HRCI APHRI LATEST TEST PRACTICE | APHRI DEMO TEST

HRCI aPHRi Latest Test Practice | aPHRi Demo Test

HRCI aPHRi Latest Test Practice | aPHRi Demo Test

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Tags: aPHRi Latest Test Practice, aPHRi Demo Test, aPHRi Valid Exam Pass4sure, Guide aPHRi Torrent, Online aPHRi Version

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The Associate Professional in Human Resources - International (aPHRi) certification is an entry-level credential offered by the Human Resource Certification Institute (HRCI) to individuals who are interested in starting their career in the human resources field. Associate Professional in Human Resources - International certification focuses on the fundamental skills and knowledge required to support HR operations.

HRCI aPHRi Certification Exam is an entry-level certification that validates the foundational knowledge and skills of professionals in the HR field. It covers a range of HR topics and is available in English at testing centers around the world. Associate Professional in Human Resources - International certification is a valuable credential for individuals seeking to establish themselves in the field and can lead to increased job opportunities and higher salaries.

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HRCI Associate Professional in Human Resources - International Sample Questions (Q98-Q103):

NEW QUESTION # 98
Which of the following is short-term solution an organization might take to immediately reduce overhead costs even through it may result in damage to employee morale?

  • A. Reduction in work hours
  • B. Downsizing
  • C. Restructuring
  • D. Hiring freeze

Answer: B

Explanation:
Downsizing is a short-term solution used to immediately reduce overhead costs by eliminating positions.
However, it often negatively impacts employee morale due to job insecurity and loss of colleagues.
* Explanation of Other Options:
* B. Hiring freeze: Prevents new hires but doesn't reduce existing costs.
* C. Restructuring: Focuses on long-term operational improvements, not immediate cost reduction.


NEW QUESTION # 99
To help protect the internal network, an organization should:

  • A. Warm employees by sharing suspicious emails.
  • B. Reveal passwords only to supervisors and managers.
  • C. Prevent the installation of unlicensed software.
  • D. Give all employees access to the organization's firewall.

Answer: C

Explanation:
Protecting Internal Networks:
* Unlicensed software can pose significant risks, including malware, data breaches, and legal liabilities.
Preventing its installation ensures a secure network environment.
Why Preventing Unlicensed Software is Correct:
* This practice reduces vulnerabilities and ensures compliance with software licensing laws, safeguarding the network.
Eliminating Incorrect Options:
* A. Warn employees by sharing suspicious emails: While useful, it's a reactive measure and less effective as a preventive strategy.
* C. Reveal passwords only to supervisors and managers: Passwords should never be shared, regardless of rank.
* D. Give all employees access to the organization's firewall: This would compromise the firewall's effectiveness.
International HR References:
* ISO/IEC 27001: Recommends software compliance and cybersecurity measures.


NEW QUESTION # 100
An international corporation aims to improve its succession planning process. Describe the steps an HR manager should take to identify and develop potential leaders within the company.

  • A. Conduct talent assessments to identify high-potential employees.
  • B. Limit career development opportunities to high-level positions.
  • C. Use only internal assessments to identify leaders.
  • D. Rely on external recruitment to fill leadership positions.

Answer: A

Explanation:
Conducting talent assessments to identify high-potential employees allows the HR manager to focus development efforts on individuals who have the potential to grow into leadership roles, enhancing the effectiveness of succession planning.


NEW QUESTION # 101
Which of the following are the main purposes of a total compensation system? (Select TWO options.)

  • A. To retain strong performing employees
  • B. To align employees' pay with organizational goals
  • C. To have a tool for disciplinary action
  • D. To eliminate turnover for employees
  • E. To lead the market in pay and benefits

Answer: A,B

Explanation:
Comprehensive and Detailed in Depth Explanation:
A total compensation system includes all forms of pay and benefits (e.g., salary, bonuses, health insurance) provided to employees. Its main purposes are to attract, motivate, and retain talent while ensuring alignment with organizational objectives.
* Option A (To eliminate turnover for employees):While compensation can reduce turnover,
"eliminating" it is unrealistic, as turnover can occur for many reasons.
* Option B (To have a tool for disciplinary action):Compensation is not a disciplinary tool; discipline involves other processes.
* Option C (To lead the market in pay and benefits):Leading the market may be a strategy, but it is not a main purpose of a compensation system.
* Option D (To retain strong performing employees):Correct, as a key purpose is to retain talent by offering competitive rewards.


NEW QUESTION # 102
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 aneeds analysisto identify specific training requirements based on industry risks.
* Develop atraining calendarand ensure sessions are scheduled for all employees, including new hires and those requiring refresher training.
* Keepdocumentationof training provided to comply with legal requirements and audits.


NEW QUESTION # 103
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