SPHRI VALID TEST SIMS & CURRENT SPHRI EXAM CONTENT

SPHRi Valid Test Sims & Current SPHRi Exam Content

SPHRi Valid Test Sims & Current SPHRi Exam Content

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Tags: SPHRi Valid Test Sims, Current SPHRi Exam Content, SPHRi Verified Answers, New SPHRi Mock Test, SPHRi Exam Quiz

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Current SPHRi Exam Content - SPHRi Verified Answers

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HRCI Senior Professional in Human Resources - International Sample Questions (Q39-Q44):

NEW QUESTION # 39
The ADDIE model outlines the components of which of the following?

  • A. Manufacturing
  • B. Leadership
  • C. Employee recruiting
  • D. Instructional design

Answer: D

Explanation:
The ADDIE model outlines the components of instructional design. The acronym stands for Analysis, Design, Development, Implementation, and Evaluation. These are the steps in the creation, execution, and evaluation of an effective training program. They are very similar to the steps in other quality management programs. Because evaluation is the final step, the ADDIE model indicates that improvement should be ongoing.


NEW QUESTION # 40
The Needlestick Safety and Prevention Act of 2000 requires organizations to do which of the following?

  • A. Removal of specif ied sharp objects from workplace due to potential for injury
  • B. Quarterly audits to check for sharp objects that could cause workplace injuries
  • C. Report workplace injuries from sharp objects and consider replacement object to prevent
  • D. Listing of sharp objects recognized for having caused workplace injuries in the past

Answer: C

Explanation:
The purpose of the Needlestick Safety and Prevention Act is to require the employers report workplace injuries as a result of sharp objects and consider replacing objects to prevent further injuries. Answer choice A is incorrect because the purpose of the act is not to require that companies perform quarterly audits. Answer choice B is incorrect because the Needlestick Safety and Prevention Act does not require that organizations remove specif ied sharp objects but instead recommends the replacement of dangerous sharp objects. Answer choice C is incorrect because the act does not create a list of sharp objects that are recognized for having caused workplace injuries but instead leaves the decision about these objects up to the organization.


NEW QUESTION # 41
Which of the following institutions did not receive Title VII coverage pursuant to the Equal Employment Opportunity Act of 1972?

  • A. Universities
  • B. Religious institutions
  • C. State government agencies
  • D. Federal legislative bodies

Answer: B

Explanation:
The Equal Employment Opportunity Act of 1972 did not extend Title VII coverage to the employees of religious institutions. These organizations were exempted from the original version of Title VII (in the Civil Rights Act of 1964), and this exemption was maintained in 1972. Religious institutions are allowed to give preferential treatment to job candidates and employees who are adherents of that religion. Universities, state government agencies, and federal legislative bodies all became subject to Title VII with the passage of the Equal Employment Opportunity Act.


NEW QUESTION # 42
In which type of dispute resolution do both parties agree to accept whatever decision is reached by the third-party judge?

  • A. Compulsory arbitration
  • B. Binding arbitration
  • C. Ad hoc arbitration
  • D. Constructive confrontation

Answer: B

Explanation:
In binding arbitration, both parties agree to accept whatever decision is reached by the third- party judge. Compulsory arbitration, meanwhile, exists when the terms of a contract dictate that any future disputes will be settled through arbitration. Constructive confrontation is a system for handling disputes within an organization, usually by dividing them into their central and peripheral elements. Ad hoc arbitration is a one-time dispute resolution aimed at handling one particular problem.


NEW QUESTION # 43
To save costs, a call center located in Ohio has decided to outsource one of its largest departments to a country overseas. The manager of this department, Gina, has the task of informing her employees about this event. She consults the human resources prof essional, Silvia, about the best approach to take. What advice should Silvia give to Gina?

  • A. Recommend that Gina petition the call center to retain the department by proving the
  • B. Recommend that Gina provide all employees with a hand-written note explaining the
  • C. Recommend that Gina be honest and share with her employees as many facts as possible.
  • D. Recommend that Gina assist employees in finding new positions once their jobs end.

Answer: C

Explanation:
When addressing complex and emotional situations, the most effective approach is one that is honest, transparent, and active. Advising Gina to write hand written notes each employee is inemcient and takes can take away from transparency if not all employees receive the same message. Assisting employees in their job search may be appropriate as a secondary course of action but is not Gina's primary concern or responsibility. Advocating to retain the department likely falls outside of Gina's scope of the business and may take away from the communication needed first and foremost with the employees.


NEW QUESTION # 44
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