2026 Easily pass SPHRi Exam with our Dumps & PDF Test Engine [Q174-Q197]

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2026 Easily pass SPHRi Exam with our Dumps & PDF Test Engine [Q174-Q197]

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2026 Easily pass SPHRi Exam with our Dumps & PDF Test Engine

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NO.174 What is a common reason behind an employee’s resistance to change?

Because it is outside of the employee’s comfort zone

Worry that change will result in unexpected costs

Belief that change is not possible

Fear that he or she will not be able to meet new performance expectations

One common reason an employee might express resistance to change is that he fears new and unfamiliar processes that are outside of his comfort zone, This is called the fear of the unknown.

NO.175 What is an advantage of a functional human resources (HR) structure?

Alignment with organizational strategy

Ensuring compliance and confidentiality

Consistency across the entire organization

Accessibility of the HR department for employees

An advantage of a functional HR structure is that HR practices are unif ormly applied throughout the entire organization. Accessibility of the HR department for employees is an advantage of a decentralized HR structure. No matter what the structure of the HR department is, it should be in alignment with the organization’s strategy while maintaining compliance and confidentiality.

NO.176 W’hich of the following is a consequence of the Sarbanes-Oxley Act?

Employees may trade stock during pension fund blackout periods.

Companies are allowed to conduct their own stock appraisal.

CEOs may be punished for fraudulent financial reports.

Audit partners must alternate every two years.

One consequence of the Sarbanes-Oxley Act is that CEOs may be punished for fraudulent financial reports. This act was passed in 2002 after several large corporations, most notably Enron, collapsed under the weight of unethical accounting and executive mismanagement. The intention of the Sarbanes-Oxley Act was to make top of ficials culpable for dishonest and reckless accounting.
The act explicitly forbade employees from trading stocks during pension fund blackout periods, and asserted that companies must have their stock appraised by a certif ied external organization. The act also declared that audit partner assignments must alternate every five years.

NO.177 Which of the following laws sets minimum wage and overtime pay requirements?
Response:

Americans with Disabilities Act (ADA)

Family and Medical Leave Act (FMLA)

Occupational Safety and Health Act (OSHA)

Fair Labor Standards Act (FLSA)

NO.178 Tara’s boss asks her to pick up an important client from the airport. The client’s flight is delayed, so Tara goes to a nearby restaurant and eats dinner. Should Tara be compensated for this time?

Yes, because she has been engaged to wait.

Yes, because she is waiting to be engaged.

No, because she has been engaged to wait.

No, because she is waiting to be engaged.

Tara should be compensated for this time, because she has been engaged to wait. She is not responsible for the flight delay, and so long as her employer wants her to keep waiting for the delayed flight, she should continue to be compensated.

NO.179 What would indicate that a company’s business manager has a global mindset?

The manager recommends a cultural seminar to the staff.

The manager is not afraid of change and welcomes it.

The manager trusts thatthe company’s structure will produce the desired results.

The manager has experience applying headquarter policies to subsidies.

One characteristic of someone who acquired a global mindset is that they are not afraid of change and uncertainty. They welcome it and see it as a chance for improvement.

NO.180 While interviewing a candidate, Geraldine notices that the individual’s answers seem to be oddly phrased, and Geraldine ultimately notices that the candidate is trying to give her the answers that she wants, rather than of fering candid answers. In this case, what type of interview bias is occurring?

Halo effect

Cultural noise

Central tendency

Horn effect

Cultural noise is a type of bias in which the candidate begins responding as he believes the interviewer would refer. For instance, fora ‘0b thatre uires extensive travel, a candidate miGht attempt to sway the odds in his favor by claiming to enjoy travel, even if he has no travel experience in other jobs (and/or might not really care to travel but hopes to get the job). The halo effect results from an interviewer focusing on a single good quality to define the candidate. The horn effect is the opposite of this; it occurs when the interviewer focuses on a single negative quality, over all other qualities, to rate the candidate. The central tendency occurs if an interviewer is unable to make a clear decision about a preferred candidate and averages their results.

NO.181 What is the youngest age at which most children may legally work, under certain conditions, as stipulated by FLSA?

Children as young as 14 may work according to FLSA, but there are conditions that apply to hiring children this age. Children of 13 may not be legally hired by most businesses. Children of 15 and 16 are beyond the minimum age.

NO.182 Which of the following is a strategic function of the human resources department?

Creating retention plans

Recruiting new employees

Ensuring compliance with federal regulations

Keeping employee data confidential

Creating retention plans is a strategic function of the human resources department. This activity is considered strategic because it is concerned with maintaining an optimal workforce over the long term. Recruiting new employees is more of an operational function, in that it is a practical application of the organization’s strategic planning. Ensuring compliance with federal regulations and maintaining the confidentiality of employee data are considered administrative functions, because they are part of the normal course of business for a human resources department

NO.183 What should organizational and employee development (OED) specialists be aware of during the entire OED process?

Organizational structure

Employees’ emotional reactions

Leadership succession plans

Institutionalized practices

During the entire OED (organizational and employee development) process, the specialists should be aware of the employees’ emotional reactions to proposed and implemented changes.
They should also find ways to improve their ability to adapt to the changes.

NO.184 What is an example of a structural issue HR should recognize during a merger and acquisition?

Compliance provisions

Use of dif ferent technologies by the two companies

Existing labor contracts

Conflicts of culture in the organizations

During an (merger and acquisition), HR should compare four aspects of the companies that are being merged: I) structural issues such as conflicts in culture betwveen the organizations, 2) legal issues such as compliance provisions, 3) technological considerations such as which technologies are being used by the companies, and 4) financial considerations such as existing labor contracts.

NO.185 What is the final step in a job pricing exercise?

A salary range recommendation

A wage target

Hiring the least costly candidate

Weighing candidate qualif ications against available funds

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.

NO.186 The VP of HR is under pressure to negotiate lower benefits premiums and is preparing for a tough price negotiation with the benefits vendor. What will be the BEST strategy to start of f the negotiation?

Convey the company’s firm position on reducing costs.

Create a welcoming atmosphere that makes the benefits vendor feel comfortable.

Set goals for the meeting and lay out the companys negotiation stratey.

Focus on understanding the benefits vendor’s side.

The VP of HR displays relationship prof iciency by preparing for a successful negotiation.
Before going into a negotiation, it is important to prepare and be clear about what one would like to accomplish. Upon starting the meeting, one should create a welcoming and comfortable atmosphere to build a trusting relationship with the negotiation partner. This forms the foundation of a successful meeting and discussion.

NO.187 Which of the following steps should come FIRST when developing an organizational emergency response plan?

Gather employee input.

Develop emergency testing drills.

Identif y risks.

Hire emergency planning consultants.

Emergencies can come in all shapes and sizes, and the emergency response plan will need to vary accordingly. The process of risk identif ication, of ten occurring within a larger enterprise risk management (ERM) effort, seeks to not just identif y all possible risks but weigh the probability of their occurrence, as well as their overall impact if they were to occur. Any employee input and practical drills will be affected by what type of emergency is being planned for, such as weather (tornado warning), structural (kitchen fire), health (customer heart attack), environmental (active shooter), etc. Risk consultants may be involved in the later stages of risk identif ication as well as response planning, but an organization will need to do at least a basic risk identif ication process in order to research and hire the most appropriate and equipped consultant.

NO.188 Felix is interviewing a candidate for a position in an oil and gas company with locations around the world. As they talk, the candidate mentions his wif e. What is an appropriate question that Felix may ask the candidate about his family?

Are you willing to relocate?

Do you and your wif e plan to have children?

Do any other family members live with you?

Does your wif e also work?

If the candidate mentions family, an appropriate question, particularly for a company that has locations around the world, would be to ask if the candidate is willing to relocate. The other questions are inappropriate (Do you and your wif e plan to have children? Do any other family members live with you? Does your wif e also work?); the only way to acquire this information would be if the candidate decides to volunteer it.

NO.189 When designing a total rewards plan, which of the following actions would be MOST effective at designing a benefits strategy to improve employee retention?

Research market surveys to determine the current industry standards.

Coordinate with the accounting department to determine the maximum possible budget for

Perform a job analysis to determine benefits stratif ication across the workforce hierarchy.

Survey employees to better understand their needs and desires.

In the wake of the Great Resignation, historic levels of job turnover have been spurred by employee desire for better compensation, improved work/lif e balance, and improved benefits. The most effective way to determine what total rewards will inspire employees to stay is to ask employees what they want out of their rewards in order to stay. Market research and coordinating across organizational functions are useful steps in the process but do not necessarily lead to rewards specif ic to the needs and desires of the workforce. Job analysis can be a useful tool during organizational design and restructure but does not directly link employee retention and total rewards.

NO.190 The Williamson Company is using the paired comparison method to appraise performance. There are seven people in the sales job group. With how many people will each member of this group be compared?

One

Two

Six

Seven

Since the Williamson Company is using the paired comparison method, each member of the sales job group will be compared with six other people. The paired comparison method requires every member of the job group to be compared to every other member. This means that each member of the Williamson Company’s sales group will be compared to the other six members. The paired comparison method is a good way to rank employees systematically.

NO.191 In which of the following businesses is the research and development department likely to be distinct from the marketing department?

Fertilizer manufacturer

Toy manufacturer

Publisher

Clothing manufacturer

In a fertilizer manufacturer, the research and development department is likely to be distinct from the marketing department. As a general rule, the more technologically sophisticated and complex the product, the greater distinction betvteen the research and development and marketing departments. The development of useful and safe fertilizers requires a great deal of experimentation and technical knowledge. Therefore, it is more likely that a fertilizer manufacturer would have a special department for creating and refining products. For a toy manufacturer, publisher, or clothing manufacturer, product development is largely stimulated by the demands of the consumer, so it makes more sense for the marketing department to be loosely involved in research and development.

NO.192 The role of the human resources prof essional regarding FMLA rules includes all of the following EXCEPT:

Being familiar with FMLA requirements and changes

Educating those in management about FMLA rules

Developing an FMLA documentation policy for the company

Working to avoid simultaneous FMLA leave among employees

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.

NO.193 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?

An administrative services only plan

A third-party administrator plan

A partially self-funded plan

A health purchasing alliance

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.

NO.194 Which of the following best explains workers’ compensation laws regarding an employer’s responsibility?

Employers are responsible for any work-related injuries or health problems.

Employers are responsible for any health problems that an employee develops while

Employers do nothave to assume responsibility for employee problems unless the

Employers may utilize federal aid for most work-related injuries and problems that

Workers’ compensation laws state that employers are responsible for any work-related injuries or problems that employees sustain on the job. Answer choice B is incorrect because employers are not responsible for an individual’s health problems unless they were caused at work.
Answer choice C is incorrect because the workers’ compensation laws do not necessarily place the full burden of proof on employees to prove the nature of the injury or problem. Answer choice D is incorrect because the workers’ compensation laws do not provide for federal aid.

NO.195 How far in advance of a planned union picketing must a representation petition be completed?

30 days

60 days

15 days

45 days

A representation petition must be completed at least 30 days in advance of a planned union picketing. Failing to submit the petition within this time frame can result in the petition being unrecognized and thus being deemed an unfair labor practice. Among the answer choices, 15 days is obviously too short of a notice, and both 45 days and 60 days exceed the legal expectation. The union may, of course, notif y that far in advance, but it is not necessary.

NO.196 In the sales department of Fitch Company, employees know that the size of their annual bonus is tied to their performance. The company has published a chart indicating the relationship between sales and compensation. What do the employees of Fitch Company have?

An entitlement philosophy

Line of sight

Intrinsic rewards

Fiduciary responsibility

The employees of Fitch Company have line of sight. Line of sight exists when employees feel that their performance will determine their compensation in the future. Companies in which employees have line of sight tend to have higher levels of performance. A company with an entitlement philosophy rewards employees for seniority. Intrinsic rewards are the pleasures and satisfactions of a job well done. Businesses should seek to maximize the opportunities for creating intrinsic rewards for their employees. A fiduciary responsibility is the duty to handle someone else’s affairs, typically with regard to financial matters, with appropriate care.

NO.197 When Jared takes over a supervisory position in the marketing department, he tries to set a good example for his subordinates. He recognizes that there are already strong creative partnerships within the department, so he tries to foster even more cooperation. What style of leadership is Jared practicing?

Authoritarian leadership

Coaching

c, Democratic leadership

Transformational leadership

Jared is practicing transformational leadership. A transformational leader capitalizes on the good relationships in the group and acts more as a model than a guide. Transformational leaders create an environment in which employees can improve themselves. Authoritarian leadership practices a rigid top-down approach to management. Coaching helps to develop the employee in both prof essional and personal goals. Democratic leadership seeks to make the voice of the team heard and equally impactful in the final decisions.

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HRCI SPHRi (Senior Professional in Human Resources – International) Certification Exam is a globally recognized credential that demonstrates an individual’s mastery of the core principles of human resources management. It is designed for HR professionals who operate in a global context and are responsible for developing and implementing HR policies and strategies across international boundaries. The SPHRi certification is an excellent way to advance your career and enhance your credibility as an HR leader on a global scale.

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2026 Easily pass SPHRi Exam with our Dumps & PDF Test Engine [Q174-Q197]

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