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Trustworthy SPHRi Exam Content | Valid Braindumps SPHRi Free

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Achieving the SPHRi Certification is a significant accomplishment for HR professionals who are looking to advance their careers in the global marketplace. Senior Professional in Human Resources - International certification demonstrates a high level of knowledge and skill in the field of international HR, and can open up new career opportunities and higher earning potential for those who hold it.

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The SPHRi Exam consists of 135 multiple-choice questions and is administered via computer-based testing at HRCI-approved testing centers worldwide. Candidates have three hours to complete the exam, and the passing score is set at 500 out of a possible 700 points.

HRCI Senior Professional in Human Resources - International Sample Questions (Q221-Q226):

NEW QUESTION # 221
Which type of testing is not part of the medical examination conditions of ADA and may be required of any candidate?

A. Aptitude test
B. Drug screening test
C. Driving test
D. Polygraph test

Answer: B

Explanation:
A drug screening test can be required of any candidate for a job, and the medical examination conditions of ADA do not prevent a candidate from being tested for illegal drug use, regardless of disability. Polygraph tests, driving tests, and aptitude tests are not part of potential medical examinations, and all of these tests must be administered with certain stipulations from ADA.

NEW QUESTION # 222
What is a common reason behind an employee's resistance to change?

A. Belief that change is not possible
B. Worry that change will result in unexpected costs
C. Fear that he or she will not be able to meet new performance expectations
D. Because it is outside of the employee's comfort zone

Answer: D

Explanation:
One common reason an employee might express resistance to change is that he fears new and unfamiliar processes that are outside of his comfort zone, This is called the fear of the unknown.

NEW QUESTION # 223
Which approach to budgeting requires that every expense be justif ied?

A. Zero-based budgeting
B. Historical budgeting
C. Flexible budgeting
D. Bottom-up budgeting

Answer: A

Explanation:
In zero-based budgeting, every expense must be justif ied. Zero-based budgeting programs attempt to streamline the business by judging the necessity of every item. Historical budgeting. on the other hand, assumes that the expenses from previous years will be carried over. Obviously, zero-based budgeting is a more time-consuming process, though it can produce substantial savings.
Zero-based and historical budgeting programs may be executed in a top-down or bottom-up fashion, depending on whether top managers or all relevant managers are included. Flexible budgeting is subject to change based on the business' needs as opposed to a traditionally static budget.

NEW QUESTION # 224
What is an example of a structural issue HR should recognize during a merger and acquisition?

A. Use of dif ferent technologies by the two companies
B. Conflicts of culture in the organizations
C. Existing labor contracts
D. Compliance provisions

Answer: B

Explanation:
During an (merger and acquisition), HR should compare four aspects of the companies that are being merged: I) structural issues such as conflicts in culture betwveen the organizations, 2) legal issues such as compliance provisions, 3) technological considerations such as which technologies are being used by the companies, and 4) financial considerations such as existing labor contracts.

NEW QUESTION # 225
What types of organizations are required to maintain an affirmative action program

A. All federal, state and local government agencies
B. Federal government contractors or subcontractors, as mandated by the Of fice of Federal
C. All organizations with more than 50 employees, as mandated by the Equal Employment
D. None, rather itis best practice for all organizations to remain informed of minority and

Answer: B

Explanation:
Federal contractors and subcontractors are required by the OF CCP to annually review and update their AAPs, which include a report and documentation of affirmative actions such as outreach efforts and training programs.

NEW QUESTION # 226
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