RELEVANT SPHRI ANSWERS | VALID BRAINDUMPS SPHRI PPT

Relevant SPHRi Answers | Valid Braindumps SPHRi Ppt

Relevant SPHRi Answers | Valid Braindumps SPHRi Ppt

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Tags: Relevant SPHRi Answers, Valid Braindumps SPHRi Ppt, SPHRi Answers Free, Free SPHRi Download, Clear SPHRi Exam

With the rapid development of the world economy, it has been universally accepted that a growing number of people have longed to become the social elite. However, the competition of becoming the social elite is fierce for all people. The SPHRi latest dumps will be a shortcut for a lot of people who desire to be the social elite. If you try your best to prepare for the SPHRi Exam and get the related certification in a short time, it will be easier for you to receive the attention from many leaders of the big company, and it also will be very easy for many people to get a decent job in the labor market by the SPHRi learning guide.

The SPHRi certification exam covers various HR functional areas, including Talent Acquisition, Employee Relations, Total Rewards, HR Service Delivery, and Organizational Effectiveness and Development. SPHRi exam is designed to assess the candidate's knowledge and expertise in these areas, as well as their ability to apply this knowledge in real-world HR scenarios. The SPHRi certification is a significant achievement in an HR professional's career and demonstrates their commitment to continuous learning and development. It also provides a competitive advantage in the job market and enhances their credibility and reputation as an HR leader.

The SPHRi Exam consists of 135 multiple-choice questions and is administered via computer-based testing at HRCI-approved testing centers worldwide. Candidates have three hours to complete the exam, and the passing score is set at 500 out of a possible 700 points.

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Valid Braindumps HRCI SPHRi Ppt & SPHRi Answers Free

Persistence and proficiency made our experts dedicated in this line over so many years. Their passing rates are over 98 and more, which is quite riveting outcomes. After using our SPHRi practice materials, you will have instinctive intuition to conquer all problems and difficulties in your review. We are sure you can seep great deal of knowledge from our SPHRi practice materials in preference to other materials obviously. These SPHRi practice materials have variant kinds including PDF, app and software versions.

HRCI Senior Professional in Human Resources - International Sample Questions (Q284-Q289):

NEW QUESTION # 284
What do the Unif orm Guidelines on Employee Selection Procedures declare?

  • A. A selection tool has an adverse impact when the hiring rate for protected classes is less than
  • B. Employers must use the selection tool that has the least adverse impact on protected
  • C. Employers may use whichever selection tool they prefer.
  • D. Employers may never use selection tools that adversely impact protected classes.

Answer: B

Explanation:
The Unif orm Guidelines on Employee Selection Procedures declare that employers must use the selection tool that has the least adverse impact on protected classes. Of course, this provision is only applicable when the employer has access to more than one selection tool. When there is no other option, employers may use selection tools that adversely impact protected classes. According to the UGESP, an adverse impact exists when the selection rate for a protected class is - or less of the normal selection rate.


NEW QUESTION # 285
The Youngblood Company is too small to have its own health insurance plan, so it joins several other businesses in a combined plan. What is this known as?

  • A. A third-party administrator plan
  • B. A health purchasing alliance
  • C. A partially self-funded plan
  • D. An administrative services only plan

Answer: B

Explanation:
The Youngblood Company's arrangement is known as a health purchasing alliance. This gives smaller businesses more purchasing power and leverage in negotiations with health insurance providers. In an administrative services only plan, the employer creates a claim fund and then hires an insurance company to manage it. In a third party administrator plan, a business besides the employer or the insurance company handles claims. In a partially self-funded plan, employers only provide a certain amount of coverage. This type of plan ensures that a small business will not be ruined by a single large claim.


NEW QUESTION # 286
Vince is a middle manager at Foster Company. He earns a base salary of $85,000, and the midpoint of the salary range for middle managers is $110,000. What is Vince's compa-ratio?

  • A. 129%
  • B. 29%
  • C. 77%
  • D. 85%

Answer: C

Explanation:
Vince's compa-ratio is 77%. Compa-ratio is calculated by dividing the individual salary by the midpoint of the base salary for the job group, and then multiplying the quotient by 100. It is a handy way of comparing one person's salary with the salaries of other people who fill the same position.


NEW QUESTION # 287
Which of the following might be an example of transactional leadership?

  • A. A manager has a series of tasks that need to be completed and assigns each employee a task
  • B. A manager allows employees to determine where they fit best within the department and
  • C. A manager takes the time to sit down with each employee and assist him in utilizing
  • D. A manager sets monthly goals for his department and of fers motivational rewards to

Answer: D

Explanation:
Transactional leadership occurs when a leader of fers some form of a transaction as the result of meeting a goal; in other words, the manager is utilizing transactional leadership by of fering a reward if employees complete certain monthly goals. Answer choice B reflects a coaching style of leadership. Answer choice C reflects more of a directive style of leadership. Answer choice D reflects a laissez-faire style of leadership.


NEW QUESTION # 288
What is the model of transactional leadership characterized by?

  • A. Leaders "serving" their employees
  • B. Working to change the organization with innovation and new ideas
  • C. Rewarding high performers with tangible rewards
  • D. Giving authoritative direction and demanding excellence

Answer: C

Explanation:
Transactional leadership is a style of leadership that is objective driven, in which leaders incentivize wanted behavior with tangible rewards and discourage unwanted behavior with punishment. Transactional leadership is an opposing model from transformational leadership, in which leaders look to inspire and motivate to change the status quo. Transactional leadership is best in the instance of emergency operations or when there is a high-priority objective.


NEW QUESTION # 289
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