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SPHRi Dumps - Senior Professional in Human Resources - International Exam Questions [2025]
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HRCI SPHRi (Senior Professional in Human Resources - International) Certification Exam is a globally recognized credential that demonstrates an individual's mastery of the core principles of human resources management. It is designed for HR professionals who operate in a global context and are responsible for developing and implementing HR policies and strategies across international boundaries. The SPHRi certification is an excellent way to advance your career and enhance your credibility as an HR leader on a global scale.
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HRCI Senior Professional in Human Resources - International Sample Questions (Q182-Q187):
NEW QUESTION # 182
The CEO asks the CHRO to find out if the workers' current pay rates violate the host country's laws, planning to keep pay rates the same if they are not unlawful. The CHRO determines that the current pay rates are not in violation of the host country's laws.
However, they do violate the company's ethics policy. What should he do?
- A. Advise the CEO that the host country's employees should be paid a living wage that meets
- B. Develop a step-rate pay system that gradually increases the host countrys employees' pay rates.
- C. Rewrite the company's ethics policy to accommodate the host country's compensation laws.
- D. Explain to the CEO that the host countrys employees should be paid the same as their US counter parts.
Answer: A
Explanation:
The CHRO demonstrates ethical competence by advising the CEO to act in accordance with the company's ethics policy. Increasing the pay rates gradually could be a possible consequence, but the company could also decide to implement a dif ferent pay system. A fair living wage in the host country is likely to be dif ferent than current US pay rates. The compam/s ethics policy should not be rewritten in response to this situation.
NEW QUESTION # 183
After the new process has been rolled out, the vice president of HR conducts an assessment of how well it has been implemented and embraced. He finds out that all branches are working together well with the exception of one region called region X. Region X is managed by a senior regional manager who is known for being the cause of conflict and ongoing disagreements among the other regional managers. How should the VP of HR handle this?
- A. Take performance management steps to correct the regional manager's behavior.
- B. Advise the CEO to restate clear expectations of how branches and regions are to collaborate
- C. Reintroduce the change initiative to region X, and work alongside the regional manager to
- D. Meet with regional managers to determine the underlying issues for the disagreements, and
Answer: D
Explanation:
Because the working relationship with Region X's manager is an ongoing problem, the VP of HR needs to get to the bottom of the issue. He does this by meeting with each regional manager to gain a full understanding of the problem. Once the root of the problem is uncovered, he can encourage open communication among the regional managers and find a permanent solution.
Solving this disagreement and improving the relationships betvv'een the regional managers will result in improved cooperation and better overall performance.
NEW QUESTION # 184
The VP of HR is under pressure to negotiate lower benefits premiums and is preparing for a tough price negotiation with the benefits vendor. What will be the BEST strategy to start of f the negotiation?
- A. Create a welcoming atmosphere that makes the benefits vendor feel comfortable.
- B. Convey the company's firm position on reducing costs.
- C. Focus on understanding the benefits vendor's side.
- D. Set goals for the meeting and lay out the companys negotiation stratey.
Answer: A
Explanation:
The VP of HR displays relationship prof iciency by preparing for a successful negotiation.
Before going into a negotiation, it is important to prepare and be clear about what one would like to accomplish. Upon starting the meeting, one should create a welcoming and comfortable atmosphere to build a trusting relationship with the negotiation partner. This forms the foundation of a successful meeting and discussion.
NEW QUESTION # 185
The second of these important amendments to FLSA determined that employers cannot be required to compensate employees who commute long distances to work. Which of the following reflects this amendment?
- A. Davis-Bacon Act
- B. Equal Pay Act
- C. Portal-to-Portal Act
- D. National Labor Relations Act
Answer: C
Explanation:
The Portal to Portal Act, created in 1947, determined that employers cannot be required to compensate employees who commute long distances to work. The Equal Pay Act of 1963 forbids any type of discrimination based on the employee's gender. The Davis-Bacon Act of 1931 and the National Labor Relations Act of 1935 were both created before the legislation of the Fair Labor Standards Act of 1938, so they are irrelevant.
NEW QUESTION # 186
To convey the initial message and all subsequent communication, your plan is to issue updates through a variety of mediums. What technique would likely be the LEAST effective method of relaying important information to employees?
- A. Posting updates on an electronic bulletin board
- B. Mailing out a printed newsletter to employees' homes
- C. Attending department-wide meetings and giving verbal updates
- D. Sending emails
Answer: B
Explanation:
Given the fact that this is a high-tech digital company, a printed newsletter would likely be the least effective. Newsletters mailed to employee's homes are generally best for messages that need to be delivered to employee's spouses and/or family members, such as open enrollment for benefits or retirement plan updates.
NEW QUESTION # 187
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