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Real HRCI SPHRi Exam Questions -The Greatest Shortcut Towards Success

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To be eligible to take the SPHRi certification exam, candidates must have a minimum of four years of professional HR experience, with at least one year of international HR experience. SPHRi exam covers a wide range of topics, including strategic HR planning, employee relations, compensation and benefits, talent management, and legal compliance. SPHRi Exam is designed to test a candidate's knowledge and understanding of these topics, as well as their ability to apply them in real-world situations.

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All SPHRi online tests begin somewhere, and that is what the SPHRi training course will do for you: create a foundation to build on. Study guides are essentially a detailed SPHRi tutorial and are great introductions to new SPHRi training courses as you advance. The content is always relevant, and compound again to make you pass your SPHRi Exams on the first attempt. You will frequently find these SPHRi PDF files downloadable and can then archive or print them for extra reading or studying on-the-go.

HRCI SPHRi (Senior Professional in Human Resources - International) Certification Exam is a globally recognized certification that validates the professional competencies of HR practitioners who operate in an international context. SPHRi exam is designed to evaluate one's knowledge, skills, and abilities in the areas of strategic HR management, workforce planning and employment, employee and labor relations, compensation and benefits, and HR development. The SPHRi Certification demonstrates that an HR professional possesses the advanced knowledge and skills necessary to lead HR initiatives and contribute to the success of their organization.

HRCI Senior Professional in Human Resources - International Sample Questions (Q139-Q144):

NEW QUESTION # 139
What can the vice president of HR make that will help prepare the teams working at the dif ferent branches for the new business process?

A. Schedule in-person meetups between each of the branches so teams can build relationships.
B. Communicate strict performance management steps for employees who do not cooperate
C. Encourage the dif ferent branches to communicate via the company's intranet, and developan app that connects employees on the go.
D. Host a video conference to roll out the new process and introduce the teams to each other.

Answer: C

Explanation:
The VP of HR displays business acumen by using his understanding of the business to identif y solutions to organizational challenges. His suggestion to utilize the intranet for communication aligns HR strategy with the company's strategic goals by enabling employees to communicate and collaborate on a daily basis. A one-time meeting in person or virtually would be a good start.
However, it does not support the need for ongoing interaction and collaboration. Strict performance management steps would not be appropriate at this time because the company first needs to create a platform that enables employees to successfully collaborate with each other.

NEW QUESTION # 140
Which type of voluntary benefit program utilizes a typical pension plan in which the employer adds an established benefit to the plan when the employee retires?

A. Defined contribution
B. Nonqualif ied plan
C. Defined benefit
D. Benefit accrual plan

Answer: C

Explanation:
A typical pension plan is a type of defined benefit retirement plan that may be used by an organization. A typical pension is referred to as a defined benefit because the employer payouts for the plan are guaranteed once certain conditions are met, as opposed to a defined contribution plan (answer choice B) where it is only the contributions that are guaranteed - not the end result.
Answer choice A is incorrect because the benefit accrual plan is not a type of voluntary benefit plan.
Answer choice C is incorrect because the nonqualif ied plan provides benefits to specif ied employees (for example, executives) and shareholders.

NEW QUESTION # 141
A company operates in an area that is subject to a reoccurring tornado and earthquake risk As part of their disaster preparedness plan, they set up an employee text alert system that will allow the company to quickly communicate information to all employees in case of emergency. What is this risk strateU called?

A. Enhance
B. Transfer
C. Alleviate
D. Mitigate

Answer: D

Explanation:
This is an example of risk mitigation. The company reduces the severity of the potential consequences by creating a plan to quickly communicate with employees and share information that will help keep them safe.

NEW QUESTION # 142
How many managers does each employee report to in a matrix organization?

A. 0
B. 1
C. 2
D. 3

Answer: B

Explanation:
In a matrix organization, each employee reports to two managers: a product manager and a functional manager. That is, each employee reports to someone responsible for overseeing the development of a particular product and someone responsible for overseeing certain types of employees. Matrix organizations require a great deal of cooperation and communication.

NEW QUESTION # 143
The Needlestick Safety and Prevention Act of 2000 requires organizations to do which of the following?

A. Quarterly audits to check for sharp objects that could cause workplace injuries
B. Report workplace injuries from sharp objects and consider replacement object to prevent
C. Listing of sharp objects recognized for having caused workplace injuries in the past
D. Removal of specif ied sharp objects from workplace due to potential for injury

Answer: B

Explanation:
The purpose of the Needlestick Safety and Prevention Act is to require the employers report workplace injuries as a result of sharp objects and consider replacing objects to prevent further injuries. Answer choice A is incorrect because the purpose of the act is not to require that companies perform quarterly audits. Answer choice B is incorrect because the Needlestick Safety and Prevention Act does not require that organizations remove specif ied sharp objects but instead recommends the replacement of dangerous sharp objects. Answer choice C is incorrect because the act does not create a list of sharp objects that are recognized for having caused workplace injuries but instead leaves the decision about these objects up to the organization.

NEW QUESTION # 144
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