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HRCI Associate Professional in Human Resources - International Sample Questions (Q64-Q69):
NEW QUESTION # 64
Which of the following best describes a primary aspect of a grievance procedure?
Answer: D
Explanation:
Comprehensive and Detailed in Depth Explanation:
A grievance procedure is a formal process for employees to raise concerns or complaints about workplace issues, such as unfair treatment, policy violations, or working conditions. The primary aspect of a grievance procedure is to protect the employee by providing a structured, fair mechanism to address their concerns, ensuring they are heard and treated equitably, often with legal protections against retaliation. This aligns with the aPHRi focus on employee relations, which emphasizes maintaining a fair and transparent workplace.
* Option A (Leads to a positive resolution for the employee):While the goal of a grievance procedure is to resolve issues, a positive outcome for the employee is not guaranteed. The resolution may favor the employer or be neutral, depending on the facts.
* Option B (Initiated by the employer):Grievance procedures are typically initiated by the employee, not the employer, as they are designed to address employee concerns.
* Option C (Protection of the employer):While a grievance procedure may indirectly protect the employer by resolving issues before they escalate (e.g., into lawsuits), its primary purpose is to safeguard the employee's rights.
NEW QUESTION # 65
A company needs temporary staff to cover a seasonal increase in workload. Which external HR service provider should they contact?
Answer: C
Explanation:
Staffing agencies provide temporary staff to cover increases in workload, such as seasonal demands. They have a pool of candidates ready to step in and help businesses manage short-term staffing needs.
NEW QUESTION # 66
Attrition is best described as the number of:
Answer: B
Explanation:
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.
NEW QUESTION # 67
Maria works 40 hours a week and is paid a set salary regardless of the number of hours she works beyond this. What type of job classification does she fall under?
Answer: C
Explanation:
Salary employees receive a fixed amount of pay regardless of the number of hours they work each week. This classification typically applies to full-time employees who are expected to complete their job duties without regard to the number of hours worked.
NEW QUESTION # 68
Emma, an HR coordinator, needs to schedule interviews for multiple candidates across different time zones. She uses an online tool to find common availability slots and sends calendar invites to all parties involved. What aspect of interview logistics does this scenario describe?
Answer: D
Explanation:
Scheduling coordination involves using tools to find common availability slots and sending calendar invites, ensuring that interviews are set up efficiently and all parties are informed.
NEW QUESTION # 69
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