HRCI SPHRi exam questions & answers, SPHRi real exams

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To be eligible for the SPHRi certification exam, candidates must have a minimum of four years of experience in a professional-level HR position, with at least two of those years working in an international context. Candidates must also have a master's degree or higher in HR or a related field, or a bachelor's degree and at least five years of experience in an HR professional-level position.

The SPHRi exam is a rigorous assessment that evaluates a candidate's understanding and application of HR best practices and principles in a global context. It consists of 135 multiple-choice questions that cover six functional areas of HR management, including business leadership, talent development, total rewards, HR service delivery, employee relations, and risk management. SPHRi Exam is computer-based and lasts for three hours. Candidates must achieve a passing score of 500 or higher to earn the SPHRi certification.

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Earning the SPHRi Certification is a significant achievement for HR professionals and can enhance their career prospects and earning potential. Senior Professional in Human Resources - International certification demonstrates a commitment to excellence in HR and a dedication to ongoing professional development. SPHRi-certified professionals are highly sought after by employers and are well-positioned to take on leadership roles in HR departments around the world.

HRCI Senior Professional in Human Resources - International Sample Questions (Q266-Q271):

NEW QUESTION # 266
What is the first step in the strategic planning process?

A. Define desired outcome.
B. Analyze the applicable data.
C. Identif y potential risks that would threaten the goal.
D. Develop SMART goals.

Answer: B

Explanation:
According to several strategic planning process models, the first step is always to collect and analyze the applicable data prior to setting goals, defining the desired outcome, or identif ying potential threats and risks.

NEW QUESTION # 267
Which of the following is a voluntary deduction from gross earnings?

A. State income tax
B. 401 (k) contribution
C. Social Security
D. Medicare

Answer: B

Explanation:
A 401(k) contribution is a voluntary deduction from gross earnings. That is, employees are not required to have this money taken out of their paycheck. The other answer choices are statutory deductions, meaning they are required by law.

NEW QUESTION # 268
Why does the Unif orm Guidelines on Employee Selection Process (UGESP) require reliability and validity in testing?

A. To avoid discrimination against protected classes
B. To create a better standard for testing
C. To quantif y the success rate for the company doing the testing
D. To ensure the same results from all tests

Answer: A

Explanation:
The required qualities of reliability and validity are established for the express purpose of avoiding discrimination against protected classes. Answer choice A is incorrect because it makes no sense to ensure the same results from all tests - the tests would have no value at that point. Answer choice C is incorrect because the testing of candidates for a new position is about assessing the qualif ications of the candidates and not quantif ying the success rate of the company. Answer choice D is incorrect because it is too vague. Such guidelines would always be intended to create better standards for testing, but this is not specif ic enough to be a correct answer.

NEW QUESTION # 269
A company was recently certif ied as a B Corp. What stage of the corporate social responsibility (CSR) maturity curve is the firm in?

A. Assimilation
B. Transformation
C. Adaptation
D. Integration

Answer: B

Explanation:
There are three stages on the corporate social responsibility (CSR) curve: compliance, integration, and transformation. The company is at the transformation stage. They have successfully integrated sustainability into their core strategy by receiving the B Corp certif ication. A company can obtain this certif ication if they meet a number of environmental and social performance standards.

NEW QUESTION # 270
A private company is a contractor for a federal defense agency. Many of the contractor's employees will be in positions of extreme sensitivity, and the contractor would like to give polygraph tests to employees. What is the federal policy regarding polygraph tests in this situation?

A. Because the contractor has other contracts not related to its work with the defense agency, polygraphs are not allowed.
B. The polygraph test may be administered only to those who will be working in defense-related jobs.
C. Federal law makes polygraphs illegal for anyone or any institution butthe government to administer.
D. The employer may utilize anyone in the company to administer the polygraph.

Answer: B

Explanation:
Polygraph tests are allowed among federal defense contractors but may only be administered to those who will be working in the defense-related jobs. Most large contractors will not limit their contract work to the government, so it is entirely possible that the company will have employees doing work that is unrelated to the defense jobs. What is more, the employees who do work in connection with the defense agency but don't do sensitive work will not require polygraph testing. Answer choice B is incorrect because federal law does allow for polygraph testing in certain situations. Answer choice C is incorrect because it does not really address the question and because the information is not accurate-polygraph tests must be administered by certif ied prof essionals.
Answer choice D is also incorrect because the nature of the contractors work for the defense agency will likely justif y polygraph testing for many of the employees.

NEW QUESTION # 271
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