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Web-Based HRCI SPHRi Practice Exam

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The SPHRi certification exam covers a wide range of HR topics including strategic planning, talent acquisition, employee relations, compensation and benefits, and legal and regulatory compliance. SPHRi exam is designed to test the candidate's ability to apply their knowledge to real-world situations and to make informed decisions that align with the strategic goals of the organization. Candidates must have a minimum of four years of experience in an HR role to qualify for the exam, and they must also meet certain educational requirements. The SPHRi Certification is highly valued by employers and can lead to increased job opportunities, higher salaries, and greater career advancement.

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HRCI Senior Professional in Human Resources - International Sample Questions (Q95-Q100):

NEW QUESTION # 95
In this organization, employee career levels range from entry-level to advanced sof tware engineers, with several employees fresh out of college and a few gearing up for retirement.
Given this wide range in employee demographics, which communication technique should you utilize when giving your next departmental presentation?

A. Provide a visual presentation with graphics and charts.
B. Use stories and real-lif e examples to be more relatable.
C. Tailor the message based on the group you're presenting to.
D. Describe the human resource information system project and its intricacies in lay terms.

Answer: C

Explanation:
Using lay terms about a human resource information system in a room full of sof tware engineers may elicit a few eye rolls. Similarly, a complex presentation with acronyms and tech jargon may confuse the less tech-sa'v'tvy employees. It is best to tailor the message based on the audience you're speaking to. That could mean explaining a concept in several dif ferent ways to ensure comprehension.

NEW QUESTION # 96
The EEO- 1 filing is required of private employers with a minimum of how many employees?

A. 0
B. 1
C. 2
D. 3

Answer: D

Explanation:
Private employers with 100 employees or more-except for those within excluded categories-must complete the EEO-I report. The other answer choices are either too low (50 and
75) or too high (200). In the case of answer choice D, this number of employees falls well within the required reporting, but it does not reflect the minimum stated by law.

NEW QUESTION # 97
What are the three components of sustainability?

A. Resources, infrastructure, production
B. Equality, justice, ethics
C. Social, economic, environmental
D. Local, regional, international

Answer: C

Explanation:
There are three main parts of sustainability: social, economic, and environmental. The social aspect addresses social inequalities and advocates for the fair treatment of all individuals, The economic aspect focuses on how to operate a business and use resources conscientiously to achieve prof its. The environmental aspect addresses the consequences of one's actions on the environment, to include climate change.

NEW QUESTION # 98
In Alderfer's theory of motivation, what do the letters ERG stand for?

A. Existence, relatedness, and growth
B. Energr, responsibility, and growth
C. Energr, relatedness, and grovvth
D. Existence, responsibility, and growth

Answer: A

Explanation:
In Alderfer's theory of motivation, the letters ERG stand for existence, relatedness, and grov.rth. Like Maslow, Alderfer asserted that basic needs must be met before a person can attend to more sophisticated desires. Whereas Maslow defined the hierarchy of needs, in ascending levels of importance, as physiological, safety, love, status, and esteem, Alderfer reduced it to three. The first existence, refers to all the activities aimed at maintaining lif e. The second, relatedness, refers to the need for connection with other people. The third, growth, is the innate human desire for personal evolution.

NEW QUESTION # 99
Which of the following tools can a human resources prof essional leverage to most effectively determine what skills an organization needs compared to the skills an organization has?

A. Organizational strategr
B. Labor market forecast
C. Gap analysis
D. Performance management results

Answer: C

Explanation:
A skills gap analysis aims to define the gap between the skills an organization has and the skills it needs. Each of the other answer options may make up steps of the gap analysis process but do not cover the full spectrum of data required. Performance management results can help illustrate the current skills of the workforce. Organizational strategy can give insight into where the organization is going and what skills it may need. Labor market forecasts can help map what external labor will be needed to close the gap or what skills shortages may be present both internally and externally.

NEW QUESTION # 100
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