer. I could normally narrow these questions down to two of the four responses. Both responses seemed like they would be correct or appropriate responses, but SHRM wants you to pick the best answer. This was difficult to know for sure. I tried to think back to the practice test questions on the SHRM website, my experience, and some of the questions from the SHRM Learning system from my study group partner to select the one of the two that I thought SHRM would think was the best answer. I barely completed the first section in time and did not have time to review more than a few flagged questions. After section one, they tell you that you can take a break, but the time will continue to count down if you take a break. The testing center also forewarned me that it takes about 5-7 minutes to sign out and get checked back in. Given that I barely finished section one of the test in time, I knew I would have to power through it. I completed section 2 and maybe had 2-3 minutes to spare to review answers. Reading the paragraphs on the situational judgement sections eats up a lot of time. They are sandwiched between the other questions, so you need to make sure to manage your time wisely and not spend too much time thinking or dwelling on any one question. By the time the test was over, I was not feeling confident. Once I finished the post-test survey, the screen said that I passed and I was so excited. I was the last person in the testing center. The auto timer on the lights actually shut off on me while I was taking the survey. So, when I saw the pass, I was so excited I put my hands in the air and said YES! I left the testing center and it was 5pm. It was dark outside, I hadn't used the bathroom, had a drink, or eaten any lunch for 5hrs. I felt pretty drained and almost like I was on another planet.

So now, we will get into the actual registration and preparation leading up to the exams. When I registered, I decided not to purchase the second chance insurance since I passed my PHR before and didn't need it the last time. I am grateful and blessed to have an employer who values continuing education and sponsored the cost of the registration and cost to take the tests. I also purchased the untimed and timed practice exam bundle from HRCI for $150. I think when all was said and done, it cost about $1045 just in the exam fees, application fees, and for the practice test. Again, I am very thankful to my employer for helping cover the cost. When I started to study, I decided I wanted to purchase some additional study material. So I bought three books from Amazon for about $150 total. I already had the David Siler PHR/SPHR 2012 audiobook and the 2012 version of the PHR/SPHR Sandra Reed and Anne Bogardus book that helped me pass the PHR back in 2017. So the total cost was about $1200, which is really doing this on the cost conscious route considering this was for two exams and some test prep materials and classes alone can range from $950-$1200. I would love to see a P&L for some of these companies who are doing the test prep. They have got to be raking in the money! ?

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