Master HRCI aPHRi Exam with Reliable Practice Questions

Correct : D

Comprehensive and Detailed in Depth

A job specification outlines the required qualifications, skills, education, experience, and other attributes needed for a specific position. It is derived from a job analysis and is often included as part of a job description, but it specifically focuses on the candidate requirements.

Option A (Job design): This refers to structuring a job's tasks and responsibilities, not the qualifications.

Option B (Job analysis): This is the process of gathering information about a job, which leads to creating a job description and specification, but it is not the document itself.

Option C (Job description): This describes the job's duties and responsibilities, not the qualifications (though it may include the specification).

Option D (Job specification): Correct, as it directly describes the required qualifications for the position.

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Correct : B

Protecting Internal Networks:

Unlicensed software can pose significant risks, including malware, data breaches, and legal liabilities. Preventing its installation ensures a secure network environment.

Why Preventing Unlicensed Software is Correct:

This practice reduces vulnerabilities and ensures compliance with software licensing laws, safeguarding the network.

Eliminating Incorrect Options:

A . Warn employees by sharing suspicious emails: While useful, it's a reactive measure and less effective as a preventive strategy.

C . Reveal passwords only to supervisors and managers: Passwords should never be shared, regardless of rank.

D . Give all employees access to the organization's firewall: This would compromise the firewall's effectiveness.

International HR Reference:

ISO/IEC 27001: Recommends software compliance and cybersecurity measures.

Correct : A

Comprehensive and Detailed in Depth

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.

Option D (Meet staffing requirements): Metrics inform staffing decisions, but their purpose is broader evaluation.

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Correct : B

Comprehensive and Detailed in Depth

A green-circle rate refers to a situation where an employee's pay is below the minimum salary range established for their position. This often occurs with new hires or after a salary range adjustment, indicating the employee is underpaid relative to the role's market value.

Option A (Red-circle rate): This is when an employee's pay is above the maximum salary range for their position, the opposite of the scenario.

Option B (Green-circle rate): Correct, as it describes pay below the minimum range.

Option C (Lagging the market): This means the organization's overall pay is below market rates, not specific to an individual's salary range.

Option D (Leading the market): This means paying above market rates, the opposite of the scenario.

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Correct : C

Importance of Initial Screening of Applications:

The initial screening process is crucial for identifying candidates who meet the basic requirements of the job. This ensures that only qualified candidates proceed to later stages, saving time and resources.

Why Employment History is Key:

C . Employment history provides insight into a candidate's work experience, tenure, career progression, and relevance of their past roles to the current job.

It helps identify patterns such as frequent job changes, gaps in employment, or inconsistencies in their career trajectory that may need further investigation.

Employment history also allows employers to align candidate experience with job requirements, ensuring a better fit.

Eliminating Incorrect Options:

A . Health status: Considering a candidate's health status at the initial screening is inappropriate and could violate anti-discrimination laws such as the Americans with Disabilities Act (ADA) or equivalent international regulations.

B . Reference checks: Reference checks are typically conducted later in the hiring process, not during the initial screening.

D . Salary expectations: While relevant at some stage, salary expectations are usually addressed during interviews or negotiation phases, not during initial screening.

International HR Reference:

Title VII of the Civil Rights Act (U.S.): Prohibits discrimination based on protected characteristics during hiring.

Equality Act 2010 (UK): Protects candidates from discrimination in employment processes.