SPHRI DUMP FILE | NEW SPHRI PRACTICE QUESTIONS

SPHRi Dump File | New SPHRi Practice Questions

SPHRi Dump File | New SPHRi Practice Questions

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Tags: SPHRi Dump File, New SPHRi Practice Questions, Reliable SPHRi Dumps Book, SPHRi Answers Free, Training SPHRi Materials

If you just hold a diploma, it is very difficult to find a satisfactory job. Companies want you to come up with a SPHRi certificate that better proves your strength. SPHRi training materials can help you achieve this goal faster. Whether or not you believe it, there have been a lot of people who have obtained internationally certified certificates through SPHRi Exam simulation. And with the certification, they all live a better life now.

HRCI SPHRi (Senior Professional in Human Resources - International) certification exam is an advanced-level certification designed specifically for HR professionals who operate in a global or international context. Senior Professional in Human Resources - International certification is awarded by the HR Certification Institute (HRCI), which is considered one of the most reputable and recognized HR certification bodies in the world.

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New SPHRi Practice Questions - Reliable SPHRi Dumps Book

Candidates may have different ways to practice the SPHRi study materials, some may like to practice in paper, and some may like to practice it in the computer. We have three versions for you to meet your different needs. If you like to practice in the paper, SPHRi PDF version will be your choice, which can be printed into the hard one. If you like to practice on your computer, SPHRi Soft test engine will be your best, choice, besides it also stimulates the exam environment, you can experience the exam environment through this.

The HRCI SPHRi Exam covers a broad range of topics, including strategic HR management, talent acquisition and retention, employee engagement, and diversity and inclusion. SPHRi exam also tests candidates on their knowledge of HR regulations and laws in different countries, including employment contracts, compensation and benefits, and labor relations.

HRCI Senior Professional in Human Resources - International Sample Questions (Q190-Q195):

NEW QUESTION # 190
A CHRO is working on the HR budget for the next year and uses the current year as a baseline plus a 3% increase. She also requests additional funds for a new upcoming project.
What form of budgeting is this?

  • A. Incremental
  • B. Answer
  • C. Activity-based
  • D. Zero-based

Answer: A

Explanation:
This is an example of incremental budgeting because the last year's budget is used as a baseline and then increased by a set percentage. Incremental budgeting also allows for extra fund requests for additional needs.


NEW QUESTION # 191
The corporate social responsibility (CSR) strategic process starts with a committed leadership team. What is the second step?

  • A. Assessment
  • B. Communication
  • C. Plan development
  • D. Brainstorming

Answer: A

Explanation:
The second step of the corporate social responsibility (CSR) process is to conduct an assessment of the organization's current state. The assessment will review company structure, strategy', and processes.


NEW QUESTION # 192
In B.F. Skinner's theory of Operant Conditioning (1957), he provided a list of four strategies for behavioral intervention: positive reinforcement, negative reinforcement, punishment, and which of the following?

  • A. Extinction
  • B. Encouragement
  • C. Termination
  • D. Actualization

Answer: A

Explanation:
The fourth of B.F. Skinner's strategies is extinction. The other answer choices-termination, encouragement, and actualization-are not specif ic strategies laid out by Skinner but rather might fall under the four he did describe. Positive reinforcement is a strategy in which desired behavior is rewarded positively. Negative reinforcement is a strategy in which desired behavior is rewarded by removing a negative state or condition. Punishment is similar to the two reinforcement strategies but is designed in a way to eliminate and undesired behavior. Extinction is a measure of how long a behavior will persist without reinforcement.


NEW QUESTION # 193
As of July 24, 2009, the federal minimum wage was established at $7.25 per hour. Grace Clothing, a successful line of retail clothing stores located in Calif ornia, will be hiring 10 new workers at minimum wage with the option for commission. Calif ornia has a statewide minimum wage of S 15.00 per hour, so the company owners have contacted human resources manager Edwina regarding the disparity in minimum wage pay at the state and federal level.
Which statement below best describes the policy Edwina would cite to help Grace Clothing resolve the dif ference?

  • A. Grace Clothing is required to pay employees the lowest minimum wage of any state in the
  • B. When a state minimum wage is higher than the federal minimum wage, the company is
  • C. The size of Grace Clothing makes it exempt from minimum wage requirements, so the
  • D. When a federal minimum wage is lower than a state minimum wage, companies may use

Answer: B

Explanation:
Minimum wage law is as follows: the federal minimum wage is primary if the state minimum wage is lower than the federal minimum wage. If the state minimum wage is higher than the federal level, however, the company is required to pay the state minimum wage. In other words, companies are expected to pay whatever happens to be higher. There are, of course, a number of variables that can affect minimum wage and what a company is expected to pay, but in this question, one should assume that Grace Clothing in Calif ornia is required to pay whatever happens to be the higher minimum wage. This means that answer choices A and B are immediately incorrect. In the case of answer choice D, the question does not provide any information about the size of the company, so the answer choice becomes irrelevant to the discussion. (Again, it must be assumed based on the question that Grace Clothing is required to pay minimum wage; the real question is which minimum wage?). The minimum wage is the minimum a company is expected to pay employees. Any commissions represent an addition to payment, but because commissions cannot be guaranteed, they cannot compensate for lower minimum wage.


NEW QUESTION # 194
How much COBRA coverage is allowed if an employee is terminated due to "gross misconduct"?

  • A. 36 months
  • B. 0 months
  • C. 29 months
  • D. 18 months

Answer: B

Explanation:
If employment is terminated due to "gross misconduct" the former employee is not entitled to any COBRA coverage. The other answer choices are too high; the employer has no obligation to support COBZA coverage for the terminated employee.


NEW QUESTION # 195
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New SPHRi Practice Questions: https://www.test4engine.com/SPHRi_exam-latest-braindumps.html

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