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HRCI Associate Professional in Human Resources - International aPHRi Exam Questions
Question 1
Which of the following review methods measures an employee's performance against notable events?
Answer : B
Comprehensive and Detailed in Depth
The critical incident method involves evaluating an employee's performance based on specific, notable events (incidents) that exemplify exceptional or poor performance. These incidents are documented and used to assess overall effectiveness.
Option A (Ranking): This ranks employees against each other, not based on specific events.
Option B (Critical incident): Correct, as it focuses on notable performance events.
Option C (Forced distribution): This categorizes employees into performance groups (e.g., top 10%), not event-based.
Option D (Management by objectives (MBO)): This evaluates performance against predefined goals, not specific incidents.
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Question 2
An organization that focuses primarily on mid-level to senior level recruitment is commonly referred to as a(n):
Answer : C
Question 3
Fill in blank
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 : A
Cost per hire is calculated as:
Costperhire=TotalrecruitmentcostsNumberofhires\text{Cost per hire} = \frac{\text{Total recruitment costs}}{\text{Number of hires}}Costperhire=NumberofhiresTotalrecruitmentcosts
Given:
Total costs = 400 + 700 + 800 = 1,900
Number of hires = 10
Costperhire=1,90010=190\text{Cost per hire} = \frac{1,900}{10} = 190Costperhire=101,900=190
SHRM - Strategic Planning Guidelines
CIPD - Compensation Management Best Practices
ILO - Effective Training Methods
Recruitment Metrics - Cost Per Hire Calculations
Question 4
Fill in Blank
An organization of 360 employees reported a turnover rate of 5%, or ______ separation(s) in a given year.
Answer : E
Comprehensive and Detailed in Depth
Turnover rate is calculated as the percentage of employees who leave an organization over a specific period. To find the number of separations, we use the formula:
Number of separations = Total employees (Turnover rate 100).
Given: Total employees = 360, Turnover rate = 5%.
Number of separations = 360 (5 100) = 360 0.05 = 18.
Thus, a 5% turnover rate for 360 employees results in 18 separations in the year. This calculation aligns with HR metrics commonly covered in aPHRi, which emphasizes understanding turnover and its impact on workforce planning.
Question 5
To increase participation in an employee engagement survey, it is most important for it to be:
Answer : D
Comprehensive and Detailed in Depth
Employee engagement surveys measure employees' feelings about their work environment, leadership, and job satisfaction. To increase participation, the survey must be confidential, ensuring employees feel safe to provide honest feedback without fear of retaliation. Anonymity encourages higher response rates by building trust.
Option A (Timely): While timing matters, it is not the most critical factor for participation.
Option B (Concise): A concise survey is helpful, but employees may still not participate if they fear their responses aren't private.
Option C (Relevant): Relevance ensures meaningful data, but it doesn't directly drive participation.
Option D (Confidential): Correct, as confidentiality is the most important factor to encourage honest participation.
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Question 6
Determining the skills required for a position is most important when conducting a:
Answer : A
Comprehensive and Detailed in Depth
A job analysis is a systematic process of collecting information about a job's duties, responsibilities, required skills, and qualifications to create a job description and specification. Determining the skills required for a position is a core component of job analysis, as it ensures the role is clearly defined for recruitment, training, and performance management.
Option A (Job analysis): Correct, as identifying required skills is a primary outcome of job analysis.
Option B (Salary negotiation): This focuses on determining pay, not identifying skills, though skills may influence the negotiation.
Option C (Performance review): This evaluates an employee's performance in a role, not the skills required for the position itself.
Option D (Job rotation program): This involves moving employees between jobs for development, but it does not focus on determining skills for a specific position.
In the aPHRi framework, job analysis is a foundational step in recruitment and workforce planning, ensuring roles are well-defined.
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Question 7
Which of the following is a method to collect information about work behaviors, conditions, and characteristics that apply to a job?
Answer : C
Comprehensive and Detailed in Depth
A position analysis questionnaire (PAQ) is a structured tool used to collect detailed information about a job's duties, responsibilities, work behaviors, conditions, and characteristics. It is commonly used in job analysis to create accurate job descriptions and specifications.
Option A (Applicant entrance exam): This assesses candidate skills, not job characteristics.
Option B (Employee satisfaction survey): This measures employee perceptions, not job-specific details.
Option C (Position analysis questionnaire): Correct, as it is a specific method for collecting job-related information.
Option D (Individual performance assessment): This evaluates an employee's performance, not the job itself.
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