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The SPHRi certification exam is a rigorous test that measures HR professionals' knowledge and skills in the areas of strategic HR management, organizational development, global HR management, workforce planning and employment, total rewards, employee and labor relations, and risk management. SPHRi exam consists of 135 multiple-choice questions and is administered over a four-hour period. It is available in both computer-based and paper-based formats.

The SPHRi certification is highly valued by employers, as it demonstrates that a candidate has the knowledge and expertise to effectively manage the most complex HR challenges facing organizations today. It also serves as a validation of a candidate's commitment to their profession, and their willingness to go above and beyond to stay up-to-date with the latest HR trends and practices.

The SPHRi Certification is designed for HR professionals with several years of experience and for those who operate in a global capacity. SPHRi exam covers topics such as international laws, labor relations, employee benefits, talent management, and HR strategy. Senior Professional in Human Resources - International certification also indicates a strong understanding of the fundamental principles and best practices of HR and the ability to develop and implement effective HR programs. Earning the SPHRi certification validates an HR professional's expertise and credibility in the field, improving career prospects and helping to increase earning potential.

HRCI Senior Professional in Human Resources - International Sample Questions (Q83-Q88):

NEW QUESTION # 83
Which of the following is NOT considered a statutory deduction?

A. State income tax
B. Union dues
C. Social Security
D. Federal income tax

Answer: B

Explanation:
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.

NEW QUESTION # 84
How many weeks of unpaid leave is an employer required to give a new mother under the Family Medical Leave Act of 1993?

A. 0
B. 1
C. 2
D. 3

Answer: C

Explanation:
The Family Medical Leave Act of 1993 requires employers to give new mothers at least twelve weeks of unpaid leave. New mothers and fathers can take this leave once in a twelve-month period. Employees are required to give thirty days' notice before taking FMLA leave. Also, in order to take this leave, an employee must have been working for the company for at least a year, or
1,250 hours.

NEW QUESTION # 85
What are the three components of sustainability?

A. Local, regional, international
B. Equality, justice, ethics
C. Resources, infrastructure, production
D. Social, economic, environmental

Answer: D

Explanation:
There are three main parts of sustainability: social, economic, and environmental. The social aspect addresses social inequalities and advocates for the fair treatment of all individuals, The economic aspect focuses on how to operate a business and use resources conscientiously to achieve prof its. The environmental aspect addresses the consequences of one's actions on the environment, to include climate change.

NEW QUESTION # 86
The Williamson Company is using the paired comparison method to appraise performance. There are seven people in the sales job group. With how many people will each member of this group be compared?

A. Two
B. Seven
C. One
D. Six

Answer: D

Explanation:
Since the Williamson Company is using the paired comparison method, each member of the sales job group will be compared with six other people. The paired comparison method requires every member of the job group to be compared to every other member. This means that each member of the Williamson Company's sales group will be compared to the other six members. The paired comparison method is a good way to rank employees systematically.

NEW QUESTION # 87
The National Labor Relations Act (NLRA) does NOT apply to which types of workers?

A. Agricultural
B. Administrative
C. Financial
D. Corporate

Answer: A

Explanation:
The NLRA specif ically does not apply to agricultural workers (among other types of workers
- domestic workers, contract employees, federal and state workers, etc.). There is nothing within the NLRA to prevent it from applying to administrative, corporate, or financial employees. Within each of these categories, it might be possible to find a type of worker that fits the NLRA caveat, such as a contract employee or a federal worker, but there is nothing about these other four categories that fails to fall under NLRA.

NEW QUESTION # 88
......

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