SPHRi Official Cert Guide | SPHRi Real Braindumps

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HRCI SPHRi (Senior Professional in Human Resources - International) Exam is a globally recognized certification for professionals who are looking to advance their careers in the field of human resources. Senior Professional in Human Resources - International certification is designed for HR professionals who operate in an international setting, providing them with the knowledge and skills they need to succeed in a global marketplace. The SPHRi certification is offered by the Human Resource Certification Institute (HRCI), which is the premier professional credentialing organization for the HR profession.

The Senior Professional in Human Resources - International (SPHRi) Certification Exam is a globally recognized certification for human resource professionals. Senior Professional in Human Resources - International certification is offered by the HR Certification Institute (HRCI), a non-profit organization dedicated to advancing the HR profession by providing certifications and continuing education.

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The HRCI SPHRi Exam is designed to evaluate HR professionals' knowledge and skills in areas such as talent acquisition and retention, employee relations, compensation and benefits, performance management, and leadership and strategy. Candidates must have at least four years of professional HR experience, with at least one year of experience in an international setting, to be eligible to take the exam. Candidates must also have a bachelor's degree or equivalent work experience.

HRCI Senior Professional in Human Resources - International Sample Questions (Q205-Q210):

NEW QUESTION # 205
The Stanley Corporation wants to avoid lawsuits, so the human resources department occasionally reviews the hiring process to ensure compliance with all equal opportunity regulations. What is this an example of ?

A. Risk transfer
B. Risk avoidance
C. Risk elimination
D. Risk mitigation

Answer: D

Explanation:
This is an example of risk mitigation. The Stanley Corporation minimizes the potential for lawsuits by monitoring its own compliance. Some risks cannot be entirely avoided; there is no perfect strategr for avoiding litigation. This risk cannot be eliminated. Risk transfer is similar to risk mitigation, but it involves increasing expense in one area to minimize a risk elsewhere. For instance, a company might increase insurance payments to account for a particular risk

NEW QUESTION # 206
Which compensation system is typical of unionized workplaces?

A. Incentive-based
B. Seniority-based
C. Membership-based
D. Performance-based

Answer: B

Explanation:
A seniority-based compensation system is typical of unionized workplaces. One reason for this is that the compensation system of a unionized business is based on negotiation bet'.veen the employer and the union, rather than on internal measures of performance. One complaint about unions is that by encouraging a seniority system of compensation, they encourage complacency.

NEW QUESTION # 207
Which of the following pre-selection assessments would be most appropriate to utilize when selecting candidates for a team that will be managing a new computer system?

A. Aptitude test
B. Cognitive ability test
C. Cross-cultural assessment tool
D. Personality test

Answer: A

Explanation:
Aptitude tests assess a candidate's abilities, skills, or ability to learn new tasks. In a situation where an employee is being hired to manage a new computer system, an aptitude test may help identif y the candidate who will be best suited to learning the new system while also learning about a new team and new organization. Cross-cultural assessment tools test a candidate's familiarity with and agility among dif ferent demographics of people or places and may be useful for a position being hired within a global company/environment. Cognitive ability tests assess a candidate's raw intelligence and may be useful for a position that requires certain skills, knowledge, or reasoning abilities. Personality tests measure more personal characteristics, such as attitudes, emotional responses, and motivations. It is important to note that the use of a personality test in pre-employment screening may be perceived as an invasion of privacy or discriminatory in nature if it does not apply to the job responsibilities.

NEW QUESTION # 208
OSHA forms require privacy standards to protect employee records. Apart from the employee's specif ic request, in which of the following cases would it be legally advisable to label the employee's file with a case number instead of the employee's name on OSHA Form

A. An employee develops the flu after receiving a flu vaccine in the workplace
B. An employee develops food poisoning in the workplace
C. An employee receives a head injury in the workplace
D. An employee develops hepatitis in the workplace

Answer: D

Explanation:
Given the sensitive nature of the disease, the contraction of hepatitis, even in the workplace, would be grounds for the employer to use a case number instead of the employee's name. Unless an employee specif ically requests a case number, there is no need to assign one to a case file in any of the following situations: an employee contracts the flu after receiving a flu vaccine in the workplace, an employee develops food poisoning in the workplace, or an employee receives a head injury in the workplace.

NEW QUESTION # 209
Which of the following HRIS functions is the MOST impactful when reducing the transactional responsibilities for a human resources team?

A. Data reporting and analytics
B. Employee self-service
C. Training platform
D. Performance management

Answer: B

Explanation:
An Employee Self-Service (ESS) function with HRIS allows employees to perform transactional tasks for themselves instead of going through their manager or human resources representative. These tasks can include requesting time away from work, selecting benefits, updating personal data, filing expense reports, and more. The other functions listed can also help reduce the transactional responsibilities for a human resources team but still require intervention in the design, collection, and use of the other functions. Additionally, functions like training, performance management, and data analytics can play critical roles in the transformational side of human resources responsibilities.

NEW QUESTION # 210
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