HRCI aPHRi Printable PDF | Useful aPHRi Dumps

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The Associate Professional in Human Resources - International (aPHRi) Exam is a certification offered by the HR Certification Institute (HRCI) to individuals who are just starting their careers in human resources. The aPHRi certification is designed for professionals who want to demonstrate their knowledge and commitment to the field of HR. Associate Professional in Human Resources - International certification covers essential topics such as HR operations, talent management, and employee relations.

To be eligible for the aPHRi certification, individuals must have a high school diploma or equivalent and meet certain experience requirements. Associate Professional in Human Resources - International certification is valid for three years, after which individuals must recertify by earning continuing education credits or retaking the exam.

The aPHRi Certification Exam covers various topics related to HR, including talent acquisition and retention, employee relations, HR operations, and HR analytics. aPHRi exam is computer-based and consists of 100 multiple-choice questions that must be completed within two hours. The passing score for the aPHRi exam is 500, and the exam fee is $395 for HRCI members and $495 for non-members.

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HRCI Associate Professional in Human Resources - International Sample Questions (Q55-Q60):

NEW QUESTION # 55
Tom''s company is expanding rapidly, and he needs advice on scaling their HR operations efficiently. What type of external HR service provider should Tom consult?

A. Recruitment firms
B. HR consultants
C. Payroll providers
D. Benefits brokers

Answer: B

Explanation:
HR consultants provide advice on scaling HR operations efficiently during rapid company expansion. They help design strategies and implement processes that support organizational growth and manage the increased HR demands.

NEW QUESTION # 56
Which of the following parties is responsible for scheduling health and safety training in an organization?

A. Regulatory body
B. Independent auditor
C. Employer
D. Safety consultant

Answer: C

Explanation:
* Employer Responsibility in Health and Safety Training:Employers have a legal and ethical duty to ensure the health and safety of their employees. This includes scheduling, organizing, and funding health and safety training programs as part of their obligations under various workplace safety laws and regulations globally.
* Global Legal Frameworks and Obligations:
* Occupational Safety and Health Administration (OSHA) - United States:The employer is required to provide health and safety training under OSHA's General Duty Clause (Section 5(a) (1)). This mandates employers to furnish a workplace free from recognized hazards and to provide adequate training on safety procedures.
* Health and Safety at Work Act (1974) - United Kingdom:Employers must ensure that their employees receive training and supervision to perform their work safely (Section 2). This explicitly puts the responsibility for scheduling and managing training on employers.
* International Labour Organization (ILO) Standards:The ILO's Occupational Safety and Health Convention, 1981 (No. 155) emphasizes that employers are responsible for organizing ongoing training to ensure a safe working environment.
* Role of Other Parties:
* B. Regulatory Body:Regulatory bodies (e.g., OSHA, HSE) provide guidelines, compliance standards, and sometimes offer resources or inspections, but they do not schedule training for organizations. Their role is supervisory and advisory.
* C. Safety Consultant:Safety consultants may assist in designing or delivering training programs, but they act as external advisors. The responsibility for scheduling rests with the employer.
* D. Independent Auditor:Independent auditors evaluate compliance with safety standards and may recommend training. However, they are not involved in planning or scheduling training programs.
* Best Practices for Employers:Employers must:
* Conduct a needs analysis to identify specific training requirements based on industry risks.
* Develop a training calendar and ensure sessions are scheduled for all employees, including new hires and those requiring refresher training.
* Keep documentation of training provided to comply with legal requirements and audits.
References:Occupational Safety and Health Administration (OSHA), United States: OSHA Training Requirements Health and Safety Executive (HSE), United Kingdom: HSE Legal Duties International Labour Organization (ILO): ILO C155 - Occupational Safety and Health Convention Canadian Centre for Occupational Health and Safety (CCOHS): Employer Responsibilities in Training

NEW QUESTION # 57
Jane is tasked with creating a job posting for a new software developer role. She includes details about the job requirements, company benefits, and application instructions. Which platform would be best to reach a wide audience of potential candidates?

A. Print advertisements
B. Employee referrals
C. Social media platforms
D. Online job boards

Answer: D

Explanation:
Online job boards are the best platform to reach a wide audience of potential candidates, especially for roles in high demand like software developers, ensuring maximum visibility.

NEW QUESTION # 58
Managers write descriptions about an employee's performance using the:

A. Comparison method
B. Rating method
C. Critical incident method
D. Narrative method

Answer: D

Explanation:
Comprehensive and Detailed in Depth Explanation:
The narrative method of performance appraisal involves managers writing detailed, descriptive accounts of an employee's performance, often in essay or paragraph form. This method focuses on providing qualitative feedback about the employee's strengths, weaknesses, and overall contributions.
* Option A (Rating method):This involves assigning numerical or categorical ratings (e.g., 1-5) to performance criteria, not writing descriptions.
* Option B (Narrative method):Correct, as this method specifically involves writing descriptive accounts of performance.
* Option C (Comparison method):This involves ranking employees against each other (e.g., forced ranking), not writing descriptions.

NEW QUESTION # 59
Which of the following is a key benefit of setting clear and measurable goals in performance management?

A. Provides direction and benchmarks for success.
B. Encourages competition among employees.
C. Limits creativity and innovation in tasks.
D. Ensures all employees are treated equally.

Answer: A

Explanation:
Providing direction and benchmarks for success helps employees understand what is expected of them and allows for measurable progress towards their goals, enhancing overall performance management.

NEW QUESTION # 60
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HRCI aPHRi Printable PDF | Useful aPHRi Dumps

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HRCI Associate Professional in Human Resources - International Sample Questions (Q55-Q60):

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