HRCI aPHRi Associate Professional in Human Resources - International Exam Practice Test

Answer : A

Comprehensive and Detailed in Depth

Performance appraisals provide employees with direct feedback on their work, highlighting strengths, areas for improvement, and progress toward goals. This feedback helps employees understand expectations and grow professionally.

Option A (Direct feedback): Correct, as appraisals offer clear, personalized feedback.

Option B (Training objectives): While appraisals may identify training needs, this is an outcome, not a direct advantage.

Option C (Financial incentives): Incentives may result from appraisals, but they are not a guaranteed advantage.

===========

Answer : C

Importance of Initial Screening of Applications:

The initial screening process is crucial for identifying candidates who meet the basic requirements of the job. This ensures that only qualified candidates proceed to later stages, saving time and resources.

Why Employment History is Key:

C . Employment history provides insight into a candidate's work experience, tenure, career progression, and relevance of their past roles to the current job.

It helps identify patterns such as frequent job changes, gaps in employment, or inconsistencies in their career trajectory that may need further investigation.

Employment history also allows employers to align candidate experience with job requirements, ensuring a better fit.

Eliminating Incorrect Options:

A . Health status: Considering a candidate's health status at the initial screening is inappropriate and could violate anti-discrimination laws such as the Americans with Disabilities Act (ADA) or equivalent international regulations.

B . Reference checks: Reference checks are typically conducted later in the hiring process, not during the initial screening.

D . Salary expectations: While relevant at some stage, salary expectations are usually addressed during interviews or negotiation phases, not during initial screening.

International HR Reference:

Title VII of the Civil Rights Act (U.S.): Prohibits discrimination based on protected characteristics during hiring.

Equality Act 2010 (UK): Protects candidates from discrimination in employment processes.

Answer : D, E

Comprehensive and Detailed in Depth

Training and development programs aim to improve employee performance and support their growth within the organization.

Option A (Encouraging respect for the HR team): This is not a common objective of training programs.

Option B (Stopping employees from being unionized): This is not an appropriate or ethical training objective.

Option C (Tracking hiring success and retention rates of employees): This is an HR metric, not a training objective.

Option D (Promoting individual improvement and career advancement of employees): Correct, as training often focuses on career development.

Option E (Enhancing existing knowledge, skills, and performance capabilities of employees): Correct, as this is a primary goal of training.

===========

Answer : B

Long-Term Outcomes of Employee Orientation:

Employee orientation ensures that new hires feel integrated and aligned with organizational culture and expectations.

Why Employee Retention is Correct:

Effective orientation reduces turnover by helping employees acclimate, feel valued, and perform better in their roles over time.

Eliminating Incorrect Options:

A . Competitive advantage: While important, it is not a direct outcome of orientation.

C . High performance: Performance is improved but is not the primary long-term outcome.

D . Individual development: Development occurs later through training and performance management.

International HR Reference:

SHRM Onboarding Essentials: Highlights orientation's role in improving retention rates.

Answer : D

Comprehensive and Detailed in Depth

An HR audit is a comprehensive review of an organization's HR policies, practices, and procedures to ensure compliance with employment laws and regulations. It identifies gaps, ensures adherence to legal standards (e.g., wage laws, anti-discrimination laws), and mitigates risks.

Option A (Performance intervention): This addresses individual performance issues, not legal compliance.

Option B (HR survey): Surveys collect employee feedback, not directly ensure legal compliance.

Option C (Performance evaluation): This assesses employee performance, not compliance with laws.

Option D (HR audit): Correct, as it systematically ensures compliance with employment laws.

===========

Answer : B

Definition of Short-Term Incentive:

Short-term incentives are rewards given for outstanding performance within a specific period, such as bonuses, commissions, or other financial rewards.

Why Short-Term Incentive is Correct:

It directly acknowledges and rewards top performance, motivating employees to maintain high standards.

Eliminating Incorrect Options:

A . Long service incentive: Recognizes tenure, not performance.

C . Guaranteed annual bonus: Is not tied to performance but often contractual.

Answer : B

When an employee willingly leaves an organization, it is referred to as a resignation. The employee voluntarily informs the organization of their intent to leave, typically providing a notice period.

Explanation of Other Options:

A . Layout: Incorrect term, likely a typo for 'layoff,' which is involuntary.

C . Separation: A broader term that can include voluntary and involuntary departures.

D . Termination: Implies the organization initiated the employee's departure.

SHRM - Candidate Selection Guidelines

CIPD - Stakeholder Analysis and Definitions

ILO - Job Competencies Framework

Harvard Business Review - Resignation Best Practices and Management