PHRi Exam Dumps - Professional in Human Resources – International

Work-life balance is a significant factor in employee retention, as it impacts job satisfaction and overall well-being. HRCI advises organizations to promote work-life balance initiatives to enhance employee engagement and reduce turnover, as employees are more likely to stay in roles that support their personal needs.

Job abandonment occurs when an employee is absent without notice for an extended period, violating attendance policies. According to HRCI, consistent policy enforcement regarding job abandonment protects the organization and clarifies expectations for employees.

The ILO’s Equal Remuneration Convention advocates for equal pay for men and women performing work of equal value, promoting gender equality in compensation. HRCI notes that thisprinciple supports fair pay practices and reduces pay disparities based on gender.

A diverse workforce in age and demographics will benefit from flexible paid time off, as it addresses varied personal needs across different life stages. Younger employees may value time off for personal growth, while older employees may require flexibility for health or family reasons. HRCI recommends that organizations tailor benefits packages to reflect workforce diversity, as this approach helps enhance employee satisfaction and retention by accommodating a broad range of needs and preferences.

Simulated learning programs provide a controlled and safe environment for training in emergency scenarios, especially important for roles like a pilot. HRCI recommends simulations for high-risk positions to ensure skill development without endangering trainees or others.

Discussing with the employee how to handle the announcement allows them to address concerns directly and fosters open communication. HRCI advises that handling sensitive issues like demotion with transparency and empathy helps support employee morale and fosters a respectful workplace culture.

In compensation management, grouping similar jobs to simplify job pricing is termed a "pay grade." Pay grades help organizations standardize the pay scale for employees performing similar work, providing a structured compensation system that aligns with internal equity and market rates. Pay grades typically consider the value of a job in relation to others within the organization. According to HRCI, creating pay grades is essential to control compensation costs while offering competitive salaries to employees, reducing turnover, and promoting fairness.

The compa-ratio is calculated as:

Compa-ratio=(Employee SalaryMedian Salary)×100\text{Compa-ratio} = \left(\frac{\text{Employee Salary}}{\text{Median Salary}}\right) \times 100Compa-ratio=(Median SalaryEmployee Salary​)×100 Compa-ratio=(65,00080,000)×100=81%\text{Compa-ratio} = \left(\frac{65,000}{80,000}\right) \times 100 = 81\%Compa-ratio=(80,00065,000​)×100=81%

A compa-ratio of 81% indicates that the employee’s salary is below the median for the job. HRCI advises using compa-ratio analysis to assess pay competitiveness and equity within an organization.