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In order to be eligible to take the HRCI SPHRi certification exam, candidates must have a minimum of four years of HR experience, with at least two of those years in an international context. Candidates must also have a bachelor’s degree or higher, or the equivalent in HR experience. SPHRi Exam consists of 150 multiple-choice questions and lasts for three hours. Candidates who pass the exam earn the prestigious HRCI SPHRi certification, which is valid for three years.

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HRCI Senior Professional in Human Resources - International Sample Questions (Q165-Q170):

NEW QUESTION # 165
Eric is in charge of interviewing candidates for an open position in a hotel chain. As he considers each candidate, he finds himself quick to write of f one young man in particular.
This candidate has a strong resume and excellent credentials, but Eric decides that he just does not like this person and is disinclined to consider him as a contender for the position.
In doing so, Eric is demonstrating which of the following interview biases?

A. Leniency
B. Gut feeling
C. First impression
D. Cultural noise

Answer: B

Explanation:
By allowing his intuition to guide his preference, Eric is relying on the bias of his gut feeling.
Answer choice A is incorrect because a first impression bias means the interviewer allows an immediate impression of a candidate to determine a decision. Answer choice B is incorrect because a cultural noise bias means the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. Answer choice D is incorrect because a leniency bias occurs when the interviewer is lenient in regard to a candidate and fails to take potential weaknesses into account

NEW QUESTION # 166
The EEO- 1 filing is required of private employers with a minimum of how many employees?

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

Answer: B

Explanation:
Private employers with 100 employees or more-except for those within excluded categories-must complete the EEO-I report. The other answer choices are either too low (50 and
75) or too high (200). In the case of answer choice D, this number of employees falls well within the required reporting, but it does not reflect the minimum stated by law.

NEW QUESTION # 167
What task is performed by a leader compared to a manager?

A. Motivate the team to exceed benefits enrollment goals.
B. Schedule and plan the open enrollment benefits meetings.
C. Organize speakers on health topics forthe open enrollment benefits meetings.
D. Design informational handouts to be distributed at the open enrollment benefits meetings.

Answer: A

Explanation:
A leader has a strategic vision. They motivate and encourage a team to reach and exceed goals. A manager focuses on transactional activities. They schedule, organize, plan, and compile resources.

NEW QUESTION # 168
Based on federal recommendations, for how long should OSHA forms be retained by an employer?

A. 5 years
B. 3 years
C. 7 years
D. 2 years

Answer: A

Explanation:
Federal recommendations state that employers should retain OSHA forms for a minimum of
5 years. Retaining forms for 2 or 3 years is too brief. Forms may certainly be retained for 7 years, but this exceeds the minimum federal recommendations.

NEW QUESTION # 169
Abbey, the head of the human resources department for a book distribution service, accidentally discovers that an employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?

A. Abbey is required to report the information to her superiors, buttheywill not be allowed to
B. Abbey must not divulge any of the information or change the employee's working situation,
C. Abbey must let the employee know what she has discovered and counsel the employee to
D. Abbey must inform the Department of Labor about her inadvertent acquisition of the

Answer: B

Explanation:
The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident However, employers have no legal right to make decisions or change an employee's work situation based on that information, so Abbeys only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation.

NEW QUESTION # 170
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Zack Cook Zack Cook

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