AUTHORITATIVE HRCI - APHRI VALID TEST BOOK

Authoritative HRCI - aPHRi Valid Test Book

Authoritative HRCI - aPHRi Valid Test Book

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Tags: aPHRi Valid Test Book, Valid aPHRi Exam Materials, aPHRi Exam Questions Vce, Exam aPHRi Pattern, Certification aPHRi Cost

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Valid aPHRi Exam Materials - aPHRi Exam Questions Vce

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The aPHRi certification exam covers six functional areas of HR: HR operations, recruitment and selection, compensation and benefits, human resource development and retention, employee relations, and health, safety, and security. These functional areas cover a wide range of topics, including HR strategy, workforce planning, job analysis, recruitment methods, employee training and development, performance management, employee engagement, labor laws, and workplace safety.

The aPHRi Certification is recognized internationally, making it a valuable asset for those who are interested in working in global organizations or those who are seeking to broaden their career opportunities beyond their home country. With the aPHRi certification, individuals can demonstrate their understanding of HR practices that are applicable in different countries and cultures.

HRCI Associate Professional in Human Resources - International Sample Questions (Q72-Q77):

NEW QUESTION # 72
Enter the answer as a numeric value.)
An organization has an average of 50 employees during one calendar year. If 8 employees end employment during the year, the annual rate is ________________.%

Answer:

Explanation:
16
Explanation:
* Formula to Calculate Annual Turnover Rate:
Turnover Rate=(Number of Employees Who LeftAverage Number of Employees)×100text{Turnover Rate}
= left( frac{text{Number of Employees Who Left}}{text{Average Number of Employees}} right) times
100Turnover Rate=(Average Number of EmployeesNumber of Employees Who Left)×100
* Applying the Values:
* Number of employees who left: 8
* Average number of employees: 50
Turnover Rate=(850)×100=16%text{Turnover Rate} = left( frac{8}{50} right) times 100 = 16% Turnover Rate=(508)×100=16%
* 16%
* International HR References:
* SHRM Turnover Metrics Guidelines:Provides standardized formulas for turnover calculations.


NEW QUESTION # 73
Which of the following is the best option for measuring the monetary value of a training program?

  • A. Cost-benefit analysis
  • B. Return on investment (ROI)
  • C. Learning management system (LMS)
  • D. Learning program costs

Answer: B

Explanation:
Definition of ROI in Training Programs:
* ROI measures the monetary benefits gained from a training program compared to its costs, expressed as a percentage. It is calculated using the formula: ROI=(TotalBenefits#TotalCosts)TotalCosts×100ROI =
frac{(Total Benefits - Total Costs)}{Total Costs} times 100ROI=TotalCosts (TotalBenefits#TotalCosts)×100 Why ROI is the Best Option:
* ROI provides a comprehensive view of both direct and indirect financial outcomes of training, such as productivity increases, error reduction, or improved employee retention.
* It enables decision-makers to evaluate whether the training aligns with organizational goals and justifies the investment.
Eliminating Incorrect Options:
* A. Cost-benefit analysis: Focuses on comparing costs to benefits but does not provide a direct monetary value or percentage.
* B. Learning program costs: Tracks expenses but does not assess program effectiveness.
* C. Learning management system (LMS): Refers to a platform for delivering and managing training but does not measure monetary outcomes.
International HR References:
* Kirkpatrick Model of Training Evaluation: Includes ROI as part of Level 4 evaluation for training impact.
* ASTD Guidelines: Best practices for calculating ROI in employee development programs.


NEW QUESTION # 74
Tom has noticed a rise in employee questions about benefits and payroll. What should he implement to improve the internal customer service experience?

  • A. Organize frequent feedback sessions
  • B. Develop a comprehensive FAQ section
  • C. Introduce automated response systems
  • D. Increase HR staff training on policies

Answer: B

Explanation:
Developing a comprehensive FAQ section is a practical solution for Tom to improve the internal customer service experience. This resource can provide employees with quick answers to common questions, reducing the volume of inquiries and improving overall efficiency.


NEW QUESTION # 75
In which of the following types of separation does an employee quit after finding a higher paying job?

  • A. Downsizing
  • B. Redundancy
  • C. Voluntary
  • D. Involuntary

Answer: C

Explanation:
Comprehensive and Detailed in Depth Explanation:
Voluntary separation occurs when an employee chooses to leave the organization, such as resigning totake a higher-paying job elsewhere. This is distinct from involuntary separation, where the employer initiates the termination.
* Option A (Downsizing):This is an involuntary separation due to organizational restructuring.
* Option B (Voluntary):Correct, as the employee is choosing to leave for a better opportunity.
* Option C (Redundancy):This is an involuntary separation due to a role being eliminated.


NEW QUESTION # 76
Fill in the blank: A __________ system integrates both financial and non-financial rewards to enhance employee satisfaction and retention.

  • A. Fixed pay grades
  • B. Total rewards
  • C. Basic salary structure
  • D. Standard benefits package

Answer: B

Explanation:
A total rewards system integrates both financial and non-financial rewards to enhance employee satisfaction and retention, creating a more engaged and loyal workforce.


NEW QUESTION # 77
......

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