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HRCI aPHRi Exam
Associate Professional in Human Resources - International (Page 5 )

Updated On: 7-Feb-2026
Page 5 of 38
PDF with 182 Questions

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



The total number of days jobs are open, divided by the total number of jobs available, is the formula used to calculate:

  1. Turnover
  2. Time-to-fill
  3. Yield ratio
  4. Vacancy costs

Answer(s): B

Explanation:

Definition of Time-to-Fill:

Time-to-fill measures the number of calendar days it takes to fill a job vacancy, starting from the date the job is posted to the date a candidate accepts the offer.

Formula: Time-to-Fill=TotalNumberofDaysJobsAreOpenTotalNumberofJobsAvailable\text{Time- to-Fill} = \frac{\text{Total Number of Days Jobs Are Open}}{\text{Total Number of Jobs Available}}Time-to-Fill=TotalNumberofJobsAvailableTotalNumberofDaysJobsAreOpen

Why Time-to-Fill is Correct:

It is a key recruitment metric used to evaluate the efficiency of the hiring process.

Lower time-to-fill indicates a streamlined recruitment process, while higher values may suggest bottlenecks or inefficiencies.

Eliminating Incorrect Options:

A . Turnover: Refers to the rate at which employees leave the organization and is unrelated to job openings.

C . Yield ratio: Measures the efficiency of recruiting efforts (e.g., percentage of candidates moving from one stage to the next).

D . Vacancy costs: Refers to financial losses due to unfilled positions, not the time metric.

International HR


Reference:

SHRM Metrics Toolkit: Highlights the importance of time-to-fill for evaluating recruitment efficiency.

ISO 30414: Guidelines for human capital reporting, including recruitment metrics like time-to-fill.



Which of the following are the primary reasons to start an HR function in an organization? (Select options.)

  1. Legal compliance
  2. Employer branding
  3. Telnet management
  4. Telnet management
  5. Employee engagement

Answer(s): A,E

Explanation:

Primary Reasons to Start an HR Function:

A . Legal compliance:

Ensures the organization adheres to employment laws and regulations such as fair hiring practices, wage and hour laws, and workplace safety standards.

Compliance reduces legal risks and ensures fair treatment of employees.

E . Employee engagement:

HR helps create a workplace culture that promotes satisfaction, motivation, and productivity, reducing turnover and enhancing organizational performance.

Eliminating Incorrect Options:

B . Employer branding: While important, it is more of a strategic initiative than a fundamental reason to establish HR.

C/D. Talent management: These are significant HR functions but are typically developed after the HR department is established.

International HR


Reference:

Fair Labor Standards Act (U.S.): Governs legal compliance in the workplace.

ILO Declaration on Fundamental Principles and Rights at Work: Guides compliance and engagement initiatives.



An organization's openness to change is an example of its:

  1. Core values
  2. Vision
  3. Strategic plan
  4. Mission.

Answer(s): A

Explanation:

Core Values and Openness to Change:

Core values represent the fundamental beliefs and guiding principles of an organization.

Openness to change reflects an organization's adaptability and willingness to embrace innovation, which is an inherent aspect of its core values.

Eliminating Incorrect Options:

B . Vision: Describes the organization's aspirational future.

C . Strategic plan: Outlines steps to achieve goals but does not define cultural aspects like openness to change.

D . Mission: States the organization's purpose, not its adaptability.

International HR


Reference:

ISO 30414: Emphasizes aligning core values with organizational culture and adaptability.



An application tracking system may be used to screen.

  1. Education level
  2. Counter offers
  3. Employment interviews
  4. Job postings

Answer(s): A

Explanation:

Role of an Applicant Tracking System (ATS):

An ATS is used to streamline the recruitment process by screening, organizing, and filtering applications based on predefined criteria.

Education level is a common screening criterion that can be configured in ATS to shortlist candidates meeting the minimum qualifications.

Eliminating Incorrect Options:

B . Counter offers: ATS does not handle negotiations or offers.

C . Employment interviews: ATS does not conduct interviews; it facilitates scheduling and tracking.

D . Job postings: While ATS is used for posting jobs, this is unrelated to its screening capability.

International HR


Reference:

SHRM Recruitment Resources: Highlights the use of ATS in automating candidate screening based on qualifications.

ISO 30405: Provides guidelines for recruitment, including the use of ATS.



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