PHRi Test Answers | PHRi Intereactive Testing Engine
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The PHRi exam is ideal for HR professionals who are looking to advance their careers in a global setting. It is also suitable for those who are seeking to demonstrate their expertise in the field of human resources and gain a competitive edge in the job market. Professional in Human Resources - International certification is recognized by employers around the world and can help individuals to stand out in a crowded job market. Additionally, it provides a pathway to higher-level HR certifications such as the SPHRi (Senior Professional in Human Resources - International).
The Professional in Human Resources - International (PHRi) certification is a globally recognized credential for HR professionals who work in a multinational setting. It is designed to demonstrate their knowledge and skills in the areas of HR management, employee relations, talent acquisition, and compensation and benefits. Professional in Human Resources - International certification is offered by the HR Certification Institute (HRCI), which is the largest HR certification organization in the world.
The Professional in Human Resources - International (PHRi) certification exam is a globally recognized credential that demonstrates an individual's expertise in the field of human resources. PHRi Exam is designed for HR professionals who operate in a global environment and are responsible for implementing HR policies and practices across multiple countries. The PHRi certification exam measures the knowledge and skills required to perform HR duties in an international context, including global employment laws, compensation and benefits, employee relations, and talent acquisition.
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HRCI Professional in Human Resources - International Sample Questions (Q60-Q65):
NEW QUESTION # 60
The main reason for implementing new programs, such as a dinner allowance for those with a newborn and flexible working hours, is to:
- A. improve employee effectiveness
- B. strengthen the employee value proposition
- C. follow a collective bargaining agreement
- D. promote workplace collaboration
Answer: B
NEW QUESTION # 61
An employee receives a paycheck based on a percentage of sales, which is also known as:
- A. base pay
- B. variable pay
- C. long-term incentive compensation
- D. skill- and competency-based pay
Answer: B
Explanation:
Variable pay refers to compensation linked to performance outcomes, such as a percentage of sales.
According to HRCI, variable pay structures are designed to reward employees for achieving specific results, making it a common approach in sales roles to incentivize higher productivity.
NEW QUESTION # 62
An HR Manager is ready to implement a workforce reduction. Which of the following is the best method to start communicating with employees that will remain with the organization?
- A. Communicate the business plan only to management that will remain with the organization
- B. Send an organizational announcement via email with the business plan to all employees
- C. Discuss the business plan and reaffirm the organization's commitment with top performers
- D. Announce the organization's staff reduction but keep the business plan confidential
Answer: C
Explanation:
Discussing the business plan with top performers and reaffirming the organization's commitment helps alleviate concerns and fosters a sense of stability. According to HRCI, transparency with key talent during workforce reductions helps retain essential employees and maintains morale.
NEW QUESTION # 63
A company with 1,000 employees experiences an average of 50 turnovers per month. What is the turnover percentage for this company?
- A. 5%
- B. 10%
- C. 20%
- D. 2%
Answer: A
Explanation:
The turnover rate is calculated as follows:
Turnover Rate=(Number of TurnoversTotal Employees)×100 ext{Turnover Rate} = left(rac{ ext{Number of Turnovers}}{ ext{Total Employees}} ight) imes 100Turnover Rate= (Total EmployeesNumber of Turnovers)×100Turnover Rate=(501000)×100=5% ext{Turnover Rate} = left (rac{50}{1000} ight) imes 100 = 5%Turnover Rate=(100050)×100=5% HRCI points out that calculating turnover rates is essential for assessing retention issues and identifying potential areas for improvement.
NEW QUESTION # 64
Which of the following HR roles is most impacted by the implementation of a human resource information system (HRIS)?
- A. Advisory
- B. Operational
- C. Administrative
- D. Strategic
Answer: C
Explanation:
Administrative HR functions are most impacted by HRIS implementation, as the system automates tasks like payroll, attendance tracking, and record-keeping. HRCI states that HRIS allows HR professionals to shift from routine administrative tasks to more strategic activities by improving efficiency and data accuracy.
NEW QUESTION # 65
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