PHRi시험대비자료 - PHRi최신핫덤프

한번에HRCI인증PHRi시험을 패스하고 싶으시다면 완전 페펙트한 준비가 필요합니다. 완벽한 관연 지식터득은 물론입니다. 우리KoreaDumps의 자료들은 여러분의 이런 시험준비에 많은 도움이 될 것입니다.

HRCI PhRI (Professional in Human Resources -International) 인증 시험은 인적 자원 분야의 개인의 지식과 기술을 검증하는 전 세계적으로 인정 된 인증입니다. 다국적 기업에서 일하거나 그러한 조직에서 일하기를 열망하는 HR 전문가를 위해 설계되었습니다. 인증 시험은 HR Certification Institute (HRCI)에서 제공하며 전 세계 HR 전문가를위한 인증을 제공하는 주요 조직입니다.

HRCI PhRI Certification 시험은 국제적 맥락에서 일하는 HR 전문가에게 귀중한 인증입니다. 그것은 그들의 지식과 전문 지식을 검증하고 해당 분야의 리더로 배치합니다. 세계화가 비즈니스 환경을 계속 형성함에 따라 국제 HR 전문가에 대한 수요는 증가 할 것으로 예상되며, PhRI 인증은 경력 성장과 성공에 대한 투자입니다.

PhRI 인증은 HR 커뮤니티에서 매우 존경 받고 있으며 전 세계 고용주들에 의해 인정됩니다. 이 인증을 달성하면 직업에 대한 개인의 약속과 글로벌 HR 관행에 대한 이해가 나타납니다. 또한 개인에게 구직 시장에서 경쟁 우위를 제공하고 일자리 기회가 증가하고 급여가 더 높아질 수 있습니다.

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PHRi최신핫덤프 - PHRi높은 통과율 덤프샘플문제

우선 우리KoreaDumps 사이트에서HRCI PHRi관련자료의 일부 문제와 답 등 샘플을 제공함으로 여러분은 무료로 다운받아 체험해보실 수 있습니다.체험 후 우리의KoreaDumps에 신뢰감을 느끼게 됩니다. KoreaDumps에서 제공하는HRCI PHRi덤프로 시험 준비하시면 편안하게 시험을 패스하실 수 있습니다.

최신 HRCI Certifications PHRi 무료샘플문제 (Q11-Q16):

질문 # 11
Which of the following is the most important compliance issue for an HR department?

A. Financial statements
B. Workplace security
C. Employment records
D. Employment metrics

정답：C

설명：
Employment records are crucial for compliance with legal requirements, such as documentation for hiring, terminations, and employee history. HRCI underscores the importance of accurate record-keeping to ensure compliance with labor laws and protect against potential legal issues.

질문 # 12
Place the succession planning process steps in the correct order.

정답：

설명：

Explanation:
Here is the correct order for the succession planning process steps:
* Establish present and future leadership roles
* Identify high-potential employees
* Evaluate the performance of high-potential employees
* Build and review development plans
* Assess the effectiveness of the planning process
This order follows the logical progression in succession planning, starting with defining leadership needs, identifying potential successors, assessing their capabilities, developing them, and finally evaluating the process to ensure effectiveness.
Step 1: Establish Present and Future Leadership Roles
The first step in succession planning is to identify the key leadership roles within the organization that need to be filled now or may need filling in the future. This includes both current leadership positions and potential roles that may emerge as the organization grows or changes. According to HRCI guidelines, defining these roles helps HR and leadership understand the skills, competencies, and experiences required for each position, providing a foundation for succession planning.
Step 2: Identify High-Potential Employees
Once the roles are defined, the next step is to identify employees who have the potential to take on these leadership roles. High-potential employees are those who demonstrate strong performance, leadership abilities, and the capacity to grow within the organization. Identifying such employees early allows the organization to focus on individuals who can be groomed for future roles. HRCI emphasizes that identifying high-potential employees is critical to ensure a pool of ready candidates for succession.
Step 3: Evaluate the Performance of High-Potential Employees
After identifying high-potential employees, it's essential to evaluate their current performance in their existing roles. This step involves assessing their competencies, leadership skills, and readiness for more responsibility.
Evaluation can be done through performance reviews, feedback from supervisors, and assessment tools.
According to HRCI, this step helps organizations ensure that candidates have a solid track record and possess the qualities needed to succeed in more demanding roles.
Step 4: Build and Review Development Plans
With evaluations complete, the next step is to create tailored development plans for each high-potential employee. Development plans may include training, mentoring, stretch assignments, and other growth opportunities. The goal is to close skill gaps and prepare these employees for the demands of leadership roles.
HRCI advises that development plans should be regularly reviewed and adjusted based on the employee's progress and any changes in the organization's needs.
Step 5: Assess the Effectiveness of the Planning Process
The final step is to evaluate the succession planning process itself to determine its effectiveness. This involves assessing whether the high-potential employees are developing as expected, if the development plans are achieving the desired results, and if the organization is prepared for potential leadership transitions. According to HRCI, assessing the process helps identify areas for improvement and ensures that the succession plan aligns with the organization's long-term goals.

질문 # 13
What is the cost per interview?

A. US $200
B. US $500
C. US $100
D. US $1,000

정답：B

설명：
To calculate the cost per interview:
A number of numbers and lines Description automatically generated with medium confidence

According to HRCI, knowing the cost per interview allows organizations to budget effectively for recruitment.

질문 # 14
The grouping of similar jobs in order to simplify the job-pricing process is called:

A. pay grade
B. job matching
C. job analysis
D. pay range

정답：A

설명：
In compensation management, grouping similar jobs to simplify job pricing is termed a "pay grade." Pay grades help organizations standardize the pay scale for employees performing similar work, providing a structured compensation system that aligns with internal equity and market rates. Pay grades typically consider the value of a job in relation to others within the organization. According to HRCI, creating pay grades is essential to control compensation costs while offering competitive salaries to employees, reducing turnover, and promoting fairness.

질문 # 15
An organization with a diverse workforce in age and demographics is working to improve its compensation package. Which of the following should be considered?

A. Flexible paid time off
B. Tuition assistance
C. Childcare reimbursement
D. Retirement contribution

정답：A

설명：
A diverse workforce in age and demographics will benefit from flexible paid time off, as it addresses varied personal needs across different life stages. Younger employees may value time off for personal growth, while older employees may require flexibility for health or family reasons. HRCI recommends that organizations tailor benefits packages to reflect workforce diversity, as this approach helps enhance employee satisfaction and retention by accommodating a broad range of needs and preferences.

질문 # 16
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