TEST-TAKING QUESTIONS APHRI PRE-ASSESSMENT TEST

Test-Taking Questions aPHRi Pre-assessment Test

Test-Taking Questions aPHRi Pre-assessment Test

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aPHRi Free Download Pdf | New aPHRi Test Questions

The VCEPrep aPHRi PDF file is a collection of real, valid, and updated Associate Professional in Human Resources - International (aPHRi) exam questions. It is very easy to download and install on laptops, and tablets. You can even use aPHRi Pdf Format on your smartphones. Just download the VCEPrep aPHRi PDF questions and start Associate Professional in Human Resources - International (aPHRi) exam preparation anywhere and anytime.

To be eligible for the aPHRi Certification, individuals must have a high school diploma or equivalent and meet certain experience requirements. Associate Professional in Human Resources - International certification is valid for three years, after which individuals must recertify by earning continuing education credits or retaking the exam.

HRCI Associate Professional in Human Resources - International Sample Questions (Q71-Q76):

NEW QUESTION # 71
An employee reports feeling threatened by a co-worker''s aggressive behavior. What should be the immediate response by HR?

  • A. Investigate the complaint and take appropriate action.
  • B. Dismiss the complaint if no physical harm occurred.
  • C. Move the reporting employee to a different department.
  • D. Recommend the employee seek counseling.

Answer: A

Explanation:
Investigating the complaint and taking appropriate action is the immediate response HR should take when an employee reports feeling threatened by a co-worker,s aggressive behavior. This ensures that the concern is addressed seriously and steps are taken to prevent potential violence.


NEW QUESTION # 72
Place the succession planning process steps in the correct order.

Answer:

Explanation:

Explanation:
Here is the correct order for the succession planning process steps:
* Establish present and future leadership roles
* Identify high-potential employees
* Evaluate the performance of high-potential employees
* Build and review development plans
* Assess the effectiveness of the planning process
This order follows the logical progression in succession planning, starting with defining leadership needs, identifying potential successors, assessing their capabilities, developing them, and finally evaluating the process to ensure effectiveness.
Step 1: Establish Present and Future Leadership Roles
The first step in succession planning is to identify the key leadership roles within the organization that need to be filled now or may need filling in the future. This includes both current leadership positions and potential roles that may emerge as the organization grows or changes. According to HRCI guidelines, defining these roles helps HR and leadership understand the skills, competencies, and experiences required for each position, providing a foundation for succession planning.
Step 2: Identify High-Potential Employees
Once the roles are defined, the next step is to identify employees who have the potential to take on these leadership roles. High-potential employees are those who demonstrate strong performance, leadership abilities, and the capacity to grow within the organization. Identifying such employees early allows the organization to focus on individuals who can be groomed for future roles. HRCI emphasizes that identifying high-potential employees is critical to ensure a pool of ready candidates for succession.
Step 3: Evaluate the Performance of High-Potential Employees
After identifying high-potential employees, it's essential to evaluate their current performance in their existing roles. This step involves assessing their competencies, leadership skills, and readiness for more responsibility.
Evaluation can be done through performance reviews, feedback from supervisors, and assessment tools.
According to HRCI, this step helps organizations ensure that candidates have a solid track record and possess the qualities needed to succeed in more demanding roles.
Step 4: Build and Review Development Plans
With evaluations complete, the next step is to create tailored development plans for each high-potential employee. Development plans may include training, mentoring, stretch assignments, and other growth opportunities. The goal is to close skill gaps and prepare these employees for the demands of leadership roles.
HRCI advises that development plans should be regularly reviewed and adjusted based on the employee's progress and any changes in the organization's needs.
Step 5: Assess the Effectiveness of the Planning Process
The final step is to evaluate the succession planning process itself to determine its effectiveness. This involves assessing whether the high-potential employees are developing as expected, if thedevelopment plans are achieving the desired results, and if the organization is prepared for potential leadership transitions. According to HRCI, assessing the process helps identify areas for improvement and ensures that the succession plan aligns with the organization's long-term goals.


NEW QUESTION # 73
An international corporation is looking to improve its performance appraisal process by incorporating rating scales. Describe the steps an HR manager should take to effectively implement this method.

  • A. Develop a pilot program before full implementation.
  • B. Use historical performance data to set benchmarks.
  • C. Focus on qualitative feedback over quantitative measures.
  • D. Develop clear criteria and train managers on their use.

Answer: D

Explanation:
Developing clear criteria and training managers on their use is essential for effectively implementing rating scales, as it ensures that managers understand how to apply the scales consistently and accurately.


NEW QUESTION # 74
A manager receives a picture of an employee sitting with their eyes closed during the workday. The employee appears to be sleeping. What should the manager do?

  • A. Observe the employee to determine their behavior
  • B. Place the picture in the employee's file
  • C. Terminate the employee for sleeping on the job
  • D. Gather information to determine what happened

Answer: D

Explanation:
The manager should first gather information to understand the context, as there could be legitimate reasons (e.
g., a break or health issue) for the employee's behavior. HRCI advises that managers should investigate and understand the full context before making any disciplinary decisions.


NEW QUESTION # 75
Which of the following documents is essential for verifying an employee''s eligibility to work in a specific country?

  • A. Employment contracts
  • B. Work authorization documents
  • C. Non-disclosure agreements
  • D. Salary contracts

Answer: B

Explanation:
Work authorization documents are essential for verifying an employee,s eligibility to work in a specific country, ensuring compliance with immigration laws.


NEW QUESTION # 76
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