HRCI SPHRI EXAM IS EASY WITH OUR VALID RELIABLE SPHRI EXAM REVIEW: SENIOR PROFESSIONAL IN HUMAN RESOURCES - INTERNATIONAL CERTAINLY

HRCI SPHRi Exam is Easy with Our Valid Reliable SPHRi Exam Review: Senior Professional in Human Resources - International Certainly

HRCI SPHRi Exam is Easy with Our Valid Reliable SPHRi Exam Review: Senior Professional in Human Resources - International Certainly

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The SPHRi Certification is an excellent way for HR professionals to demonstrate their knowledge and expertise in the field of human resources. By earning this certification, candidates can enhance their career opportunities, build their professional networks, and demonstrate their commitment to ongoing professional development and learning.

The SPHRi certification is ideal for HR professionals who are looking to advance their careers in international HR management. It is a valuable credential that demonstrates a deep understanding of the complex and ever-changing landscape of global HR practices. Senior Professional in Human Resources - International certification is recognized globally and is highly respected within the HR community.

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HRCI Senior Professional in Human Resources - International Sample Questions (Q186-Q191):

NEW QUESTION # 186
Which of the following is considered indirect compensation?

  • A. Performance bonus
  • B. Variable compensation
  • C. Base pay
  • D. Leave of absence

Answer: D

Explanation:
A leave of absence is considered indirect compensation. Compensation is indirect when it cannot easily be assigned a monetary value. Since an employee is not paid during a leave of absence, granting one is not a direct expense for the company. Of course, the employee's absence may result in diminished productivity and therefore less revenue for the company, but it is dif ficult to quantif y this loss.


NEW QUESTION # 187
The VP of HR is under pressure to negotiate lower benefits premiums and is preparing for a tough price negotiation with the benefits vendor. What will be the BEST strategy to start of f the negotiation?

  • A. Convey the company's firm position on reducing costs.
  • B. Focus on understanding the benefits vendor's side.
  • C. Set goals for the meeting and lay out the companys negotiation stratey.
  • D. Create a welcoming atmosphere that makes the benefits vendor feel comfortable.

Answer: D

Explanation:
The VP of HR displays relationship prof iciency by preparing for a successful negotiation.
Before going into a negotiation, it is important to prepare and be clear about what one would like to accomplish. Upon starting the meeting, one should create a welcoming and comfortable atmosphere to build a trusting relationship with the negotiation partner. This forms the foundation of a successful meeting and discussion.


NEW QUESTION # 188
A human resources prof essional is putting together a training session, during which employees will be expected to complete a number of small group activities. What type of seating would be most effective for this training session?

  • A. Chevron
  • B. Theater
  • C. Classroom
  • D. Banquet

Answer: D

Explanation:
Banquet-style seating, in which groups of employees will be arranged at tables, is best for a training session with small group activities. Classroom-style seating is best if the employees will simply be facing the front of a room and listening to a speaker. Chevron-style seating is best for a combination of activities that include video presentations and group interaction. Theater-style seating accommodates the largest number of people and also works well for various presentations.


NEW QUESTION # 189
How far in advance of a planned union picketing must a representation petition be completed?

  • A. 45 days
  • B. 30 days
  • C. 60 days
  • D. 15 days

Answer: B

Explanation:
A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notif y that far in advance, but it is not necessary.


NEW QUESTION # 190
Sally is a mid-level manager at an accounting firm and has stumbled across questionable documents when working on a project for her supervisor. Sally does not particularly like her manager due to his authoritarian style of leadership, so instead of confronting him over the documents, she brings up her observations with the division's human resources representative. Which of the following responses would be the most effective first step for the representative to take?

  • A. Review the company handbook to determine if the supervisor broke policy or procedure.
  • B. Reach out to the CEO to alert him of the possible ethics breach.
  • C. Advise Sally to take the documents to her supervisor to determine their origin.
  • D. Conducta fact-finding investigation to determine the full scope of the situation.

Answer: D

Explanation:
WHILE some version of each of these options may occur during the human resources representative's response to the situation, the critical first step to any unclear situation is to collect pertinent information and facts that illustrate what is actually happening. Reviewing the company handbook is dependent on a clear picture of what actions the supervisor took that may or may not have broken company policy. If Sally did not feel comfortable going to her supervisor right away, there may be more at play than just the questionable documents; by fact-finding first the representative can determine what communication, if any, may need to happen betv;een Sally and her supervisor. Reaching out to the CEO may or may not be appropriate based on the size of the organization; alerting the correct organizational leader(s) may be an important step, depending on the results of the initial fact-finding investigation.


NEW QUESTION # 191
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