Latest Test SPHRi Simulations｜100% Pass｜Latest Questions
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What are the requirements to take an HRCI SPHRi Exam?
You have to meet at least one of the following conditions in order to be eligible for the SPHRi.
You should have at least five years of experience in a professional-level HR position and a bachelor's degree or global equivalent
You must have at least four years of experience in a professional-level HR position with a master's degree or global equivalent.
OR
Knowledge of local employment laws is required by the SPHRi.
The SPHRi Certification Exam is designed for HR professionals who have experience in a senior-level position, with at least four years of experience in a professional HR role, including two years of international HR experience. SPHRi exam covers a broad range of HR topics, including international employment laws, employee relations, talent acquisition, and retention, compensation and benefits, and HR strategy. SPHRi exam is designed to test not only the HR professional's knowledge but also their ability to apply this knowledge in real-world situations.
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HRCI Senior Professional in Human Resources - International Sample Questions (Q170-Q175):
NEW QUESTION # 170
Classic change process theory fails to account for which of the following organizational factors?
Answer: B
Explanation:
Kurt Lewin's classic three-stage change process theory describes change in three easy-to- understand steps: unfreeze the status quo, implement the change, and then refreeze the new status quo. This theory fails to take into account that change is not easy and in a dynamic work environment, the idea of a "status quo" is little more than an illusion. Depending on the organization and the change at hand, resource management, legal precedents, and customer feedback may all be factors but are only one element of many that may make up the dynamic environment that influences change processes and outcomes.
NEW QUESTION # 171
The National Labor Relations Act (NLRA) does NOT apply to which types of workers?
Answer: C
Explanation:
The NLRA specif ically does not apply to agricultural workers (among other types of workers
- domestic workers, contract employees, federal and state workers, etc.). There is nothing within the NLRA to prevent it from applying to administrative, corporate, or financial employees. Within each of these categories, it might be possible to find a type of worker that fits the NLRA caveat, such as a contract employee or a federal worker, but there is nothing about these other four categories that fails to fall under NLRA.
NEW QUESTION # 172
When developing an inappropriate-absence policy for an organization, a human resource prof essional should include all of the following EXCEPT:
Answer: D
Explanation:
An employee-absenteeism policy might include information about when a doctor's note is required, but it does not necessarily need to require a doctor's note in all situations. This might prove to be onerous to employees who are genuinely ill at home for a day but are not ill enough to visit a doctor. Additionally, a requirement for a note for each sick day absence would be an inappropriate policy, as the employee might be out for 4-5 days but is not likely to see the doctor each of those days. A good policy should, however, include the following: a statement about how many sick days each employee receives, an indication of how sick days are counted within the calendar, and information about how each absence is counted in days.
NEW QUESTION # 173
A SWOT analysis has four parts: Strengths, Weaknesses, Opportunities, and which of the following?
Answer: C
Explanation:
The fourth element in SWOT is threats. A SWOT analysis is an environmental scanning tool that assesses the internal and external conditions as well as their helpful and harmful aspects. A helpful internal trait or condition is considered a strength, a harmful internal trait or condition is considered a weakness, a helpful external trait or condition is considered an opportunity, and a harmful external trait or condition is considered a threat.
NEW QUESTION # 174
A labor union has recently been created at a company that manufactures heavy industrial equipment. Before negotiations can begin, the company chooses freely to acknowledge the union as the primary bargaining union for employees. In the meantime, the labor union has upcoming union elections to consider. Due to the company's decision, which of the following types of union election bars would result?
Answer: A
Explanation:
The employer's decision is voluntary, and thus a voluntary-recognition election bar will result, preventing the labor union from conducting elections in the immediate future. A prior- petition bar results when the union withdraws an election request petition and then resubmits it. A certif ication-year bar results when the NLRB has recently recognized and certif ied a representative for bargaining on behalf of the union. A blocking-charge bar occurs when an unfair labor practice charge remains pending.
NEW QUESTION # 175
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