Title: Quiz 2026 HRCI aPHRi: Associate Professional in Human Resources - International– [Print This Page] Author: paullee503 Time: yesterday 20:24 Title: Quiz 2026 HRCI aPHRi: Associate Professional in Human Resources - International– P.S. Free & New aPHRi dumps are available on Google Drive shared by 2Pass4sure: https://drive.google.com/open?id=1OLgBOR4RIB_9I0v3j_RSZMTXsoR19SPb
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The aPHRi certification exam is an excellent way for individuals to demonstrate their knowledge and understanding of HR practices, laws, and regulations. It is an entry-level certification that is suitable for individuals who are new to the HR profession or those who are transitioning from a non-HR role to an HR position. aPHRi Exam covers six functional areas of HR, and its successful completion can lead to better job opportunities and higher salaries. HRCI Associate Professional in Human Resources - International Sample Questions (Q89-Q94):NEW QUESTION # 89
Which of the following should be included in an anti-harassment policy?
A. Tips for employees to resolve the harassment on their own
B. A statement of potential confidentiality
C. Name and title of HR representative
D. A clear explanation of prohibited conduct
Answer: D
Explanation:
Comprehensive and Detailed in Depth Explanation:
An anti-harassment policy is a critical document that outlines the organization's commitment to a harassment- free workplace. It must include a clear explanation of prohibited conduct (e.g., sexual harassment, bullying) to ensure employees understand what behaviors are unacceptable and to provide a basis for enforcement.
* Option A (Name and title of HR representative): While contact information may be included, it is not a core component of the policy itself.
* Option B (A statement of potential confidentiality): Confidentiality is important, but it is a procedural detail, not the main focus.
* Option C (A clear explanation of prohibited conduct): Correct, as this is a fundamental element of an anti-harassment policy.
Reference: aPHRi knowledge domain - Employee Relations: Developing anti-harassment policies, including defining prohibited conduct.===========
NEW QUESTION # 90
An organization hires additional employees at a specific period of the year. This employment type is called:
A. seasonal
B. Agency
C. On-call
D. Part-time
Answer: A
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.
* 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 References:
* 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.
NEW QUESTION # 91
An international company wants to assess the impact of its recent training programs. Describe the steps an HR manager should take to evaluate the training''s effectiveness using participant surveys.
A. Design and distribute surveys to gather feedback.
B. Rely on qualitative data from manager observations.
C. Conduct statistical analysis of survey results.
D. Analyze the training content for relevance and clarity.
Answer: A
Explanation:
Designing and distributing surveys to gather feedback provides a structured method for collecting comprehensive data on the training program,s impact, helping HR managers assess its effectiveness and areas for improvement.
NEW QUESTION # 92
The most common way to source passive job candidates is to use:
A. An internal posting
B. Radio advertisement
C. Professional associations.
D. A jon fair
Answer: C
Explanation:
Professional associations are one of the most common ways to source passive job candidates, as they often house directories, forums, and networking opportunities for experienced professionals who are not actively seeking jobs but are open to discussions.
* Why Professional Associations (A) is Correct:
* Professional associations are one of the most effective ways to source passive candidates, as they are typically composed of individuals who are already employed and engaged in their respective industries or professions. These associations provide networking opportunities, industry events, and specialized job boards where recruiters can identify and connect with high-caliber talent who may not be actively looking for new roles.
Reference: According to SHRM's "Guide to Passive Candidate Recruitment" (2022), professional associations are cited as a leading source for engaging passive talent.
Why Not Job Fair (B):
Job fairs primarily target active job seekers, such as recent graduates or individuals actively looking for new opportunities. Passive candidates typically do not attend job fairs.
Reference: CIPD, "Recruitment Strategies for Active vs Passive Talent" (2023).
Why Not Internal Posting (C):
Internal postings are aimed at existing employees within the organization, not passive candidates who are external to the company. While useful for internal mobility, they do not address external talent sourcing.
Reference: Harvard Business Review, "Internal vs External Recruitment" (2021).
Why Not Radio Advertisement (D):
Radio advertisements are generally broad and target a mass audience, making them less effective for reaching the skilled and selective passive job candidate pool.
Reference: SHRM, "Effectiveness of Recruitment Media Channels" (2022).
Final Justification:
Professional associations are a targeted and industry-specific method for sourcing passive candidates, making them the most effective option in this scenario.
References:
Society for Human Resource Management (SHRM), "Guide to Passive Candidate Recruitment" (2022).
Chartered Institute of Personnel and Development (CIPD), "Recruitment Strategies for Active vs Passive Talent" (2023).
Harvard Business Review, "Internal vs External Recruitment" (2021).
SHRM, "Effectiveness of Recruitment Media Channels" (2022).
WorldatWork, "Best Practices in Talent Sourcing" (2021).
NEW QUESTION # 93
A job description should include details about _______ to provide a comprehensive understanding of the role.
A. Company policies
B. Employee achievements
C. Skills and qualifications
D. Team structures
Answer: C
Explanation:
Including skills and qualifications in a job description provides a comprehensive understanding of what is needed to perform the job effectively. This section outlines the required education, experience, and specific abilities necessary for the role.
NEW QUESTION # 94
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