You Can Easily Test Yourself Through SPHRi Practice Exam

In order to cater to different needs of our customers, we have three versions for SPHRi exam materials. Each version has its own feature, and you can choose the most suitable one according to your own needs. SPHRi PDF version supports print, if you like hard one, you can choose this version and take notes on it. SPHRi Online Test engine supports all electronic devices and you can also practice offline. SPHRi Soft test engine can stimulate the real exam environment, and you can install this version in more than 200 computers. Just have a look, there is always a version is for you.

HRCI SPHRi (Senior Professional in Human Resources - International) Exam is a certification exam designed to assess the knowledge and expertise of senior-level human resource professionals working in a global context. The SPHRi certification is recognized worldwide and is highly valued by employers seeking skilled HR professionals.

To be eligible for the SPHRi Certification Exam, candidates must have a minimum of four years of experience in a professional-level HR position, with at least two of those years working in an international context. Candidates must also have a master's degree or higher in HR or a related field, or a bachelor's degree and at least five years of experience in an HR professional-level position.

>> Exam Sample SPHRi Questions <<

100% Pass-Rate HRCI Exam Sample SPHRi Questions and Pass-Sure SPHRi Reliable Test Bootcamp

It will improve your skills to face the difficulty of the SPHRi exam questions and accelerate the way to success in IT filed with our latest study materials. Free demo of our SPHRi dumps pdf can be downloaded before purchase and 24/7 customer assisting support can be access. Well preparation of SPHRi Practice Test will be closer to your success and get authoritative certification easily.

The SPHRi Certification Exam is administered by the HR Certification Institute (HRCI) and is recognized as one of the most prestigious HR certifications in the world. It is designed for experienced HR professionals who have at least four years of professional HR experience and are responsible for developing HR strategies, managing HR programs, and leading HR teams in international organizations.

HRCI Senior Professional in Human Resources - International Sample Questions (Q161-Q166):

NEW QUESTION # 161
According to the Labor-Management Relations Act (LMRA) of 1947, if the president steps in during a labor strike, how long of a "cooling-of f' period may he require, should the strike be deemed to have national consequences?

A. 100 days
B. 80 days
C. 30 days
D. 50 days

Answer: B

Explanation:
The president may require a cooling-of f period for 80 days, if the strike is deemed to have national consequences. In other words, if the strike has the potential to result in serious consequences to national activities, the president may get involved and require the parties to come together and discuss the issue. The options for 30 days and 50 days are too low, and the option for
100 days is too high. (It should be noted that the president does not have to require the full 80 days, but the full 80 days is provided as an option.)

NEW QUESTION # 162
During a lawful economic strike, employers have the right to do which of the following?

A. Dissolve the union and require new representation.
B. Confront employees and require that they return to work at the risk of being fired.
C. Encourage the union to disband or suggest the formation of a new union.
D. Hire new employees to replace striking employees.

Answer: D

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 # 163
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. Receptionist for a child care facility
C. Dermatologist who owns their own practice
D. Police of ficer in a large precinct

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 # 164
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. Panel interview
B. Stress interview
C. Directive interview
D. Nondirective interview

Answer: D

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 # 165
Which of the following is NOT an eligibility requirement for Trade Adjustment Assistance?

A. Applicable only to manufacturing sector workers.
B. Increased imports must have caused job loss.
C. The employer's sales must have declined.
D. The employer's production must have increased.

Answer: D

Explanation:
Increased production by the employer is not an eligibility requirement for Trade Adjustment Assistance. This program was established in 2002 to help those adversely affected by the rise in imported goods. If three or more workers from the same business meet the eligibility requirements, they may receive retraining and employment advice at federal centers.

NEW QUESTION # 166
......

SPHRi Reliable Test Bootcamp: https://www.updatedumps.com/HRCI/SPHRi-updated-exam-dumps.html

Nick Ford Nick Ford

Biography

You Can Easily Test Yourself Through SPHRi Practice Exam

100% Pass-Rate HRCI Exam Sample SPHRi Questions and Pass-Sure SPHRi Reliable Test Bootcamp

HRCI Senior Professional in Human Resources - International Sample Questions (Q161-Q166):

Quick Links

Resources

Support