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HRCI Senior Professional in Human Resources - International Sample Questions (Q133-Q138):

NEW QUESTION # 133
In a meeting with the upper management team, opinions are voiced that the company should resist change and stick to the old ways that have been working for so many years. The CEO and the CHRO meet separately after this meeting to discuss how to move forward. The CEO is concerned that the company does not have leaders with experience in the renewable energy sector or the ability to lead related change initiatives. What initial suggestion should the CHRO make?

A. Review the performance of each manager, and suggest which managers should be
B. Start building a talent pool and hiring managers with knowledge in the renewable energy
C. Develop leadership training seminars to prepare the managers for leading change
D. Conduct an assessment of the current talent within the organization, and forecast which

Answer: D

Explanation:
The CHRO displays business acumen by studying the talent and knowledge that exists within the organization and forecasting what will be needed in the future. Assessing the company's current talent resources is an important first step, followed by forecasting what the company will need to successfully implement the upcoming changes. By contrasting these two, the CHRO can put together a recommendation for the CEO about which talent gaps need to be filled through either hiring or training.

NEW QUESTION # 134
A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?

A. Ensure new processes and goals are reflected in performance reviews.
B. Support leaders through ongoing training and development initiatives.
C. Utilize HRIS to track data.
D. Establish a mentorship program.

Answer: A

Explanation:
HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.

NEW QUESTION # 135
Which of the following elements is not a part of the ADDIE model of instructional design?

A. Administration
B. Development
C. Design
D. Implementation

Answer: A

Explanation:
The instructional design acronym known as the ADDIE model begins not with administration but with analysis. The other options-design, development, implementation, and evaluation-are all elements of the ADDIE acronym.

NEW QUESTION # 136
What is the final step in a job pricing exercise?

A. Hiring the least costly candidate
B. A wage target
C. Weighing candidate qualif ications against available funds
D. A salary range recommendation

Answer: D

Explanation:
WHAT is the final step in a job pricing exercise? a salary range recommendation. Job pricing is an exercise for determining the appropriate salary for a new or modif ied position. It begins by fully defining the job description. The next step is to obtain a relevant salary survey and analyze the compensation for similar positions. The final step is to recommend a range of salaries, from which executives can choose. Job pricing typically happens during the planning stages of compensation design, not when candidates are actively being considered.

NEW QUESTION # 137
Risk transfer can typically be affected by doing which of the following?

A. Purchasing employment practices liability insurance to protect a business
B. Taking advance action to consider potentials for risk and prevent problems from occurring
C. Reviewing employment policies frequentlyto avoid the chances of an employee lawsuit
D. Being familiar with chances of risk and creating a financial buffer against future costs

Answer: A

Explanation:
Employment practices liability insurance is available to provide businesses with a form of risk transfer. With the insurance, the business can transfer at least part of the cost of risk to another source. Reviewing employment policies to avoid the chances of an employee lawsuit is considered risk mitigation. Taking advance action to consider potentials for risk and prevent problems from occurring is part of risk avoidance. Being familiar with chances of risk and creating a financial buffer against future costs is considered risk acceptance.

NEW QUESTION # 138
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Exam HRCI SPHRi Overview - Questions SPHRi Exam

Questions SPHRi Exam | Valid SPHRi Exam Materials

HRCI Senior Professional in Human Resources - International Sample Questions (Q133-Q138):

Quiz 2025 HRCI SPHRi: Newest Exam Senior Professional in Human Resources - International Overview

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