EXCELLENT VALID APHRI TEST COST | AMAZING PASS RATE FOR APHRI: ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES - INTERNATIONAL | FAST DOWNLOAD APHRI RELIABLE BRAINDUMPS EBOOK

Excellent Valid aPHRi Test Cost | Amazing Pass Rate For aPHRi: Associate Professional in Human Resources - International | Fast Download aPHRi Reliable Braindumps Ebook

Excellent Valid aPHRi Test Cost | Amazing Pass Rate For aPHRi: Associate Professional in Human Resources - International | Fast Download aPHRi Reliable Braindumps Ebook

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You will receive a registration code and download instructions via email. We will be happy to assist you with any questions regarding our products. Our Associate Professional in Human Resources - International (aPHRi) practice exam software helps to prepare applicants to practice time management, problem-solving, and all other tasks on the standardized exam and lets them check their scores. The Associate Professional in Human Resources - International (aPHRi) practice test results help students to evaluate their performance and determine their readiness without difficulty.

HRCI aPHRi Exam validates an individual's knowledge and understanding of various HR topics, including HR operations and administration, talent acquisition, compensation and benefits, employee relations, compliance, and global HR practices. It is an ideal certification for individuals who are just starting their career in HR and are looking to improve their foundational knowledge to advance their career opportunities in the international HR domain.

The aPHRi Certification Exam is a computer-based, multiple-choice exam that consists of 100 questions. Candidates are given two hours to complete the exam, and they must answer at least 70% of the questions correctly to pass the exam. HRCI recommends that candidates have a minimum of one year of experience in a professional HR role or have just completed their bachelor's or master's program in HR to take the certification exam.

HRCI Associate Professional in Human Resources - International Sample Questions (Q51-Q56):

NEW QUESTION # 51
Which law prohibits employment discrimination based on race, color, religion, sex, or national origin?

  • A. Fair Labor Standards Act
  • B. Americans with Disabilities Act
  • C. Family and Medical Leave Act
  • D. Title VII of the Civil Rights Act

Answer: D

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 # 52
A company aims to streamline its performance appraisal process to improve efficiency and accuracy. Which HR administrative function should be reviewed and updated?

  • A. Training and development plans
  • B. Performance management system
  • C. Employee engagement surveys
  • D. Compensation and benefits review

Answer: D

Explanation:
Reviewing and updating the performance management system is essential for streamlining the performance appraisal process. This function ensures that appraisals are conducted efficiently, accurately, and fairly, contributing to better employee performance and development.


NEW QUESTION # 53
What is the first step an HR professional should take when organizing training materials for a new program?

  • A. Inventory current training materials and assess what needs updating.
  • B. Select materials based on availability rather than relevance.
  • C. Use only printed materials to maintain consistency.
  • D. Choose digital materials exclusively to save costs.

Answer: A

Explanation:
Inventorying current training materials and assessing what needs updating is the first step in organizing materials, ensuring that the content is relevant and up-to-date for effective training.


NEW QUESTION # 54
An employee who reveals priority information has breached:

  • A. Organizational-culture
  • B. General guidelines
  • C. A non-disclosure agreement.

Answer: C

Explanation:
Revealing proprietary information constitutes a breach of a non-disclosure agreement (NDA), which legally binds employees to maintain confidentiality about sensitive organizational information.
* Explanation of Other Options:
* A. General guidelines: Broad policies not specific to confidentiality.
* B. Organizational culture: Refers to shared values and norms, not legal requirements.
* SHRM - Attrition and Workforce Planning
* OSHA - Healthy Workspace Environmental Factors
* SHRM - Bereavement Policy Best Practices
* CIPD - Non-Disclosure Agreement Guidelines
References:


NEW QUESTION # 55
The total number of days jobs are open, divided by the total number of jobs available, is the formula used to calculate:

  • A. Yield ratio
  • B. Vacancy costs
  • C. Turnover
  • D. Time-to-fill

Answer: D

Explanation:
Definition of Time-to-Fill:
* Time-to-fill measures the number of calendar days it takes to fill a job vacancy, starting from the date the job is posted to the date a candidate accepts the offer.
* Formula: Time-to-Fill=Total Number of Days Jobs Are OpenTotal Number of Jobs Availabletext
{Time-to-Fill} = frac{text{Total Number of Days Jobs Are Open}}{text{Total Number of Jobs Available}}Time-to-Fill=Total Number of Jobs AvailableTotal Number of Days Jobs Are Open Why Time-to-Fill is Correct:
* It is a key recruitment metric used to evaluate the efficiency of the hiring process.
* Lower time-to-fill indicates a streamlined recruitment process, while higher values may suggest bottlenecks or inefficiencies.
Eliminating Incorrect Options:
* A. Turnover: Refers to the rate at which employees leave the organization and is unrelated to job openings.
* C. Yield ratio: Measures the efficiency of recruiting efforts (e.g., percentage of candidates moving from one stage to the next).
* D. Vacancy costs: Refers to financial losses due to unfilled positions, not the time metric.
International HR References:
* SHRM Metrics Toolkit: Highlights the importance of time-to-fill for evaluating recruitment efficiency.
* ISO 30414: Guidelines for human capital reporting, including recruitment metrics like time-to-fill.


NEW QUESTION # 56
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