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Free HRCI aPHRi Exam Questions (page: 3)

Page 3 of 24
PDF with 182 Questions

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.



Which of the following is the best option for measuring the monetary value of a training program?

  1. Cost-benefit analysis
  2. Learning program costs
  3. Learning management system (LMS)
  4. Return on investment (ROI)

Answer(s): D

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


Reference:

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.



Accidents and injuries in the workplace affect an organization's bottom line most directly through:

  1. Lost workdays
  2. Equipment repairs
  3. Insurance premiums
  4. Production costs

Answer(s): A

Explanation:

Impact of Workplace Accidents on the Bottom Line:

Lost workdays refer to the period employees are unable to work due to injuries or illnesses sustained on the job. This directly affects productivity and increases operational costs.

Why Lost Workdays is Most Direct:

When employees are absent, organizations may face reduced output, increased overtime costs to cover shifts, or delays in meeting deadlines.

Indirect impacts like reduced morale or turnover can compound financial losses.

Eliminating Incorrect Options:

B . Equipment repairs: While relevant, these costs are typically infrequent and less direct than lost productivity.

C . Insurance premiums: Premium increases occur over time and are a secondary consequence of workplace incidents.

D . Production costs: These may rise due to accidents, but lost workdays are a more immediate and measurable effect.

International HR


Reference:

Occupational Safety and Health Administration (OSHA): Provides frameworks for tracking workplace injuries and their financial impact.

ILO Guidelines on Occupational Safety and Health (2001): Discusses economic impacts of workplace injuries, including lost productivity.



DRAG DROP (Drag and Drop is not supported)

Place the commonly used steps in the employment termination process in order.

  1. See Explanation for the Answer.

Answer(s): A

Explanation:



Ordered Employment Termination Process:

Prepare a file documenting the reasons for the dismissal Step 1

Documentation is the foundation of any termination process. It ensures that the reasons for termination are clear, consistent, and legally compliant. Proper records help protect the organization from potential legal challenges and ensure fairness.


Reference:

SHRM's "Guide to Documenting Employee Performance Issues" (2022).

Call the employee into a private office for a short, clear meeting Step 2

A private meeting is essential to communicate the termination decision respectfully and clearly. This ensures confidentiality and professionalism, allowing the employee to process the information in a dignified manner.


SHRM, "How to Conduct a Termination Meeting" (2021).

Communicate any benefits that the employee will receive, such as a severance package Step 3 Clearly communicating severance, benefits, or final paycheck details demonstrates fairness and reduces post-termination misunderstandings. It also supports compliance with labor laws and ensures a smoother transition.


"Severance Pay Best Practices," International Labour Organization (ILO) (2023).

Communicate with the rest of the organization about the departure of the employee Step 4

Informing the organization appropriately helps maintain workplace morale and transparency. The announcement should respect the departing employee's privacy while addressing any operational impacts.


CIPD's "Managing Organizational Changes and Communication" (2022).

Final Matching Summary:

Step 1: Prepare a file documenting the reasons for the dismissal.

Step 2: Call the employee into a private office for a short, clear meeting.

Step 3: Communicate any benefits that the employee will receive, such as a severance package.

Step 4: Communicate with the rest of the organization about the departure of the employee.


Society for Human Resource Management (SHRM), "Guide to Documenting Employee Performance Issues" (2022).

SHRM, "How to Conduct a Termination Meeting" (2021).

International Labour Organization (ILO), "Severance Pay Best Practices" (2023).

Chartered Institute of Personnel and Development (CIPD), "Managing Organizational Changes and Communication" (2022).

Harvard Business Review, "Steps to Ethical Termination Practices" (2020).



Which of the following tools is best used to compare attrition rates year over year?

  1. Pie chart
  2. Bar graph
  3. Flowchart
  4. Venn diagram

Answer(s): B

Explanation:

A bar graph is the most effective tool for comparing attrition rates year over year because:

It visually represents data in discrete categories (e.g., years).

It allows clear comparison of changes in attrition rates over time.

Explanation of Other Options:

A . Pie chart: Better suited for proportional comparisons, not trends over time.

C . Flowchart: Represents processes, not data trends.

D . Venn diagram: Displays relationships or overlaps, irrelevant for year-over-year comparisons.



Which of the following initiatives will most likely ensure that employees' skill continue to be relevant to business trends? (Two options.)

  1. Team bonding
  2. Online training
  3. Career planning
  4. Salary increases
  5. Knowledge sharing

Answer(s): B,E

Explanation:

Online Training:

Provides employees with access to updated skills and knowledge aligned with business trends.

Scalable and customizable to individual and organizational needs.

Knowledge Sharing:

Encourages collaboration and dissemination of industry trends and innovations among employees,

ensuring continuous learning and adaptability.

Explanation of Other Options:

A . Team bonding: Improves teamwork but does not address skill relevance.

C . Career planning: Focuses on long-term growth rather than immediate skill relevance.

D . Salary increases: Motivates employees but does not ensure skill improvement.



Compensation surveys are used to:

  1. Benchmark pay practices against competitors.
  2. Identity hiring trends within the industry.
  3. Calculate an organization's return on investment (ROI).
  4. Review an organization's benefits program.

Answer(s): A

Explanation:

Compensation surveys are designed to:

Collect data on salaries, benefits, and other compensation components across similar organizations or industries.

Help organizations compare and align their pay structures with competitors to remain competitive in attracting and retaining talent.

Explanation of Other Options:

B . Identify hiring trends: Typically analyzed through labor market studies, not compensation surveys.

C . Calculate ROI: Involves financial performance metrics, unrelated to compensation surveys.

D . Review benefits programs: May be included in surveys but is not the primary purpose.


Reference:

SHRM - Employee Termination Best Practices

CIPD - Compensation and Benefits Analysis

ILO - Guidelines for Termination

McKinsey - Employee Skill Development Trends



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