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aPHRi Authentic Exam Hub - aPHRi Fresh Dumps

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In order to obtain the aPHRi certification, HR professionals must pass a comprehensive exam that covers the topics outlined in the certification. aPHRi exam is computer-based and consists of 100 multiple-choice questions. HR professionals will have two hours to complete the exam. The passing score for the aPHRi Certification is 500 out of 800.

HRCI Associate Professional in Human Resources - International Sample Questions (Q15-Q20):

NEW QUESTION # 15
When creating an after-action plan to evaluate a training program, what is the most critical component to include?

A. Establish a timeline for implementing changes.
B. Identify key areas for improvement and actions to be taken.
C. Set realistic and achievable goals for each action item.
D. Allocate resources for training improvements.

Answer: B

Explanation:
Identifying key areas for improvement and actions to be taken is the most critical component of an after-action plan, ensuring that the evaluation leads to actionable insights and concrete steps for enhancement.

NEW QUESTION # 16
Which of the following are the best reasons to develop a membership program? (Select TWO options.)

A. Reward and discipline
B. Reduce absenteeism
C. Succession planning
D. Performance appraisals
E. Career development

Answer: C,E

Explanation:
Comprehensive Detailed Explanation:
* Succession planning: Developing a membership program supports identifying and nurturing talent for future leadership roles.
* Career development: Membership programs often provide resources and opportunities to enhance employees' skills and advance their careers.
Explanation of Other Options:
* A. Performance appraisals: Focuses on evaluation, not membership programs.
* C. Reward and discipline: Membership programs are not related to managing behavior.
* E. Reduce absenteeism: Indirectly impacted but not the primary goal.

NEW QUESTION # 17
What should be the first step in developing a performance appraisal timeline for an international organization?

A. Implement a one-size-fits-all timeline for all regions.
B. Standardize the timeline across all departments.
C. Assess the specific needs and goals of the organization.
D. Consult with industry experts to determine best practices.

Answer: C

Explanation:
Assessing the specific needs and goals of the organization is the first step in developing a performance appraisal timeline, ensuring that the timeline aligns with the overall objectives and operational requirements.

NEW QUESTION # 18
An arrangement offered to injured staff until they are able to perform their regular duties is part of a(n):

A. Injury prevention program
B. Outplacement program
C. Wellness and fitness program
D. Return-to-work program

Answer: D

Explanation:
Comprehensive and Detailed in Depth Explanation:
A return-to-work program provides support for injured employees, offering temporary arrangements (e.g., modified duties, reduced hours) until they can resume their regular roles. This helps ensure a smooth transition while maintaining employee well-being.
* Option A (Outplacement program):This supports employees leaving the organization, not returning to work.
* Option B (Return-to-work program):Correct, as it focuses on helping injured employees return to their roles.
* Option C (Injury prevention program):This aims to prevent injuries, not support injured employees.

NEW QUESTION # 19
What is a key benefit of implementing job sharing as an alternative staffing practice?

A. Increase job satisfaction
B. Improved work-life balance for employees
C. Reduce overhead costs
D. Increase retention rates

Answer: B

Explanation:
Job sharing as an alternative staffing practice can improve work-life balance for employees. By allowing two or more employees to share the responsibilities of a single full-time position, companies can provide more flexible working arrangements that meet diverse employee needs.

NEW QUESTION # 20
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