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100% Pass 2025 Professional HRCI SPHRi: Test Senior Professional in Human Resources - International Valid

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To be eligible to take the SPHRi exam, candidates must have a minimum of four years of professional experience in human resources management, with at least two years of experience in an international context. SPHRi exam consists of 135 multiple-choice questions and lasts for three hours. Candidates who pass the exam are awarded the SPHRi certification, which is valid for three years. To maintain their certification, SPHRi holders must complete continuing education and professional development activities, such as attending conferences and seminars, and submitting evidence of their ongoing professional development to HRCI. Overall, the SPHRi certification is a valuable credential for human resources professionals who want to demonstrate their expertise and advance their careers in an international context.

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The SPHRi Exam is a rigorous and challenging test that requires significant preparation and study. SPHRi exam covers a wide range of topics and requires a deep understanding of HR principles and practices in an international context. HRCI offers a variety of preparation resources, including study materials, online courses, and practice exams, to help candidates prepare for the exam.

HRCI Senior Professional in Human Resources - International Sample Questions (Q254-Q259):

NEW QUESTION # 254
In which business structure do partners exist mainly as investors, without much influence on daily operations?

A. Limited liability partnership
B. Sole proprietorship
C. Joint venture
D. General partnership

Answer: A

NEW QUESTION # 255
Harold, the head of the human resources department for a large industrial machine manufacturing company, has discovered an issue that requires ERM, or Enterprise Risk Management. Upon reviewing important employee documentation, he has found out that required forms are not being completed, placing the human resources department at risk for non-compliance with federal guidelines. Using the guidelines of ERM, what should Harold consider doing to prevent further non-compliance?

A. Terminate the employee responsible for failing to ensure correct documentation.
B. Create a new department within the human resources department that keeps an eye on completing the documentation.
C. Contact the federal agency responsible for documentation and request a reprieve.
D. Establish quarterly reviews of the documentation to ensure that it is completed as required.

Answer: D

Explanation:
According to the expectations of ERM, a human resources prof essional should apply reasonable techniques to correcting a problem. In Harold's case, the best option for addressing the problem of the incomplete documentation would simply be to establish a quarterly review of the paperwork to ensure that it is completed. As for the other answer choices, they each contain extreme responses that do not fit with the requirements of ERM. Terminating the responsible employee does not guarantee that the problem will be fully addressed. Creating a new department simply adds more paperwork that can further complicate the process of completing the documentation. There is nothing within the process of ERM that suggests a human resources prof essional can request a reprieve from a federal agency; the rules are in place already and need to be observed.

NEW QUESTION # 256
The ERG Theory (1969) is attributed to which of the following researchers?

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

Answer: B

Explanation:
The ERG Theory of 1969, which looks at the levels Existence, Relatedness, and among employees, is attributed to Clayton Alderfer. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959: Victor Vroom is credited with the Expectancy Theory of 1964:
Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.

NEW QUESTION # 257
The CHRO studies recent exit interviews and conducts a series of stay interviews that all point to a lack of management support. She is convinced that the managers would benefit from training but heard that the CEO does not want to spend money on training and development initiatives. What could the CHRO do to address the problems?

A. Research literature on management best practices, provide it to the managers, and
B. Meet with managers one-on-one to review the company s performance management
C. Develop a cost-efficient employee engagement initiative to address low employee morale.
D. Use the data and insights gained to presenta business case to the CEO indicating the

Answer: D

Explanation:
The CHRO displays the ability to make critical evaluations by using the data and insights she gained to build a business case. A business case that is well-researched and backed up by solid data has the best potential to convince the CEO to invest in the necessary training and development for his managers. Properly trained managers will have a positive impact on the company's operations.
A cost-efficient employee engagement initiative, one-on-one meetings, and literature for self-study can be quick fixes in the interim. However, they do not adequately address the manager's training needs.

NEW QUESTION # 258
What happens if an employee on leave submits a medical certif ication and human resources questions the validity of diagnosis and the prof essional's credentials?

A. HR may not contact the medical prof essional but should contact the employee for more
B. Human resources (HR) should contact the medical prof essional for more information about
C. HR must make the best determination of its validity based on the information provided to
D. HR may require a second opinion from another healthcare provider.

Answer: D

Explanation:
Although human resources (HR) may contact the medical prof essional to confirm the validity of the certif ication and ask clarif ying questions, to protect the employee's privacy, they may not ask for more information about the condition. HR may require a second or third opinion at the employer's expense.

NEW QUESTION # 259
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