Interactive HRCI aPHRi Course & aPHRi Test Questions Answers

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The aPHRi Exam covers a broad range of topics related to human resources management, including talent acquisition and management, compensation and benefits, employee relations, and compliance. aPHRi exam is designed to assess an individual's knowledge and understanding of these topics, as well as their ability to apply this knowledge in practical situations. Passing the exam demonstrates that an individual has a foundational understanding of human resources management and is prepared to begin a career in this field.

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HRCI Associate Professional in Human Resources - International Sample Questions (Q152-Q157):

NEW QUESTION # 152
Why is it important to use multiple data sources when conducting salary and benefits surveys?

A. To validate the reliability of the data
B. To simplify the survey process
C. To reduce costs and time
D. To meet legal requirements

Answer: A

Explanation:
Using multiple data sources when conducting salary and benefits surveys is important to validate the reliability of the data, ensuring that the information is accurate and representative of the market.

NEW QUESTION # 153
Enter the answer as a numeric value.
An organization hired 10 employees in one year and incurred the requirement expenses shown in the table.
The cost per hire is US $_____________.

Answer:

Explanation:
190
Explanation:
Cost per hire is calculated as:
Cost per hire=Total recruitment costsNumber of hires ext{Cost per hire} = rac{ ext{Total recruitment costs}}{ ext{Number of hires}}Cost per hire=Number of hiresTotal recruitment costs Given:
* Total costs = 400 + 700 + 800 = 1,900
* Number of hires = 10
Cost per hire=1,90010=190 ext{Cost per hire} = rac{1,900}{10} = 190Cost per hire=101,900=190
* SHRM - Strategic Planning Guidelines
* CIPD - Compensation Management Best Practices
* ILO - Effective Training Methods
* Recruitment Metrics - Cost Per Hire Calculations
References:

NEW QUESTION # 154
When an employee's pay falls below the minimum salary set for the position, this is known as:

A. Leading the market
B. Green-circle rate
C. Red-circle rate
D. Lagging the market

Answer: B

Explanation:
Comprehensive and Detailed in Depth Explanation:
A green-circle rate refers to a situation where an employee's pay is below the minimum salary range established for their position. This often occurs with new hires or after a salary range adjustment, indicating the employee is underpaid relative to the role's market value.
* Option A (Red-circle rate):This is when an employee's pay is above the maximum salary range for their position, the opposite of the scenario.
* Option B (Green-circle rate):Correct, as it describes pay below the minimum range.
* Option C (Lagging the market):This means the organization's overall pay is below market rates, not specific to an individual's salary range.

NEW QUESTION # 155
__________ is necessary to document the reasons and circumstances surrounding an employee''s voluntary resignation.

A. Changes in team structure and leadership assignments
B. Employee performance evaluations over time
C. Employee engagement levels and satisfaction surveys
D. Exit interviews, which gather feedback from departing employees

Answer: D

Explanation:
Exit interviews, which gather feedback from departing employees, are necessary to document the reasons and circumstances surrounding an employee,s voluntary resignation. This data helps HR understand the employee,s decision to leave and can inform retention strategies.

NEW QUESTION # 156
Which of the following is found in a candidate database?

A. Benefit expectations
B. Disciplinary actions
C. Performance appraisals
D. Job skills

Answer: D

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.
* SHRM: Candidate Database Best Practices.
* CIPD: Talent Acquisition Guidelines.
References:

NEW QUESTION # 157
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Interactive HRCI aPHRi Course & aPHRi Test Questions Answers

100% Pass HRCI - Reliable Interactive aPHRi Course

HRCI Associate Professional in Human Resources - International Sample Questions (Q152-Q157):

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