COMPLETE EXAM DUMPS SPHRI COLLECTION & NEWEST HRCI CERTIFICATION TRAINING - AUTHORIZED HRCI SENIOR PROFESSIONAL IN HUMAN RESOURCES - INTERNATIONAL

Complete Exam Dumps SPHRi Collection & Newest HRCI Certification Training - Authorized HRCI Senior Professional in Human Resources - International

Complete Exam Dumps SPHRi Collection & Newest HRCI Certification Training - Authorized HRCI Senior Professional in Human Resources - International

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To be eligible for the SPHRi certification exam, candidates must have at least four years of professional HR experience, with a minimum of two years of global HR experience. They must also hold a bachelor's degree or higher in a related field, such as business administration or human resources management. The SPHRi Exam covers a wide range of topics, including people management, talent acquisition, employee relations, HR technology, and global HR strategy, among others.

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HRCI Senior Professional in Human Resources - International Sample Questions (Q165-Q170):

NEW QUESTION # 165
How far in advance of a planned union picketing must a representation petition be completed?

  • A. 45 days
  • B. 15 days
  • C. 30 days
  • D. 60 days

Answer: C

Explanation:
A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notif y that far in advance, but it is not necessary.


NEW QUESTION # 166
Which component of an affirmative action plan provides demographic information for the labor market related to each job group?

  • A. Job group analysis
  • B. Comparison of incumbency to availability
  • C. Determination of availability
  • D. Organizational prof ile

Answer: C

Explanation:
In an affirmative action plan, the determination of availability provides demographic information for the labor market related to each job group. Specif ically, this part of the affirmative action plan indicates how many women and minorities are available to fill positions in each job group. A determination of availability should include internal and external candidates. A job group analysis indicates how the business categorizes various positions. The comparison of incumbency to availability calculates the companys success at employing minorities compared with the job market as a whole. Finally, the organizational prof ile is a simple list of the positions within the business.


NEW QUESTION # 167
Which of the following recruiting methods is MOST efficient at creating an interactive talent pool?

  • A. Staffing agencies
  • B. Internships
  • C. Job fairs
  • D. Social media

Answer: D

Explanation:
Creating an interactive talent pool over social media is highly efficient due to the wide reach that social media can of fer. Additionally, recruiting over social media of fers diverse options for interactive types of content, immediate feedback and conversational tools that help create conversations. Job fairs and internships can be effective at creating interactive talent pools but require additional resources to reach a comparable number of people. Staffing agencies can be efficient at creating placements but lack the interactive element of vetting and building relationships with a talent pool prior to hiring.


NEW QUESTION # 168
Vince is a middle manager at Foster Company. He earns a base salary of $85,000, and the midpoint of the salary range for middle managers is $110,000. What is Vince's compa-ratio?

  • A. 29%
  • B. 77%
  • C. 129%
  • D. 85%

Answer: B

Explanation:
Vince's compa-ratio is 77%. Compa-ratio is calculated by dividing the individual salary by the midpoint of the base salary for the job group, and then multiplying the quotient by 100. It is a handy way of comparing one person's salary with the salaries of other people who fill the same position.


NEW QUESTION # 169
The Motivation/Hygiene Theory (1959) is attributed to which of the following researchers?

  • A. Clayton Alderfer
  • B. Fredrick Herzberg
  • C. Victor Vroom
  • D. Abraham Maslow

Answer: B

Explanation:
The Motivation/Hygiene Theory of 1959, which focuses on raising the value of a job in the eyes of the employee, is attributed to Fredrick Herzberg. Clayton Alderfer is responsible for the ERG Theory of 1969} Victor Vroom is credited with the Expectancy Theory of 1964} Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.


NEW QUESTION # 170
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