aPHRi Exam Dumps - Associate Professional in Human Resources - International

Comprehensive and Detailed in Depth Explanation:

Alternative staffing programs provide flexible employment arrangements to meet organizational needs. Job sharing, where two or more employees share the responsibilities of one full-time position, is a common example of an alternative staffing program, allowing for flexibility and work-life balance.

Option A (Succession planning):This prepares employees for future roles, not a staffing program.

Option B (Developmental assignment):This is a training method, not a staffing arrangement.

Option C (Job sharing):Correct, as it is a recognized alternative staffing method.

Comprehensive and Detailed in Depth Explanation:

A workplace investigation is conducted to address allegations of misconduct, policy violations, or other issues (e.g., harassment, theft). The primary purpose is to gather facts and evidence to enable informed decision-making, such as determining whether disciplinary action is warranted or if policies need adjustment. This ensures fairness and compliance with legal standards.

Option A (Provide training for development):Training may result from investigation findings, but it is not the primary purpose.

Option B (Provide facts for decision-making):Correct, as the investigation’s main goal is to collect objective data for decisions.

Option C (Ensure a confidential assessment):Confidentiality is important, but it is a procedural aspect, not the primary purpose.

ï‚· Role of an Applicant Tracking System (ATS):

An ATS is used to streamline the recruitment process by screening, organizing, and filtering applications based on predefined criteria.

Education level is a common screening criterion that can be configured in ATS to shortlist candidates meeting the minimum qualifications.

ï‚· Eliminating Incorrect Options:

B. Counter offers:ATS does not handle negotiations or offers.

C. Employment interviews:ATS does not conduct interviews; it facilitates scheduling and tracking.

D. Job postings:While ATS is used for posting jobs, this is unrelated to its screening capability.

ï‚· International HR References:

SHRM Recruitment Resources:Highlights the use of ATS in automating candidate screening based on qualifications.

ISO 30405:Provides guidelines for recruitment, including the use of ATS.

Comprehensive and Detailed in Depth Explanation:

A panel interview involves multiple interviewers, often from different departments, who collectively assess a candidate. This method ensures diverse perspectives (e.g., HR, the hiring department, and other relevant teams) and is commonly used to evaluate candidates for roles that impact multiple areas of the organization.

Option A (Matrix):This is not a standard interview method; it may refer to a matrix organizational structure.

Option B (Structured):A structured interview uses a set list of questions but does not inherently involve multiple departments.

Option C (Panel):Correct, as it involves interviewers from various departments.

Comprehensive and Detailed in Depth Explanation:

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.

Comprehensive and Detailed in Depth Explanation:

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.

Acompensation philosophyserves as the foundation for designing and administering a pay system. It defines the organization's stance on pay competitiveness, equity, and structure relative to the market.

Explanation of Other Options:

A. Corporate budget strategy: Guides overall financial planning, not specific to pay systems.

B. Accounting policy: Focuses on financial reporting and compliance, unrelated to pay system design.

D. Sales incentive strategy: Targets specific performance bonuses, not the entire pay system.

Comprehensive and Detailed in Depth Explanation:

A labor union is an organized group of employees who join together to negotiate with their employer for better working conditions, wages, benefits, and other employment terms. Unions engage with external organizations (e.g., national union bodies) to represent employees’ interests and advocate on their behalf.

Option A (Labor union):Correct, as it describes employees organizing to demand better conditions.

Option B (Focus group):A focus group is a small group used for feedback or research, not for demanding conditions.

Option C (Joint venture):This is a business partnership between two organizations, not related to employee advocacy.