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[General] Reliable aPHRi Test Blueprint & Reliable aPHRi Test Tutorial

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【General】 Reliable aPHRi Test Blueprint & Reliable aPHRi Test Tutorial

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HRCI Associate Professional in Human Resources - International Sample Questions (Q157-Q162):NEW QUESTION # 157
Match the best recruitment method to the type telnet the organization is trying to hire.

Answer:
Explanation:

Explanation:

Matched Recruitment Method to the Talent Type:
* Internal Search#Organizational Knowledge and Experience
* Explanation:Internal searches involve identifying talent within the existing workforce.
Employees already familiar with the organization's culture, policies, and operations are best suited for roles requiring organizational knowledge and experience. Internal promotions or lateral movements also enhance employee retention and morale.

NEW QUESTION # 158
Which of the following is an effective strategy for managing absenteeism in an international organization?
  • A. Monitor attendance without enforcing consequences.
  • B. Ignore minor absenteeism issues to maintain morale.
  • C. Allow flexible work hours without tracking attendance.
  • D. Implement a clear attendance policy with consequences for non-compliance.
Answer: D
Explanation:
Implementing a clear attendance policy with consequences for non-compliance helps manage absenteeism by setting clear expectations and providing a structured approach to addressing issues, ensuring consistency and fairness.

NEW QUESTION # 159
Which law prohibits employment discrimination based on race, color, religion, sex, or national origin?
  • A. Title VII of the Civil Rights Act
  • B. Americans with Disabilities Act
  • C. Fair Labor Standards Act
  • D. Family and Medical Leave Act
Answer: A
Explanation:
Title VII of the Civil Rights Act prohibits employment discrimination based on race, color, religion, sex, or national origin. This law is a cornerstone of employment discrimination law in the United States and is essential for fair hiring practices.

NEW QUESTION # 160
Which of the following is an example of downward communication in an organization?
  • A. Satisfaction survey
  • B. Suggestion box
  • C. Bulletin announcement
  • D. Grievance procedure
Answer: C
Explanation:
Comprehensive and Detailed in Depth Explanation:
Downward communication flows from higher levels of the organization (e.g., management) to lower levels (e.
g., employees). A bulletin announcement, such as a memo or notice from management, is an example of downward communication, as it conveys information, updates, or directives to employees.
* Option A (Satisfaction survey):This is upward communication, as employees provide feedback to management.
* Option B (Grievance procedure):This is also upward, as employees raise concerns to management.
* Option C (Suggestion box):This is upward communication, allowing employees to share ideas with management.

NEW QUESTION # 161
A job evaluation that compares salary to external factors is known as:
  • A. Content-based
  • B. Ranking
  • C. Market-based
  • D. Pay grade
Answer: C
Explanation:
Comprehensive and Detailed in Depth Explanation:
Job evaluation is the process of determining the relative worth of jobs within an organization to establish fair pay structures. A market-based job evaluation compares the salary of a position to external market data (e.g., industry benchmarks) to ensure competitiveness.
* Option A (Ranking): The ranking method involves ordering jobs from highest to lowest value within the organization, not comparing to external factors.
* Option B (Pay grade): Pay grades are salary ranges assigned to jobs, not a method of evaluation.
* Option C (Market-based): Correct, as this method directly compares salaries to external market rates to determine job value.
Reference: aPHRi knowledge domain - Compensation and Benefits: Job evaluation methods, including market-based approaches.===========

NEW QUESTION # 162
......
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