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We provide up-to-date Senior Professional in Human Resources - International (SPHRi) exam questions and study materials in three different formats. We have developed three variations of authentic HRCI SPHRi exam questions to cater to different learning preferences, ensuring that all candidates can effectively prepare for the SPHRi Practice Test. TestkingPDF offers Senior Professional in Human Resources - International (SPHRi) practice questions in PDF format, browser-based practice exams, and desktop practice test software.

To be eligible to take the SPHRi Exam, candidates must have a minimum of four years of experience working in an HR role, with at least two of those years having been spent working in an international setting. Candidates must also have a bachelor's degree or higher, or equivalent professional experience. SPHRi Exam is computer-based and consists of 150 multiple-choice questions. Candidates have three hours to complete the exam, and passing requires a score of 500 or higher out of a possible 700.

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HRCI Senior Professional in Human Resources - International Sample Questions (Q248-Q253):

NEW QUESTION # 248
A human resources of ficer at a rapidly growing company is interviewing candidates for a position that has just been created. Management is not yet sure what the precise duties of the new employee will be, but it is very important for the new employee to fit into the organizational culture. What type of interview should the human resources of ficer conduct?

A. Directive interview
B. Nondirective interview
C. Stress interview
D. Panel interview

Answer: B

Explanation:
In this situation, the human resources of ficer should conduct a nondirective interview.
Nondirective interviews follow no particular plan. They are more like casual conversations betv.reen the interviewer and the candidate. Because the available position remains undefined, it would not be fruitful to ask specif ic questions or to identif y particular knowledge and skills. A nondirective interview would be a better way to determine whether candidates have the right attitude and temperament for the organization. Directive interviews follow a predetermined list of questions. A panel interview features multiple interviewers, typically from dif ferent departments. A stress interview requires the candidate to react to a demanding situation.

NEW QUESTION # 249
If OSHA fails to issue the final order, what is the next step that the employee may take?

A. Submit an of ficial request that the company improve its whistleblower policy.
B. File a lawsuit in a US district court.
C. Request a restraining order against the employer.
D. Contact his congressional representative to discuss the matter.

Answer: B

Explanation:
If OSHA fails to issue the final order, the employee then has the right to file a lawsuit in a US district court. The employee may choose to contact his congressional representative, but more than likely, the representative will simply review the employee's legal rights and encourage filing suit.
Requesting a restraining order is not necessarily an appropriate step in this case: filing the full lawsuit, however, is appropriate. Submitting an of ficial request about an improvement to the whistleblower policy is unlikely to accomplish much; the employer's actions would call for a larger response from OSHA and the legal system.

NEW QUESTION # 250
Which of the following is a characteristic of effective HR service delivery through a ticketing system?
Response:

A. In-person HR consultations
B. Manual and paper-based HR processes
C. Automated tracking and resolution of HR inquiries
D. Restrictive access to HR resources for employees

Answer: C

NEW QUESTION # 251
A company is planning to redesign its organizational structure. What is one of HR's responsibilities during this process?

A. Analyze organizational problems through structural diagnosis.
B. Develop the company's pay structure, and set pay rates for all positions.
C. Lead a workforce committee on organizational change.
D. Develop succession plans for all key positions.

Answer: A

Explanation:
During an organizational intervention, it is the role of HR to conduct a structural diagnosis, analyze problems the organization faces, and identif y the root cause of those problems.

NEW QUESTION # 252
The Health Insurance Portability and Accountability Act (HIPAA) was added to ERISA to do which of the following?

A. Link ERISA to COBRA to protect any employees that are covered under COBRA guidelines.
B. Ensure that all employers are responsible for covering minimum health conditions among
C. Forbid any discrimination based on pre-existing health problems or conditions.
D. Establish new guidelines for employee health insurance programs within organizations.

Answer: C

Explanation:
The Health Insurance Portability and Accountability Act was added to ERISA for the express purpose of forbidding any type of health benefit discrimination toward employees based on pre- existing health problems or health conditions. Answer choice A is incorrect for several reasons. On the one hand, it is simply too vague to explain the purpose of HIPAA What is more, HIPAA does not simply establish new guidelines for employee health insurance programs, so it is incorrect. Answer choices B and C are incorrect because both refer to COBRA (answer choice B references COBRA inferentially), and HIPAA is not immediately connected to COBRA or to providing minimum health benefits for employees.

NEW QUESTION # 253
......

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Jim Harris Jim Harris

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