Amarket-based job evaluationassesses salary levels by comparing them to external market factors, such as industry salary surveys, to ensure competitive compensation. This approach aligns an organization’s pay practices with external market standards.
Explanation of Other Options:
A. Ranking: Compares jobs internally within an organization.
B. Pay grade: Groups jobs into pay bands but doesn't assess external market factors.
D. Content-based: Focuses on job responsibilities and skills rather than external factors.
Question # 5
Collecting human resource metrics is the process organizations use to:
HR metrics are data points (e.g., turnover rate, time to hire) used to measure the effectiveness of HR practices and processes. Collecting these metrics allows organizations to evaluate specific practices, identify areas for improvement, and make data-driven decisions.
Option A (Evaluate specific practices):Correct, as HR metrics are used to assess the impact of HR activities.
Option B (Market their brand image):Metrics are internal tools, not for marketing.
Option C (Increase company revenue):Metrics may indirectly support revenue goals, but this is not their primary purpose.
[Reference: aPHRi knowledge domain – HR Operations: Using HR metrics to evaluate practices and performance.===========]
Question # 6
An organization's mission is the:
A.
Plan of action to achieve the goals of the organization
An organization’s mission statement defines its fundamental purpose—why it exists and what it aims to achieve in the long term. It provides a clear direction for the organization’s activities and aligns employees with its core objectives.
Option A (Plan of action to achieve the goals of the organization):This describes a strategy or operational plan, not the mission.
Option B (Fundamental purpose of the organization):Correct, as the mission articulates the organization’s reason for being.
Option C (Shared beliefs of the people in the organization):This refers to organizational culture, not the mission.
A background screening policy involves checking a candidate’s history (e.g., criminal records, employment history) to ensure they are suitable for the role. A key benefit is to minimize risk (e.g., hiring someone with a relevant criminal history) and ensure legal compliance (e.g., adhering to industry regulations or safety standards).
Option A (Gain knowledge about a candidate's family background):Family background is not typically part of a standard screening and may violate privacy laws.
Option B (Verify the employee's educational qualifications):This is one aspect of screening, but not the key benefit.
Option C (Minimize risk and ensure legal compliance):Correct, as this is the overarching benefit of background screening.
[Reference: aPHRi knowledge domain – Recruitment and Selection: Background screening policies and their role in risk management.===========]
Question # 8
At which stage does HR evaluate the effectiveness of a training program?
Evaluating the effectiveness of a training program occurs after the training has been delivered, during the post-testing stage. This involves assessing whether the training achieved its objectives, such as through tests, surveys, or performance metrics (e.g., Kirkpatrick’s evaluation model, which includes reaction, learning, behavior, and results).
Option A (Post-testing):Correct, as this stage focuses on evaluating the training’s impact after it is completed.
Option B (Development):This is the stage where the training program is designed, not evaluated.
Option C (Needs analysis):This identifies training needs before the program is developed, not its effectiveness.
[Reference: aPHRi knowledge domain – Talent Development: Training evaluation methods, including post-testing.===========]
