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HRCI SPHR (SPHR ) Practice Tests & Test Prep by Exam Edge - Exam Info



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HRCI Senior Professional in Human Resources - Additional Information

At ExamEdge.com, we focus on making our clients' career dreams come true by offering world-class practice tests designed to cover the same topics and content areas tested on the actual HR Certification Institute HRCI Senior Professional in Human Resources (SPHR ) Certification Exam. Our comprehensive HRCI Senior Professional in Human Resources practice tests are designed to mimic the actual exam. You will gain an understanding of the types of questions and information you will encounter when you take your HR Certification Institute HRCI Senior Professional in Human Resources Certification Exam. Our HRCI Senior Professional in Human Resources Practice Tests allow you to review your answers and identify areas of improvement so you will be fully prepared for the upcoming exam and walk out of the test feeling confident in your results.

Because our practice tests are web-based, there is no software to install and no need to wait for a shipment to arrive to start studying. Your HRCI Senior Professional in Human Resources practice tests are available to you anytime from anywhere on any device, allowing you to study when it works best for you. There are 15 practice tests available, each with 100 questions and detailed explanations to help you study. Every exam is designed to cover all of the aspects of the HRCI SPHR exam, ensuring you have the knowledge you need to be successful!

HRCI Senior Professional in Human Resources - Additional Info Sample Questions

Employers often do not give much thought to repatriation of employees who have been working for several years in another country. To ease the process of repatriation, all but which of the following is an appropriate guideline?

Correct Answer:
allow employee to decide if and when contact is made between company and employee.
the question addresses the issue of repatriation, which involves the process of returning an employee back to their home country after completing an international assignment. the smooth reintroduction of an employee into their home office and social environment is crucial but often overlooked by employers. the question seeks to identify which guideline is not appropriate for facilitating an effective repatriation process.

the first guideline suggests allowing the employee to decide if and when contact is made between the company and the employee. this approach can be problematic as it leaves too much responsibility on the employee to initiate contact, which might result in a lack of necessary communication. this could lead to the employee feeling out of touch with the developments and changes that have occurred in the home office during their absence. in contrast, it is more beneficial for the employer to take the initiative to establish regular and structured communication. this helps in keeping the expatriate employee informed and connected with the ongoing changes in the organization, thereby easing their transition back into the home environment.

providing welcome packs ahead of the employee’s return is another suggested guideline. this is a positive step as it can include essential information about changes within the company, updates on projects, and general information about the current state of the company. welcome packs might also contain information about social events or changes in personnel they need to be aware of. this helps in making the returning employee feel valued and included, facilitating smoother reintegration.

conducting post-assignment debriefings is also crucial. these debriefings allow the employee to share their experiences, insights, and feedback about the assignment. it provides a platform for both the employee and the employer to discuss what went well and what could be improved. this exchange can be invaluable for future planning of international assignments and for the personal and professional development of the employee.

involving the employee socially upon their return is equally important. social integration can be as challenging as professional integration, particularly if the employee has been away for a long time. organizing social events and encouraging interaction with colleagues can help rebuild old connections and foster new ones, contributing to a sense of belonging and well-being.

in conclusion, the inappropriate guideline among the ones listed is allowing the employee to solely decide if and when to make contact with the company. instead, employers should proactively maintain regular contact throughout the assignment. this active approach helps manage the transition and supports the employee both professionally and socially, ensuring a smoother repatriation process.