Pass Authentic HRCI SPHRi with Free Practice Tests and Exam Dumps [Q98-Q118]

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Pass Authentic HRCI SPHRi with Free Practice Tests and Exam Dumps

New SPHRi Exam Questions Real HRCI Dumps

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.

NO.98 After an initial business assessment, an organization has determined that it needs to invest in a new HRIS. Which of the following steps should the organization’s HR and business team take first?

Set an implementation timeline.

Determine the budget.

Request HRIS vendor quotes.

Perform an organizational needs assessment.

The critical first step when purchasing a new HRIS is determining what the organization needs from a system as well as what it may want from a system. A comprehensive needs assessment sets the foundation for then determining a system budget and project timelines. Once needs, budget and timelines are defined, then an organization can seek vendor quotes within each of these parameters.

NO.99 The components of an effective substance abuse program include all of the following EXCEPT:

A written statement regarding the company/s no-tolerance policy about substance abuse

Upper-level management support for all substance abuse programs and policies

Targeted drug testing for employees who have substance abuse problems

Management training programs for implementing substance abuse policy

Effective substance abuse programs require that drug testing be completely fair, and targeted drug testing for employees who betray substance abuse problems would not necessarily fall under the description of “fair.” Answer choices A, B, and D are incorrect because all represent components of an effective substance abuse program within an organization. Additionally, answer choices A, B, and D can each be practiced and applied consistently with all employees to set clear and fair expectations for the entire workforce and not just a targeted population.

NO.100 Which of the following is NOT considered a statutory deduction?

Union dues

Social Security

State income tax

Federal income tax

Social Security, state income tax, and federal income tax are considered statutory deductions because they are mandated by government agencies. Union dues are not considered statutory deductions, although they may be provided for in some states.

NO.101 The human resources department wants to see if experienced employees are more productive. The department takes a measure of each employee’s productivity, and then plots it on a graph where the other axis is employee experience. Which correlation coefficient would be the strongest suggestion that productivity increases with experience?

+0.8

+0.2

-0.9

A correlation coefficient of +0.8 would be the strongest suggestion that productivity increases with experience. Only a positive correlation coefficient indicates that productivity and experience are positively correlated. A negative correlation coefficient would indicate that productivity declines with experience. For this reason, the answer is +0.8, even though -0.9 (answer choice D) represents the strongest correlation.

NO.102 Helena is the human resources prof essional for a large legal firm. The upper management is interested in polling employees about ideas for improvements, but the firm has a solid hierarchy in place. As a result, many of the lower-level employees have confided in Helena that they do not feel comfortable speaking up. Which of the following ideas might Helena recommend to allow employees to voice their opinions without fear of upsetting higher-ranking employees?

Brown bag lunch

Focus group

Suggestion box

A suggestion box of fers employees a measure of anonymity in prof fering ideas to the company s upper management. Browm bag lunches and focus groups require employees to participate actively, and as the scenario indicates, many employees would be uncomfortable with this. Email might be private, but it certainly is not anonymous, so it would not represent the best recommendation for Helena to make.

NO.103 What types of organizations are required to maintain an affirmative action program

Federal government contractors or subcontractors, as mandated by the Of fice of Federal

All organizations with more than 50 employees, as mandated by the Equal Employment

None, rather itis best practice for all organizations to remain informed of minority and

All federal, state and local government agencies

Federal contractors and subcontractors are required by the OF CCP to annually review and update their AAPs, which include a report and documentation of affirmative actions such as outreach efforts and training programs.

NO.104 What would indicate that a company’s business manager has a global mindset?

The manager recommends a cultural seminar to the staff.

The manager is not afraid of change and welcomes it.

The manager trusts thatthe company’s structure will produce the desired results.

The manager has experience applying headquarter policies to subsidies.

One characteristic of someone who acquired a global mindset is that they are not afraid of change and uncertainty. They welcome it and see it as a chance for improvement.

NO.105 All of the following are acceptable salary deductions for exempt employees EXCEPT:

Unpaid leave under FMLA

Suspensions for tvv’0 days due to inappropriate workplace behavior

During the first week of employment when an employee works a full week

To of fset an employee’s military pay

The exemption status for the first (or last) week of employment only applies if the employee works less than the full week As the employee is working the full week during the first week of employment, no exemption status is appropriate. The other answer choices-unpaid leave under FMLA, suspensions for inappropriate workplace behavior, and of fsetting military pay-are all eligible for exemptions.

NO.106 Sally is a mid-level manager at an accounting firm and has stumbled across questionable documents when working on a project for her supervisor. Sally does not particularly like her manager due to his authoritarian style of leadership, so instead of confronting him over the documents, she brings up her observations with the division’s human resources representative. Which of the following responses would be the most effective first step for the representative to take?

Review the company handbook to determine if the supervisor broke policy or procedure.

Conducta fact-finding investigation to determine the full scope of the situation.

Advise Sally to take the documents to her supervisor to determine their origin.

Reach out to the CEO to alert him of the possible ethics breach.

WHILE some version of each of these options may occur during the human resources representative’s response to the situation, the critical first step to any unclear situation is to collect pertinent information and facts that illustrate what is actually happening. Reviewing the company handbook is dependent on a clear picture of what actions the supervisor took that may or may not have broken company policy. If Sally did not feel comfortable going to her supervisor right away, there may be more at play than just the questionable documents; by fact-finding first the representative can determine what communication, if any, may need to happen betv;een Sally and her supervisor. Reaching out to the CEO may or may not be appropriate based on the size of the organization; alerting the correct organizational leader(s) may be an important step, depending on the results of the initial fact-finding investigation.

NO.107 How much COBRA coverage is allowed if an employee is terminated due to “gross misconduct”?

0 months

18 months

29 months

36 months

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.

NO.108 Which of the following communication skills is MOST impactful when having challenging conversations?

Active listening

Well-researched responses

Assertive opening statements

Confident body language

Depending on the conversation, each of the answer options may be an important component of a successful conversation; however, active listening and its various building blocks (reflections, open-ended questions, affirmations, etc.) is the most impactful tool due to its ability to gain the trust of the other conversation participants as well as reduce any noise that may interfere with clear communication. A well-researched response is only as strong as the other part’/s willingness to listen. An assertive opening statement can be important in certain situations, but if the other party has their own priorities they wish to share, that can reduce the impact of a strong opening statement. Confident body language can be an important piece of conveying authority but can be misconstrued as acres-sive if the conversation itself does not progress in a mutual give-and- take between participants.

NO.109 How far in advance of a planned union picketing must a representation petition be completed?

15 days

30 days

45 days

60 days

A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notif y that far in advance, but it is not necessary.

NO.110 A data management company is looking to hire several new candidates who will be responsible for researching current data and cleaning up outdated files within the database.
The database clean-up will cover four separate departments within the company, so the new employees will be required to work with the heads of each of the department. Lydia, who is the human resources professional for the company, has been asked about which type of interview would be most effective for this position. Considering the job situation, what type of interview should Lydia recommend?

Panel

Behavioral

Patterned

Stress

Because the new employees will be working with the heads of several departments, the panel interview style is most effective when the job incumbent will be working with a variety of teams and/or managers. It enables each of the department heads to be there during the interview process.
A behavioral interview might be useful in some cases, but there is nothing specif ic about this case that would require candidates to indicate how their prior behavior would affect the current position. A patterned interview might be useful, but it will not necessarily be the most useful type of interview for this situation. A stress interview is unnecessary for this type of position (database management),

NO.111 What is an example of a structural issue HR should recognize during a merger and acquisition?

Compliance provisions

Use of dif ferent technologies by the two companies

Existing labor contracts

Conflicts of culture in the organizations

During an (merger and acquisition), HR should compare four aspects of the companies that are being merged: I) structural issues such as conflicts in culture betwveen the organizations, 2) legal issues such as compliance provisions, 3) technological considerations such as which technologies are being used by the companies, and 4) financial considerations such as existing labor contracts.

NO.112 Gabriela is a human resources prof essional who has been given the responsibility of filling a position within the HR department. She is ready to begin making the details of the position available to interested candidates and pursuing potential employees who meet the requirements of the job as best as possible. The process of pursuing potential employees is known as which of the following?

Hiring

Recruiting

Tracking

Selection

The process described in this question is that of recruiting. or making the details of the position available to interested candidates and pursuing potential employees who will fill the requirements of the job as best as possible. Answer choice A is incorrect because the process of hiring follows the process of recruiting. Answer choice C is incorrect because tracking is also a separate process from recruiting. Answer choice D is incorrect because selection is the next step beyond recruiting but does not belong within the recruitment process.

NO.113 Which of the following is NOT considered a voluntary benefit that employers may provide for employees?

Short-term disability insurance

Vision insurance

Medicare

Lif e insurance

Medicare is not a voluntary benefit} in other words, employers must provide it. Short-term disability insurance, vision insurance, and lif e insurance are all considered voluntary benefits that the employer may choose, or not choose, to of fer.

NO.114 Polygraph testing for employment falls under which of the following federal departments?

Department of Labor

Federal Trade Commission

USCIS

Department of Justice

While polygraph testing might have the goal of “justice” in mind, it actually falls under the Department of Labor. The Federal Trade Commission governs fair credit reviews, while the USCIS (or the United States Citizenship and Immigration Services) governs immigration laws. For employers, the Department of Justice is involved in privacy laws that apply to employees.

NO.115 In a collective bargaining agreement, which clause requires all new employees to join the union within a defined interval?

Maintenance of membership clause

Closed shop clause

Union shop clause

Contract administration clause

In a collective bargaining agreement, a union shop clause requires all new employees to join the union within a defined interval. In all industries except construction, this interval must be at least thirty days. In construction, it must be at least a week. A maintenance of membership clause requires employees who choose to join the union to remain enrolled until the union contract expires. However, this clause does not force employees to join the union in the first place. A closed shop clause requires any new employees to join the union. A contract administration clause contains all the administrative details.

NO.116 A human resources of ficer at a rapidly growing company is interviewing candidates for a position that has just been created. Management is not yet sure what the precise duties of the new employee will be, but it is very important for the new employee to fit into the organizational culture. What type of interview should the human resources of ficer conduct?

Directive interview

Panel interview

Stress interview

Nondirective interview

In this situation, the human resources of ficer should conduct a nondirective interview.
Nondirective interviews follow no particular plan. They are more like casual conversations betv.reen the interviewer and the candidate. Because the available position remains undefined, it would not be fruitful to ask specif ic questions or to identif y particular knowledge and skills. A nondirective interview would be a better way to determine whether candidates have the right attitude and temperament for the organization. Directive interviews follow a predetermined list of questions. A panel interview features multiple interviewers, typically from dif ferent departments. A stress interview requires the candidate to react to a demanding situation.

NO.117 Employment contracts seeking to protect company intellectual property would most likely include which of the following attachments?

Conditions of employment

Nondisclosure agreement

Employee handbook

At-will employment statement

A nondisclosure agreement seeks to protect a company/s intellectual property by limiting how an employee may use certain information outside the scope of their position. Conditions of employment are more likely to cover more generalized information such as job status, location, and pay rate. An at-will employment statement acknowledges the lack of a time commitment or promised length of employment within the employment agreement. An employee handbook may mention the protection of intellectual property but is more general in nature and covers all employees instead of the specif ic responsibilities of one.

NO.118 A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?

Utilize HRIS to track data.

Support leaders through ongoing training and development initiatives.

Ensure new processes and goals are reflected in performance reviews.

Establish a mentorship program.

HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.

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