Questions SPHRi Pdf & Examcollection SPHRi Vce

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HRCI SPHRi (Senior Professional in Human Resources - International) Exam is a globally recognized certification within the HR profession. It is designed for experienced HR professionals operating in a global capacity and assessing their competency in areas such as strategic planning, global HR management, and compliance with laws and regulations. It is one of the most prestigious HR certifications available, indicating a high level of expertise in the field.

The SPHRi certification is an essential credential for HR professionals seeking to differentiate themselves in a competitive job market. Senior Professional in Human Resources - International certification is recognized globally and demonstrates the holder's commitment to ongoing professional development and excellence in HR management. The SPHRi Certification is an investment in one's career that can lead to higher salaries, greater career opportunities, and increased job security. With its focus on global HR management, the SPHRi certification is particularly valuable for HR professionals working in multinational corporations or managing a diverse workforce.

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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.

HRCI Senior Professional in Human Resources - International Sample Questions (Q10-Q15):

NEW QUESTION # 10
Administrative laws, such as agency rules and regulations, take effect how many days after being published in the Federal Register?

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

Answer: B

Explanation:
The Federal Register is referred to as the Daily Journal of the United States Government where proposed rules, signif icant documents, notices, and other public information is posted by federal agencies and bodies. Administrative laws take effect 30 days after being published in the Federal Register.

NEW QUESTION # 11
The Hierarchy of Needs Theory (1954) is attributed to which of the following researchers?

A. Abraham Maslow
B. Clayton Alderfer
C. Fredrick Herzberg
D. Victor Vroom

Answer: A

Explanation:
The Hierarchy of Needs Theory of 1954, which discusses the relationship between an employee and his job and which is also the starting point for many of the other theorists, is attributed to Abraham Maslow. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Clayton Alderfer is responsible for the ERG Theory of 1969; Victor Vroom is credited with the Expectancy Theory of 1964.

NEW QUESTION # 12
Lewis is in charge of collecting feedback from employees about a new program that his company has implemented. The company has a number of locations, spread out across four dif ferent countries. Which of the following methods of data collection would be most effective for Lewis to employ?

A. Questionnaire
B. Observation
C. Focus group
D. Interviews

Answer: A

Explanation:
The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback} the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be dif ficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.

NEW QUESTION # 13
Polygraph testing for employment falls under which of the following federal departments?

A. Federal Trade Commission
B. Department of Justice
C. USCIS
D. Department of Labor

Answer: D

Explanation:
While polygraph testing might have the goal of "justice" in mind, it actually falls under the Department of Labor. The Federal Trade Commission governs fair credit reviews, while the USCIS (or the United States Citizenship and Immigration Services) governs immigration laws. For employers, the Department of Justice is involved in privacy laws that apply to employees.

NEW QUESTION # 14
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. Personality test
B. Cognitive ability test
C. Cross-cultural assessment tool
D. Aptitude test

Answer: D

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 # 15
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