HRCI APHRI EXAMS, APHRI LATEST TEST QUESTIONS

HRCI aPHRi Exams, aPHRi Latest Test Questions

HRCI aPHRi Exams, aPHRi Latest Test Questions

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Tags: aPHRi Exams, aPHRi Latest Test Questions, New aPHRi Dumps Questions, aPHRi Valid Exam Tutorial, New aPHRi Braindumps Files

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HRCI aPHRi (Associate Professional in Human Resources - International) Exam is a certification offered by the HR Certification Institute (HRCI) for individuals who are just starting their career in HR or for those who are transitioning from a non-HR role to a HR role. The aPHRi Certification is designed to demonstrate an individual's knowledge of the fundamental principles and practices of HR management in an international context.

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aPHRi Latest Test Questions | New aPHRi Dumps Questions

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HRCI Associate Professional in Human Resources - International Sample Questions (Q132-Q137):

NEW QUESTION # 132
high rates of employee absenteeism will have the most impact on:

  • A. morale
  • B. efficiency
  • C. quality
  • D. productivity

Answer: D

Explanation:
High rates of employee absenteeism directly reduce the overall workforce availability, which negatively impacts the organization's ability to meet output goals.
* Explanation of Other Options:
* A. Quality: Can be indirectly affected if absenteeism forces untrained staff to perform critical tasks.
* B. Morale: Absenteeism may cause frustration among remaining employees, but productivity is the primary concern.
* C. Efficiency: Efficiency is reduced but is a secondary effect of decreased productivity.


NEW QUESTION # 133
An international corporation is revising its policies on employee privacy and substance abuse. Describe the steps an HR manager should take to balance the rights and responsibilities of both employees and employers.

  • A. Delay policy implementation until issues arise.
  • B. Standardize policies across all locations without adjustments.
  • C. Develop clear, consistent policies that reflect local regulations.
  • D. Ignore local legal requirements in policy development.

Answer: C

Explanation:
Developing clear, consistent policies that reflect local regulations helps ensure that the company,s practices are legally compliant and respectful of the specific legal environments in which they operate.


NEW QUESTION # 134
Which practice involves identifying and assessing potential hazards that could harm employees in the workplace?

  • A. Employee surveys
  • B. Incident reporting
  • C. Risk identification
  • D. Safety training

Answer: C

Explanation:
Risk identification involves recognizing and assessing potential hazards that could harm employees in the workplace. It is a proactive approach to managing workplace safety and preventing injuries or incidents.


NEW QUESTION # 135
An employee's current experience and abilities are determined by using a(n):

  • A. Performance management system
  • B. Skills inventory
  • C. Succession plan
  • D. Applicant tracking system

Answer: B

Explanation:
Comprehensive and Detailed in Depth Explanation:
A skills inventory is a tool used to catalog an employee's current experience, skills, qualifications, andabilities. It helps HR understand the workforce's capabilities for purposes like training, development, or workforce planning.
* Option A (Skills inventory):Correct, as it directly assesses an employee's current experience and abilities.
* Option B (Succession plan):This identifies employees for future leadership roles, not their current skills.
* Option C (Performance management system):This evaluates performance, not a comprehensive skills assessment.


NEW QUESTION # 136
Which of the following describes the act of placing employees into suitable positions?

  • A. Workforce planning
  • B. Job design
  • C. Succession planning
  • D. Job matching

Answer: D

Explanation:
Job matching refers to the process of placing employees into positions that align with their skills, experience, and qualifications. This ensures that individuals are in roles where they can perform effectively and contribute to organizational goals.
* Explanation of Other Options:
* A. Job design: Refers to structuring or restructuring job roles, not placement.
* C. Workforce planning: Focuses on long-term staffing needs, not immediate placement.
* D. Succession planning: Prepares employees for future leadership roles, not general job placement.
References:SHRM - Market-Based Job Evaluation Methods
CIPD - Needs Assessment for Training
Harvard Business Review - Cost Reduction Strategies
SHRM - Job Matching and Placement Practices


NEW QUESTION # 137
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