VALID SPHRI TEST VOUCHER–THE BEST VCE EXAM SIMULATOR FOR SPHRI: SENIOR PROFESSIONAL IN HUMAN RESOURCES - INTERNATIONAL

Valid SPHRi Test Voucher–The Best VCE Exam Simulator for SPHRi: Senior Professional in Human Resources - International

Valid SPHRi Test Voucher–The Best VCE Exam Simulator for SPHRi: Senior Professional in Human Resources - International

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The SPHRi certification is highly valued by employers, as it demonstrates the candidate's advanced knowledge and skills in managing HR operations in a global business environment. SPHRi certification holders are recognized as experts in HR management and are often sought after for senior HR leadership roles in multinational organizations. Senior Professional in Human Resources - International certification is also a testament to the candidate's commitment to ongoing professional development and lifelong learning in the field of HR management.

HRCI SPHRi (Senior Professional in Human Resources - International) Certification Exam is a globally recognized certification program that is designed for HR professionals who have a minimum of four years of experience in the industry. The SPHRi Certification is ideal for HR professionals who want to enhance their knowledge and skills in HR management and demonstrate their expertise in the field. Senior Professional in Human Resources - International certification exam covers a wide range of topics, including talent acquisition, employee engagement, performance management, compensation and benefits, and HR compliance.

How much does it cost to take the HRCI SPHRi Exam?

Exam Fee: 495 USD + Application Fee: 100 USD.

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HRCI Senior Professional in Human Resources - International Sample Questions (Q93-Q98):

NEW QUESTION # 93
Under "coordination of benefits" rules, how are insurance claims processed?

  • A. Out-of -pocket expenses are deducted directly from the employee's flexible spending
  • B. Charges are split evenly between the primary and secondary payers.
  • C. Claims are processed only at an "allowable amount" as determined by the insurance
  • D. Charges are first allocated to the primary payer, and then residual charges are submitted to

Answer: D

Explanation:
Coordination of benefits rules require that the insurance plan listed as primary will be charged first, and any residual charges will be processed by the secondary payer.


NEW QUESTION # 94
What is one common problem with cost-per-hire metrics?

  • A. They make no distinctions betvveen job groups.
  • B. They omit costs that are not related to specif ic candidates.
  • C. They overemphasize advertising.
  • D. They are overly dependent on external economic factors.

Answer: B

Explanation:
One common problem with cost-per-hire metrics is that they omit costs that are not related to specif ic candidates. The cost-per-hire measure is determined by dividing total costs by number of hires. It is important that the costs and hires be taken from the same time interval. To be comprehensive, a cost-per-hire measure should include the salaries of those employed to make hires, the cost of advertising, and any other administrative costs incurred during the hiring process.


NEW QUESTION # 95
Byron wants to analyze the relationship between the size of the holiday advertising budget and sales. Which analytical strateU will he use?

  • A. Multiple linear regression
  • B. Trend analysis
  • C. Ratio
  • D. Simple linear regression

Answer: D

Explanation:
Byron will use a simple linear regression. A simple linear regression is good for examining the relationship between variables. In this case, Byron wants to look at the relationship betv:een the advertising budget and sales. A trend analysis, on the other hand, focuses on a single variable. A ratio considers the relationship between two variables, but it is more aimed at establishing a traditional benchmark than in learning more about the relationship. Finally, a multiple linear regression analyzes the relationships among more than two variables.


NEW QUESTION # 96
A new employee enters the training room and notices that the seats have been arranged in a banquet style. What can the new employee expect to do during the training session?

  • A. Fill out a questionnaire.
  • B. Watch a video.
  • C. Work in a small group.
  • D. Take notes.

Answer: C

Explanation:
The new employee can expect to work in a small group during the training session. In banquet-style seating. participants are placed in small groups around several tables. They will be able to turn and face a single presenter if necessary, but they will probably be spending most of their time interacting with their tablemates.


NEW QUESTION # 97
Abbey, the head of the human resources department for a book distribution service, accidentally discovers that an employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?

  • A. Abbey must let the employee know what she has discovered and counsel the employee to
  • B. Abbey must inform the Department of Labor about her inadvertent acquisition of the
  • C. Abbey is required to report the information to her superiors, buttheywill not be allowed to
  • D. Abbey must not divulge any of the information or change the employee's working situation,

Answer: D

Explanation:
The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident However, employers have no legal right to make decisions or change an employee's work situation based on that information, so Abbeys only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation.


NEW QUESTION # 98
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