SPHRI STUDY DUMPS | SPHRI REAL BRAINDUMPS

SPHRi Study Dumps | SPHRi Real Braindumps

SPHRi Study Dumps | SPHRi Real Braindumps

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HRCI Senior Professional in Human Resources - International Sample Questions (Q69-Q74):

NEW QUESTION # 69
Which of the following examples is MOST likely to be deemed a constructive discharge?

  • A. An employee resigns after harassment in the workplace.
  • B. An employee is terminated after a series of poor performance reviews.
  • C. An employee resigns in order to pursue a dif ferent career path.
  • D. An employee is terminated as part of a short-term layof f.

Answer: A

Explanation:
Constructive discharge is determined in situations where an employee resigns due to working conditions that would cause most "reasonable" people to resign. These working conditions can range from discrimination in the workplace to a hostile work environment to other intolerable working conditions. Constructive discharge can lead to legal ramif ications, such as the awarding of unemployment to the employee or other discrimination or harassment charges against the employer. Constructive discharge does not apply in cases where there is standing documentation of poor performance that leads to the employee's termination, where the termination is part of business decisions that do not have to do with the individual employee, such as layof fs, or where the employee resigns to pursue external opportunities, as opposed to in response to internal working conditions.


NEW QUESTION # 70
The role of the human resources prof essional regarding FMLA rules includes all of the following EXCEPT:

  • A. Educating those in management about FMLA rules
  • B. Developing an FMLA documentation policy for the company
  • C. Working to avoid simultaneous FMLA leave among employees
  • D. Being familiar with FMLA requirements and changes

Answer: C

Explanation:
The human resources prof essional is not expected to avoid simultaneous leave within the company. This may be inevitable, and the company cannot block employees from taking approved FMLA leave. The human resources prof essional is, however, expected to be familiar with FMLA requirements and changes, to educate management about FMLA rules, and to develop an FMLA documentation policy for the company.


NEW QUESTION # 71
Which of the following is not considered a bottom-up method of communication delivery?

  • A. Open-door policy
  • B. Webcasts
  • C. Company-wide letters
  • D. Staff meetings

Answer: C

Explanation:
Bottom-up methods of communication include an open-door policy, webcasts, and staff meetings. In each case, the employees are considered an active part of the discussion and even decision making. Individual letters represent a top-down method of communication, because top- down communication focuses more on the management informing employees of decisions.


NEW QUESTION # 72
Lewis is in charge of collecting feedback from employees about a new program that his company has implemented. The company has a number of locations, spread out across four dif ferent countries. Which of the following methods of data collection would be most effective for Lewis to employ?

  • A. Questionnaire
  • B. Focus group
  • C. Interviews
  • D. Observation

Answer: A

Explanation:
The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback} the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be dif ficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.


NEW QUESTION # 73
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. Sending emails
  • B. Attending department-wide meetings and giving verbal updates
  • C. Posting updates on an electronic bulletin board
  • D. Mailing out a printed newsletter to employees' homes

Answer: D

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 # 74
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