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HRCI aPHRi Exam
Associate Professional in Human Resources - International (Page 7 )

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

Which of the following is a key benefit of HR policies and procedures?

  1. Giving employees a complete list of all rules
  2. Helping managers to reduce absenteeism
  3. Making it easier for HR to punish wrongdoers
  4. Helping managers resolve employee relations issues

Answer(s): D

Explanation:

Purpose of HR Policies and Procedures:

HR policies and procedures provide a structured framework for managing workplace expectations,

addressing issues, and ensuring compliance with employment laws.

Why Resolving Employee Relations Issues is Key:

Policies and procedures offer clear guidance on conflict resolution, grievance handling, and workplace conduct, empowering managers to address employee concerns effectively and fairly.

Eliminating Incorrect Options:

A . Giving employees a complete list of all rules: Policies focus on critical guidelines, not exhaustive rules.

B . Helping managers to reduce absenteeism: While policies may influence attendance, this is not their primary benefit.

C . Making it easier for HR to punish wrongdoers: Policies aim to promote fairness, not punitive measures.

International HR


Reference:

SHRM Essentials of Human Resources: Highlights the role of policies in maintaining positive employee relations.

ISO 30414: Encourages transparent HR policies for conflict resolution.



An organization that pays employees based on a flat rate will typically provide compensation:

  1. Based on seniority
  2. Based on performance
  3. At the same rate for the same work.
  4. At an appropriate rate for employment skills

Answer(s): C

Explanation:

Definition of Flat Rate Compensation:

Flat rate compensation involves paying employees a uniform rate for the same type of work, regardless of seniority, performance, or additional factors.

Why Same Rate for Same Work is Correct:

This system ensures consistency and simplicity in compensation, often applied in standardized roles where tasks are uniform and performance differentiation is minimal.

Eliminating Incorrect Options:

A . Based on seniority: Seniority-based pay typically involves incremental increases over time.

B . Based on performance: Flat rate pay is not performance-based.

D . At an appropriate rate for employment skills: Flat rate pay disregards skill variations.

International HR


Reference:

ILO Equal Remuneration Convention (No. 100): Advocates for equal pay for equal work, aligning with flat rate principles.



The process of evaluating results against established expectations is:

  1. Gap analysis
  2. Job analysis
  3. Performance appraisal
  4. Multirotor feedback

Answer(s): C

Explanation:

Definition of Performance Appraisal:

Performance appraisal is a systematic process where employee performance is evaluated against pre-established expectations, such as goals, competencies, and job responsibilities.

Why Performance Appraisal is Correct:

It provides a structured approach to assess results, offer feedback, and identify areas for improvement or recognition. This process directly compares outcomes to expectations.

Eliminating Incorrect Options:

A . Gap analysis: Focuses on identifying gaps between current and desired performance at an organizational or process level.

B . Job analysis: Analyzes job duties, not employee performance.

D . Multirotor feedback: Refers to a feedback process involving multiple sources but does not inherently evaluate results against expectations.

International HR


Reference:

ISO 30414: Encourages structured performance evaluation systems.

SHRM Performance Management Resources: Best practices for appraisals.



high rates of employee absenteeism will have the most impact on:

  1. quality
  2. morale
  3. efficiency
  4. productivity

Answer(s): D

Explanation:

High rates of employee absenteeism directly reduce the overall workforce availability, which negatively impacts the organization's ability to meet output goals.

Explanation of Other Options:

A . Quality: Can be indirectly affected if absenteeism forces untrained staff to perform critical tasks.

B . Morale: Absenteeism may cause frustration among remaining employees, but productivity is the primary concern.

C . Efficiency: Efficiency is reduced but is a secondary effect of decreased productivity.



The main goal of a training program is:

  1. An increase an employee effectiveness
  2. Adherence to statutory requirements.
  3. A decrease in an organization's attrition rate.

Answer(s): A

Explanation:

The main goal of any training program is to enhance employee skills, knowledge, and capabilities to perform their roles more effectively, which directly contributes to organizational success.

Explanation of Other Options:

B . Adherence to statutory requirements: Compliance training is one aspect but not the overarching goal of all training programs.

C . A decrease in attrition: Training indirectly impacts attrition by improving job satisfaction but is not the primary objective.



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