aPHRi Exam Dumps - HRCI certification Questions and Answers

Revealing proprietary information constitutes a breach of a non-disclosure agreement (NDA), which legally binds employees to maintain confidentiality about sensitive organizational information.

Explanation of Other Options:

A. General guidelines: Broad policies not specific to confidentiality.

B. Organizational culture: Refers to shared values and norms, not legal requirements.

SHRM - Attrition and Workforce Planning

OSHA - Healthy Workspace Environmental Factors

SHRM - Bereavement Policy Best Practices

CIPD - Non-Disclosure Agreement Guidelines

References:

Corporate social responsibility (CSR) refers to organizational actions that address social, community, and environmental issues as part of its ethical obligations.

Examples: Sustainability initiatives, charitable contributions, and community outreach programs.

Explanation of Other Options:

A. Environmental responsibility: A subset of CSR focusing specifically on environmental issues.

C. Environment scanning: Refers to analyzing external business environments for trends and risks.

D. Corporate outreach: Describes community engagement efforts but does not encompass broader CSR activities.

SHRM - Absenteeism and Productivity Impact

CIPD - Training Program Objectives

Behavioral Interview Techniques (SHRM, CIPD)

World Economic Forum - Corporate Social Responsibility Trends

References:

 Definition of Contrast Error:

Contrast error occurs when an interviewer evaluates all candidates in comparison to one standout candidate (either positively or negatively), rather than assessing each candidate against the job criteria.

 Why Contrast Error is Correct:

This bias leads to inconsistent evaluations, as the comparison skews perceptions instead of focusing on individual qualifications relative to the job requirements.

 Eliminating Incorrect Options:

A. Halo effect: Occurs when one positive attribute overshadows all other characteristics.

C. Recency effect: Refers to giving undue weight to recent events or interactions.

D. First impression: Refers to basing judgment on initial encounters rather than comprehensive evaluations.

 International HR References:

SHRM Hiring Bias Resources: Highlights contrast error as a common interview bias.

Equal Employment Opportunity Commission (EEOC): Encourages structured interviews to minimize bias.

Attrition refers to the gradual reduction of a workforce due to employees leaving the organization without being replaced. This contrasts with turnover, which includes both departures and replacements. Attrition typically results from resignations, retirements, or other natural separations.

Explanation of Other Options:

A. Employees who have resigned: Resignations are a part of attrition but do not define it entirely.

B. Employees compensated to leave the organization: This describes severance agreements, not attrition.

C. Fired employees in a given time period: Involuntary terminations are not specific to attrition.

Performance Management Cycle Overview:

A performance management cycle involves a continuous process of setting objectives (planning), executing work, assessing outcomes, and reviewing performance to ensure alignment with organizational goals.

Why Planning, Execution, Assessment, and Review is Correct:

This cycle reflects the stages of performance management: setting expectations, monitoring progress, evaluating results, and providing feedback.

Eliminating Incorrect Options:

A. Screening, selection, interview, and hiring: Refers to recruitment, not performance management.

C. Welcome, develop, communicate, and encourage: Focuses on onboarding, not performance management.

D. Orientate, acquaint, present information, and inspire: Refers to employee orientation.

International HR References:

SHRM Performance Management Guidelines: Emphasizes a cyclical approach to managing performance.

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Formula to Calculate Annual Turnover Rate:

Turnover Rate=(Number of Employees Who LeftAverage Number of Employees)×100\text{Turnover Rate} = \left( \frac{\text{Number of Employees Who Left}}{\text{Average Number of Employees}} \right) \times 100Turnover Rate=(Average Number of EmployeesNumber of Employees Who Left​)×100

Applying the Values:

Number of employees who left: 8

Average number of employees: 50

Turnover Rate=(850)×100=16%\text{Turnover Rate} = \left( \frac{8}{50} \right) \times 100 = 16\%Turnover Rate=(508​)×100=16%

Final Answer:

16%

International HR References:

SHRM Turnover Metrics Guidelines: Provides standardized formulas for turnover calculations.

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The primary result of strategic planning is to define the vision and direction of an organization. Strategic planning focuses on the long-term purpose, goals, and initiatives that align with the company’s mission.

Vision: Represents the organization’s aspirational future.

Direction: Provides a clear roadmap for achieving strategic objectives.

Explanation of Other Options:

A. Budget and mission: These are tools and components, not the primary result.

B. Philosophy and goals: Philosophy guides behavior, but vision and direction outline strategy.

D. Plan and policies: Plans are part of strategy execution, not its primary result.