APHRI HIGH PASSING SCORE - RELEVANT APHRI ANSWERS

aPHRi High Passing Score - Relevant aPHRi Answers

aPHRi High Passing Score - Relevant aPHRi Answers

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Tags: aPHRi High Passing Score, Relevant aPHRi Answers, Test aPHRi Online, Certification aPHRi Dumps, aPHRi Complete Exam Dumps

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A holder of an aPHRi Certification is equipped with the foundational knowledge required to handle HR tasks such as employee relations, recruitment, and retention, performance management, compensation and benefits, and employment law. Associate Professional in Human Resources - International certification not only helps individuals gain knowledge but also provides affirmation of their skills, which can help them increase their chances of getting hired in the HR field.

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Free PDF Quiz 2025 HRCI Fantastic aPHRi High Passing Score

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HRCI Associate Professional in Human Resources - International Sample Questions (Q142-Q147):

NEW QUESTION # 142
Which of the following examples could be included in an employee benefit package?

  • A. Performance bonus
  • B. Sales commission
  • C. Time-off pay
  • D. Overtime pay

Answer: C

Explanation:
Comprehensive and Detailed in Depth Explanation:
An employee benefit package typically includes non-wage compensation provided to employees, such as health insurance, retirement plans, and paid time off. Time-off pay (e.g., vacation or sick leave) is a common benefit that supports work-life balance.
* Option A (Time-off pay):Correct, as it is a standard employee benefit.
* Option B (Performance bonus):This is a form of variable pay, not a benefit, as it is tied to performance.
* Option C (Sales commission):This is also variable pay, not a benefit, as it depends on sales results.


NEW QUESTION # 143
Sarah has just joined a multinational corporation. Her onboarding process includes sessions where she meets different department heads and learns about the company''s mission and values. What is this aspect of the onboarding process focused on?

  • A. Introducing company culture
  • B. Discussing benefits and compensation
  • C. Reviewing company policies
  • D. Completing paperwork

Answer: A

Explanation:
Introducing company culture in the onboarding process focuses on helping new employees understand the company,s mission, values, and overall organizational ethos, which is critical for their integration.


NEW QUESTION # 144
Choose the correct incentive plan for each of the examples.

Answer:

Explanation:

Explanation:
Short-term Incentive#Pay for quarterly achievements
* Explanation: These rewards are tied to short-term goals and frequent performance evaluations.
Long-term Incentive#Encourage sense of ownership
* Explanation: Long-term incentives like profit-sharing or equity grants create a connection to the organization's success over time.
Short-term Incentive#Pay for complexity of work
* Explanation: These are immediate rewards based on task difficulty.
Long-term Incentive#Provide stock options with a vesting schedule
* Explanation: Vesting schedules reward employees for staying with the company long-term while aligning with corporate success.


NEW QUESTION # 145
When confirming a candidate's personal and professional records, an organization may conduct a(n):

  • A. Behavioral interview
  • B. Background check
  • C. Employment investigation
  • D. Resume screening

Answer: B

Explanation:
Purpose of a Background Check:
* Background checks verify a candidate's personal and professional records, ensuring their qualifications, employment history, and criminal records (if applicable) meet organizational standards.
Why Background Check is Correct:
* This process confirms the accuracy of the information provided by the candidate and minimizes risks to the organization.
Eliminating Incorrect Options:
* A. Resume screening: Involves reviewing resumes to shortlist candidates but does not confirm records.
* C. Behavioral interview: Evaluates behavioral traits, not factual records.
* D. Employment investigation: This term is less commonly used and may imply a deeper, often internal, investigation.
International HR References:
* FCRA (U.S.): Provides guidelines on conducting lawful background checks.


NEW QUESTION # 146
Which of the following parties is responsible for scheduling health and safety training in an organization?

  • A. Employer
  • B. Safety consultant
  • C. Regulatory body
  • D. Independent auditor

Answer: A

Explanation:
* Employer Responsibility in Health and Safety Training:Employers have a legal and ethical duty to ensure the health and safety of their employees. This includes scheduling, organizing, and funding health and safety training programs as part of their obligations under various workplace safety laws and regulations globally.
* Global Legal Frameworks and Obligations:
* Occupational Safety and Health Administration (OSHA) - United States:The employer is required to provide health and safety training under OSHA's General Duty Clause (Section 5(a) (1)). This mandates employers to furnish a workplace free from recognized hazards and to provide adequate training on safety procedures.
* Health and Safety at Work Act (1974) - United Kingdom:Employers must ensure that their employees receive training and supervision to perform their work safely (Section 2). This explicitly puts the responsibility for scheduling and managing training on employers.
* International Labour Organization (ILO) Standards:The ILO's Occupational Safety and Health Convention, 1981 (No. 155) emphasizes that employers are responsible for organizing ongoing training to ensure a safe working environment.
* Role of Other Parties:
* B. Regulatory Body:Regulatory bodies (e.g., OSHA, HSE) provide guidelines, compliance standards, and sometimes offer resources or inspections, but they do not schedule training for organizations. Their role is supervisory and advisory.
* C. Safety Consultant:Safety consultants may assist in designing or delivering training programs, but they act as external advisors. The responsibility for scheduling rests with the employer.
* D. Independent Auditor:Independent auditors evaluate compliance with safety standards and may recommend training. However, they are not involved in planning or scheduling training programs.
* Best Practices for Employers:Employers must:
* Conduct a needs analysis to identify specific training requirements based on industry risks.
* Develop a training calendar and ensure sessions are scheduled for all employees, including new hires and those requiring refresher training.
* Keep documentation of training provided to comply with legal requirements and audits.
References:Occupational Safety and Health Administration (OSHA), United States: OSHA Training Requirements Health and Safety Executive (HSE), United Kingdom: HSE Legal Duties International Labour Organization (ILO): ILO C155 - Occupational Safety and Health Convention Canadian Centre for Occupational Health and Safety (CCOHS): Employer Responsibilities in Training


NEW QUESTION # 147
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