WELL-PREPARED RELIABLE SPHRI TEST ANSWERS - PASS SPHRI ONCE - PERFECT PASS SPHRI GUARANTEED

Well-Prepared Reliable SPHRi Test Answers - Pass SPHRi Once - Perfect Pass SPHRi Guaranteed

Well-Prepared Reliable SPHRi Test Answers - Pass SPHRi Once - Perfect Pass SPHRi Guaranteed

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Tags: Reliable SPHRi Test Answers, Pass SPHRi Guaranteed, SPHRi Detailed Study Dumps, Reliable SPHRi Test Camp, SPHRi New Exam Bootcamp

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The Senior Professional in Human Resources - International (SPHRi) practice questions (desktop and web-based) are customizable, meaning users can set the questions and time according to their needs to improve their discipline and feel the real-based exam scenario to pass the HRCI SPHRi Certification. Customizable mock tests comprehensively and accurately represent the actual Senior Professional in Human Resources - International (SPHRi) certification exam scenario.

HRCI SPHRi (Senior Professional in Human Resources - International) Exam is a certification for HR professionals who want to demonstrate their expertise in managing human resources at a global level. SPHRi exam is designed to test the knowledge and skills required for managing HR functions across different countries and cultures, including aspects like talent acquisition, employee relations, international HR regulations, global mobility, and more.

HRCI Senior Professional in Human Resources - International Sample Questions (Q274-Q279):

NEW QUESTION # 274
Dalton, a human resources prof essional for an engineering firm, is completing a series of annual reports. During his analysis of employee status, he divides the number of employees who left the firm during the year (8) by the average number of employees for the year (150). He arrives at a rate of 5.33. What is this type of result called?

  • A. Accession rate
  • B. Turnover analysis
  • C. Quality of hire
  • D. Replacement cost

Answer: B

Explanation:
Turnover analysis results from dividing the number of employees who left the business over a given time frame by the average number of employees over that same time frame. Accession rate describes the number of new hires when compared to the full number of employees in a business. The replacement cost shows businesses the cost of hiring new employees: these costs might include marketing costs, time spent costs, overtime costs, training costs, and more. The quality of hire is determined when a business establishes an example of a quality hire and then compares other employees or new hires against it.


NEW QUESTION # 275
Which of the following is defined as pay legally required whether or not an employer has immediate work available for an employee?

  • A. Call-back pay
  • B. Reporting pay
  • C. On-call pay
  • D. Geographic pay

Answer: B

Explanation:
Reporting pay is defined as pay legally required, whether or not an employer has immediate work available for an employee. Geographic pay is simply the pay scale that applies to employees in dif ferent geographic locations (ensuring that they receive a similar ratio of compensation, regardless of location). On-call pay is defined as pay provided for employees who respond to a work situation at short notice. Call-back pay is defined as pay provided for employees who must come into work beyond the scheduled work hours.


NEW QUESTION # 276
Which of the following types of bargaining strategies between an employer and union employees is considered to be illegal?

  • A. Sit-down strike
  • B. Lockout
  • C. Distributive bargaining
  • D. Double breasting

Answer: A

Explanation:
While some types of strikes are fully legal, a sit-down strike is considered illegal. Double breasting is a reference to dif ferent types of businesses-one being union and the other being non- union-and it has no immediate connection to bargaining strategies, so answer choice A is incorrect. A lockout is the result of an employer stopping work indefinitely, but itis not a bargaining strategy, so answer choice B is incorrect. Distributive bargaining is simply a strategy an employer or union could take when compromising on bargaining issues, so answer choice C is incorrect.


NEW QUESTION # 277
Lewis is in charge of collecting feedback from employees about a new program that his company has implemented. The company has a number of locations, spread out across four dif ferent countries. Which of the following methods of data collection would be most effective for Lewis to employ?

  • A. Questionnaire
  • B. Interviews
  • C. Focus group
  • D. Observation

Answer: A

Explanation:
The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback} the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be dif ficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.


NEW QUESTION # 278
The Green Company is putting together a group incentive. To begin, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?

  • A. Improshare
  • B. Prof it sharing
  • C. Scanlon plan
  • D. Gainsharing

Answer: A

Explanation:
The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a pre-established baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A prof it-sharing plan gives employees a percentage of the organization's prof its.


NEW QUESTION # 279
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