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HRCI aPHRi Exam
Associate Professional in Human Resources - International (Page 3 )

Updated On: 7-Feb-2026
Page 3 of 38
PDF with 182 Questions

Which type of analysis requires the review of tasks and requirements of position?

  1. Needs
  2. Job
  3. Gap
  4. Skills

Answer(s): B

Explanation:

Understanding Job Analysis;

A job analysis is a systematic process of identifying and documenting the duties, responsibilities, and requirements of a position. It serves as the foundation for developing job descriptions, recruitment plans, and performance evaluations.

Core Components of Job Analysis;

Tasks: Specific activities that the employee is expected to perform.

Requirements; Qualifications, skills, and competencies necessary for success in the role.

Why Job Analysis is Relevant;

It provides detailed insights into the position, helping HR professionals design recruitment strategies, training programs, and compensation plans tailored to the role.

It also ensures compliance with labor laws by defining essential job functions, a critical factor in addressing workplace accommodations.

Eliminating Incorrect Options;

A . Needs analysis; Focuses on identifying gaps in knowledge, skills, or resources within an organization, not specific job tasks.

C . Gap analysis; Compares current and desired performance levels, usually at the organizational or team level.

D . Skills analysis; Assesses employee skill levels but doesn't focus on the tasks and requirements of a specific position.

International HR


Reference:

(U.S.) Uniform Guidelines on Employee Selection Procedures; Provides guidelines for job analysis to ensure fair and legally defensible hiring processes.

ISO 30409: 2016 (Human Resource Management ­ Workforce Planning); Includes standards for analyzing job requirements to support organizational goals.



DRAG DROP (Drag and Drop is not supported)

Match each safety issues to the appropriate prevention strategy.

  1. See Explanation for the Answer.

Answer(s): A

Explanation:

Matched Safety Issues to Prevention Strategies:

Working with Chemicals Protective Wear

When working with hazardous chemicals, protective gear such as gloves, goggles, aprons, and respiratory masks are essential. These reduce exposure to harmful substances and ensure the safety of workers.


Reference:

OSHA's Hazard Communication Standard (29 CFR 1910.1200) specifies the requirement for personal protective equipment (PPE) when handling chemicals.

Working at Heights Railing for Fall Protection

For workers operating at heights, fall protection systems such as railings, harnesses, or guardrails are crucial to prevent falls and ensure safety.

OSHA's Fall Protection Standard (29 CFR 1926.501) mandates fall protection for workers at elevated workspaces.

Wet Floor Caution Signage

Wet floors pose a slipping hazard. Placing visible caution signs informs employees of the danger and helps prevent slips, trips, and falls.

OSHA General Duty Clause (Section 5(a)(1)) highlights the importance of hazard communication, including wet floor signage.

Final Matching Summary:

Working with Chemicals Protective Wear

Working at Heights Railing for Fall Protection

Wet Floor Caution Signage


Occupational Safety and Health Administration (OSHA), Hazard Communication Standard (29 CFR 1910.1200).

OSHA, Fall Protection Standard (29 CFR 1926.501).

OSHA, General Duty Clause (Section 5(a)(1)).

International Labour Organization (ILO), "Safety and Health at Work" Guidelines (2022).

National Institute for Occupational Safety and Health (NIOSH), Workplace Safety Recommendations (2021).



Which of the following is found in a candidate database?

  1. Disciplinary actions
  2. Job skills
  3. Benefit expectations
  4. Performance appraisals

Answer(s): B

Explanation:

A candidate database is designed to store information pertinent to recruitment and selection. It includes:

Job Skills: Key competencies and qualifications relevant to job roles, helping recruiters match candidates to positions.

Explanation of Other Options:

A . Disciplinary actions: These are internal records maintained post-hiring, not typically part of a candidate database.

C . Benefit expectations: These are discussed during negotiations and not stored in a pre-hiring database.

D . Performance appraisals: These are post-hiring evaluations, irrelevant to candidate databases.


Reference:

SHRM: Candidate Database Best Practices.

CIPD: Talent Acquisition Guidelines.



Which of the following is a document that outlines an organization's policies on legal and ethical standards?

  1. Code of conduct
  2. Conflict of interest
  3. Confidentially agreement
  4. Standard operating procedure

Answer(s): A

Explanation:

A Code of Conduct outlines an organization's policies on legal and ethical standards, defining acceptable behaviors and guiding employees in decision-making.

Explanation of Other Options:

B . Conflict of interest: Focuses on situations where personal interests may conflict with organizational goals but is part of the broader code of conduct.

C . Confidentiality agreement: A legal document ensuring sensitive information is protected, but it doesn't cover comprehensive ethical guidelines.

D . Standard operating procedure: Describes step-by-step workflows, unrelated to legal/ethical standards.


Reference:

SHRM: Building an Effective Code of Conduct.

ILO Guidelines on Ethical Standards in the Workplace.



An organization hires additional employees at a specific period of the year. This employment type is called:

  1. On-call
  2. Agency
  3. Part-time
  4. seasonal

Answer(s): D

Explanation:

Definition of Seasonal Employment:

Seasonal employment refers to hiring additional workers during specific times of the year when the demand for labor increases temporarily. Examples include retail positions during the holiday season, agricultural workers during harvest, or resort staff during tourist peaks.

Why Seasonal is the answer;


Seasonal employees fill temporary needs directly tied to specific periods and are not intended as long-term or permanent hires.

These workers often work full- or part-time hours but are employed only for a limited duration.

Eliminating Incorrect Options:

A . On-call: Refers to employees who work irregular hours and are available to work as needed, not tied to specific times of the year.

B . Agency: Refers to employees hired through staffing agencies, often for temporary assignments, not specifically linked to a season.

C . Part-time: Involves reduced hours but is unrelated to seasonal demand.

International HR


Reference:

Fair Labor Standards Act (U.S.): Governs seasonal and temporary employment, setting wage and hour guidelines.

ILO Convention on Employment Policy (C122): Addresses fair employment practices, including seasonal work.






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