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HRCI SPHRi certification exam is an internationally recognized certification for human resources professionals. SPHRi exam is designed for senior-level HR professionals who have experience working in an international context. The SPHRi Certification demonstrates an individual's knowledge and expertise in HR practices and regulations across different countries and regions.

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The SPHRi certification is recognized by organizations around the world and is a valuable credential for HR professionals who want to advance their careers. Senior Professional in Human Resources - International certification exam is challenging, and candidates must have a deep understanding of HR management principles and practices to pass. The SPHRi Certification is an excellent way for HR professionals to demonstrate their commitment to their profession and their dedication to maintaining the highest standards of excellence in HR management.

HRCI Senior Professional in Human Resources - International Sample Questions (Q55-Q60):

NEW QUESTION # 55
Which of the following retention strategies would be most effective for a human resources prof essional to leverage in an effort to reduce the turnover rates of valuable seasoned employees?

A. Remote work
B. Streamlined onboarding
C. Job description review
D. Internal mobility

Answer: D

Explanation:
Streamlined onboarding is a valuable retention tool for newly hired employees who are just being introduced to the organization. Remote work may be a valuable perk or working condition for some employees, but it is not a one-size-fits-all strategy nor is it feasible for all positions or organizations. Job description reviews can be useful during job analysis processes, but if an employee has taken on responsibilities and grown in their role to the point of a job description review, leveraging internal mobility is a more impactful way to recognize the value the employee brings to the organization. Recognition for value added and a job well done in the form of a promotion or other career enhancement encourages employees to stay and continue to grow within the organization.

NEW QUESTION # 56
During which phase of the strategic planning process would a SWOT analysis be most useful?

A. Environmental scan
B. Construction
C. Adjustment
D. Evaluation

Answer: A

Explanation:
A SWOT analysis would be most useful during the environmental scanning phase of the strategic planning process. During this phase, the strategy team tries to get the most accurate picture of the current state of the organization. A SWOT (strengths, weaknesses, opportunities, and threats) analysis is a common template for organizational self-assessment. It is a useful format because it requires planners to consider both internal (strengths and weaknesses) and external (opportunities and threats) factors.

NEW QUESTION # 57
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 # 58
Which of the following statements about union decertif ication is true?

A. Decertif ication is an employer-led process.
B. Decertif ication does not prevent employees from joining a dif ferent union later.
C. At least half of the employees must petition the NLRB before a decertif ication vote is held.
D. Employers may lobby employees during the decertif ication process.

Answer: B

Explanation:
Decertif ication does not prevent employees from joining a union later-either the same union or a dif ferent union. Decertif ication is not always indicative of problems with the union but can only be initiated and led by employees. In some cases, a union will decertif y because it has outgrown its usefulness, or because the workers wish to file suit against ownership without the interference of the union. Employers are not allowed to lobby employees during the decertif ication process, and only 30% of the employees need to petition the NLRB for there to be a decertif ication vote.

NEW QUESTION # 59
In which of the following businesses is the research and development department likely to be distinct from the marketing department?

A. Clothing manufacturer
B. Fertilizer manufacturer
C. Toy manufacturer
D. Publisher

Answer: B

Explanation:
In a fertilizer manufacturer, the research and development department is likely to be distinct from the marketing department. As a general rule, the more technologically sophisticated and complex the product, the greater distinction betvteen the research and development and marketing departments. The development of useful and safe fertilizers requires a great deal of experimentation and technical knowledge. Therefore, it is more likely that a fertilizer manufacturer would have a special department for creating and refining products. For a toy manufacturer, publisher, or clothing manufacturer, product development is largely stimulated by the demands of the consumer, so it makes more sense for the marketing department to be loosely involved in research and development.

NEW QUESTION # 60
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