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HRCI SPHRi (Senior Professional in Human Resources - International) Certification Exam is designed for HR professionals who are looking to advance their careers and demonstrate their expertise in the field of global human resources. Senior Professional in Human Resources - International certification is recognized internationally and is highly regarded by employers in the industry. SPHRi exam covers a wide range of topics related to HR management, including strategic planning, talent acquisition, employee relations, and international HR regulations and compliance.
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To be eligible for the SPHRi certification exam, candidates must have a minimum of four years of professional HR experience, with at least two years of experience in an international setting. Candidates must also have a bachelor's degree or higher in HR, business, or a related field. The SPHRi certification is valid for three years and requires ongoing professional development to maintain its validity.
NEW QUESTION # 11
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 mitigation
- C. Risk elimination
- D. Risk avoidance
Answer: B
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 # 12
Byron wants to analyze the relationship between the size of the holiday advertising budget and sales. Which analytical strateU will he use?
- A. Multiple linear regression
- B. Simple linear regression
- C. Ratio
- D. Trend analysis
Answer: B
Explanation:
Byron will use a simple linear regression. A simple linear regression is good for examining the relationship between variables. In this case, Byron wants to look at the relationship betv:een the advertising budget and sales. A trend analysis, on the other hand, focuses on a single variable. A ratio considers the relationship between two variables, but it is more aimed at establishing a traditional benchmark than in learning more about the relationship. Finally, a multiple linear regression analyzes the relationships among more than two variables.
NEW QUESTION # 13
When a Compliance Safety and Health Of ficer (CSHO) holds an inspection of a business, all of the following must occur during the inspection EXCEPT:
- A. Presentation of credentials
- B. Opening conference
- C. Tour of facilities
- D. Resolution of problem
Answer: D
Explanation:
During a CSHO inspection, the following should occur: the CSHO should present his credentials, the CSHO should hold an opening conference, the CSHO should tour the facilities, and the CSHO should hold a closing conference. It cannot be expected that the problem, if one is determined to be present, will be resolved during the inspection. A resolution is usually a follow-up result of the inspection.
NEW QUESTION # 14
What is the established radius for which FMLA applies to employees working for private employers?
- A. 85 miles
- B. 30 miles
- C. 75 miles
- D. 50 miles
Answer: C
Explanation:
According to FMLA rules, the established radius for employees in private businesses (as opposed to state or federal agencies) is 75 miles.
NEW QUESTION # 15
In Vroom's expectancy theory, what is the name for the reasoned decision to work?
- A. Valence
- B. Proclivity
- C. Expectancy
- D. Instrumentality
Answer: A
Explanation:
In Victor Vroom's expectancy theory, the reasoned decision to work is called valence.
According to this theory, people make a rational calculation of the reward they anticipate receiving in exchange for doing some amount of work. If this reward is deemed sufficient, the person will do the work Expectancy is the initial assessment of whether the work can be done. Instrumentality is the assessment of the reward.
NEW QUESTION # 16
Fran is interviewing candidates for an accounting position. Glenda seems like a very qualif ied candidate, but Fran finds her voice very annoying. Despite Glenda's solid record, Fran hires another candidate. What does Fran's decision demonstrate?
- A. The horn effect
- B. A cultural noise bias
- C. A stereotyping bias
- D. A central tendency
Answer: A
Explanation:
Fran's decision demonstrates the horn effect. This phenomenon, also known as the harshness bias, is the tendency to allow one irritating aspect of the interviewee's performance to dominate perception. An interviewer should be aware of this potential pitfall, and should consider whether the characteristic he finds distracting will likely be so to other people, or whether it bears signif icantly on job performance. In this case, Glenda's voice will probably not have much effect on her performance as an accountant. The central tendency, meanwhile, is a bias towards rating all candidates roughly equal. Stereotyping bias is a tendency to attribute certain characteristics to an interviewee because of his gender, ethnicity, religion, etc. The cultural noise bias is created when an interviewee answers questions not honestly, but in the way he believes the interviewer wants them to be answered.
NEW QUESTION # 17
Which environmental scanning tool considers a thriving line of business a "star"?
- A. PESTLE analysis
- B. SWOT analysis
- C. Growth-share matrix
- D. Scenario analysis
Answer: C
Explanation:
The growth-share matrix considers a business line that ranks high in market share and market growth rate a "star." Scenario analysis, SWOT analysis, and PESTLE analysis are also environmental scanning tools. But they do not use the term "star."
NEW QUESTION # 18
Which of the following types of employee rating systems is usually better for a smaller group of employees but can be dif ficult to organize with a larger group?
- A. Ranking
- B. Behaviorally anchored rating scales
- C. Competency-based
- D. Forced distribution
Answer: A
Explanation:
A ranking system is usually better for a smaller group of employees but can be dif ficult to organize with a larger group when multiple departments, positions, and supervisors come into play.
Behaviorally anchored rating scales and competency-based ratings set clear parameters for assessing performance based on an employee's behaviors or the job's required competencies and can be applied unif ormly across individuals within a position. Forced distribution ranking is more effective for larger groups of data and is, therefore, the incorrect answer here.
NEW QUESTION # 19
Abbey, the head of the human resources department for a book distribution service, accidentally discovers that an employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?
- A. Abbey must let the employee know what she has discovered and counsel the employee to
- B. Abbey is required to report the information to her superiors, buttheywill not be allowed to
- C. Abbey must not divulge any of the information or change the employee's working situation,
- D. Abbey must inform the Department of Labor about her inadvertent acquisition of the
Answer: C
Explanation:
The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident However, employers have no legal right to make decisions or change an employee's work situation based on that information, so Abbeys only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation.
NEW QUESTION # 20
Which of the following employees would be most likely to receive on-call pay?
- A. High school janitor with the keys to the school's generator
- B. Dermatologist who owns their own practice
- C. Police of ficer in a large precinct
- D. Receptionist for a child care facility
Answer: A
Explanation:
A high school janitor with the keys to the school generator would be most likely to receive on-call pay, compensation given to employees who must be available in case of emergency. Many doctors are on call, but they rarely receive special pay for this time, and dermatologists field few emergency requests. A receptionist would not need to be on call very of ten. A police of ficer is always on call and does not receive special pay.
NEW QUESTION # 21
Which of the following human resources responsibilities can be the most impactful approach to creating a sense of accountability for ethical behavior?
- A. Employee communication
- B. Performance management
- C. Coaching and mentoring programs
- D. Total rewards design
Answer: B
Explanation:
Human resources prof essionals can leverage all of these options when creating an ethical work environment: however, an "ethical work environment" can mean a great number of things and present in a variety of ways. Building accountability within business ethics can be directly derived from regular performance management practices. Employee communication is useful for building a culture of honesty and transparency. Total rewards design can encourage ethical behaviors before correction needs to occur. Coaching and mentoring programs can help align employee development within the values of an organization's mission and vision.
NEW QUESTION # 22
Which compensation system is typical of unionized workplaces?
- A. Membership-based
- B. Performance-based
- C. Seniority-based
- D. Incentive-based
Answer: C
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 # 23
Which of the following represents an occasion when picketing would be illegal?
- A. When a union tries to encourage non-union employees to join the union
- B. When employees try to provide potential customers with information about business practices
- C. When a union attempts to encourage the employer to recognize union representation
- D. When an election for union representation has occurred within a 12-month period
Answer: D
Explanation:
Though picketing is legal under certain circumstances, one instance when picketing is illegal occurs when an election for union representation has occurred within a 12 -month period.
Answer choices B, C, and D are all incorrect because they represent occasions when picketing would be considered legal.
NEW QUESTION # 24
Which of the following best describes what an employer can do when employees begin to unionize?
- A. Employers may threaten to replace workers who choose to unionize
- B. Employers may contact union leaders and forbid unionization.
- C. Employers may block employees who begin the process of unionization
- D. Employers may explain problems with unionization to employees
Answer: D
Explanation:
When an employer discovers that employees are beginning to unionize, the employer is not allowed to prevent unionization. The employer can, however, provide information to employees about the problems involved with unionization. Answer choice A is incorrect because the employer may not contact union leaders and forbid unionization. Answer choice B is incorrect because employers are not allowed to block employees who begin to unionize. Answer choice C is incorrect because employers may not threaten to replace workers who choose to unionize (although employers may replace workers during a lawful economic strike).
NEW QUESTION # 25
During a lawful economic strike, employers have the right to do which of the following?
- A. Confront employees and require that they return to work at the risk of being fired.
- B. Hire new employees to replace striking employees.
- C. Encourage the union to disband or suggest the formation of a new union.
- D. Dissolve the union and require new representation.
Answer: B
Explanation:
During a lawful economic strike, employers do have the right to hire employees to replace the striking employees. Answer choices A, C, and D are incorrect because they each represent types of unfair labor practices. Employers may not fire employees who refuse to cease striking instead of returning to work They also may not encourage the union to disband and/or sugest the formation of a new union. Nor may the employer disband the union and require new representation, or restrict union bargaining if this negatively impacts company's finances.
NEW QUESTION # 26
When does ERISA mandate that employees who use grade vesting must be fully vested in a qualif ied plan?
- A. Immediately
- B. Before being laid of f
- C. Within four years
- D. Within seven years
Answer: D
Explanation:
ERISA (the Employee Retirement Income Security Act of 1974) mandates that employees who use graded vesting must be fully vested in a qualif ied plan within seven years. The original version of this act had looser vesting requirements. ERISA also asserts that employees who use clif f vesting must be fully vested in a qualif ied plan within five years.
NEW QUESTION # 27
How many weeks of unpaid leave is an employer required to give a new mother under the Family Medical Leave Act of 1993?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
Explanation:
The Family Medical Leave Act of 1993 requires employers to give new mothers at least twelve weeks of unpaid leave. New mothers and fathers can take this leave once in a twelve-month period. Employees are required to give thirty days' notice before taking FMLA leave. Also, in order to take this leave, an employee must have been working for the company for at least a year, or
1,250 hours.
NEW QUESTION # 28
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