2025 CERTIFICATION SPHRI EXAM COST | HIGH-QUALITY 100% FREE TEST SENIOR PROFESSIONAL IN HUMAN RESOURCES - INTERNATIONAL QUESTIONS

2025 Certification SPHRi Exam Cost | High-quality 100% Free Test Senior Professional in Human Resources - International Questions

2025 Certification SPHRi Exam Cost | High-quality 100% Free Test Senior Professional in Human Resources - International Questions

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Tags: Certification SPHRi Exam Cost, Test SPHRi Questions, SPHRi Study Material, Practice Test SPHRi Pdf, SPHRi Exam Cram Pdf

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To be eligible for the SPHRi exam, candidates must meet a number of requirements, including a minimum of four years of HR experience at the professional level, as well as a minimum of one year of experience working in an international or global context. Candidates must also hold a bachelor's degree or higher, or have equivalent work experience.

The SPHRi Exam is conducted by the HR Certification Institute (HRCI) and evaluates HR professionals on a wide range of critical topics necessary for global HR management. SPHRi Exam consists of 150 multiple-choice questions that test the knowledge and skills required for the HR professional to excel in the field. The test must be completed within three hours, with a passing score of 500 or higher out of a possible 700 points.

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Test SPHRi Questions | SPHRi Study Material

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HRCI Senior Professional in Human Resources - International Sample Questions (Q75-Q80):

NEW QUESTION # 75
Which of the following is considered indirect compensation?

  • A. Variable compensation
  • B. Leave of absence
  • C. Performance bonus
  • D. Base pay

Answer: B

Explanation:
A leave of absence is considered indirect compensation. Compensation is indirect when it cannot easily be assigned a monetary value. Since an employee is not paid during a leave of absence, granting one is not a direct expense for the company. Of course, the employee's absence may result in diminished productivity and therefore less revenue for the company, but it is dif ficult to quantif y this loss.


NEW QUESTION # 76
Which component of an affirmative action plan provides demographic information for the labor market related to each job group?

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

Answer: B

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 # 77
A data management company is looking to hire several new candidates who will be responsible for researching current data and cleaning up outdated files within the database.
The database clean-up will cover four separate departments within the company, so the new employees will be required to work with the heads of each of the department. Lydia, who is the human resources professional for the company, has been asked about which type of interview would be most effective for this position. Considering the job situation, what type of interview should Lydia recommend?

  • A. Panel
  • B. Behavioral
  • C. Patterned
  • D. Stress

Answer: A

Explanation:
Because the new employees will be working with the heads of several departments, the panel interview style is most effective when the job incumbent will be working with a variety of teams and/or managers. It enables each of the department heads to be there during the interview process.
A behavioral interview might be useful in some cases, but there is nothing specif ic about this case that would require candidates to indicate how their prior behavior would affect the current position. A patterned interview might be useful, but it will not necessarily be the most useful type of interview for this situation. A stress interview is unnecessary for this type of position (database management),


NEW QUESTION # 78
What is the model of transactional leadership characterized by?

  • A. Rewarding high performers with tangible rewards
  • B. Giving authoritative direction and demanding excellence
  • C. Leaders "serving" their employees
  • D. Working to change the organization with innovation and new ideas

Answer: A

Explanation:
Transactional leadership is a style of leadership that is objective driven, in which leaders incentivize wanted behavior with tangible rewards and discourage unwanted behavior with punishment. Transactional leadership is an opposing model from transformational leadership, in which leaders look to inspire and motivate to change the status quo. Transactional leadership is best in the instance of emergency operations or when there is a high-priority objective.


NEW QUESTION # 79
What metric would you use to either verify the CFO's concerns or prove that the career fairs are worth the expense?

  • A. Cost per candidate by source
  • B. Source of hire
  • C. Cost per hire
  • D. Applicants per opening

Answer: A

Explanation:
Cost per candidate by source is calculated by dividing the total cost of the source (in this case, the total cost of the career fairs) by number of candidates generated by the source. This metric can then be compared to the cost of alternate sources of generating candidates to prove its efficiency.


NEW QUESTION # 80
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