HRCI Updated aPHRi Exam Questions and Answers by hayley

Comprehensive and Detailed in Depth Explanation:

The critical incident method involves evaluating an employee’s performance based on specific, notable events (incidents) that exemplify exceptional or poor performance. These incidents are documented and used to assess overall effectiveness.

Option A (Ranking):This ranks employees against each other, not based on specific events.

Option B (Critical incident):Correct, as it focuses on notable performance events.

Option C (Forced distribution):This categorizes employees into performance groups (e.g., top 10%), not event-based.

Comprehensive and Detailed in Depth Explanation:

The operations department is responsible for managing the production process, which includes transforming available resources (e.g., raw materials, labor) into finished products or services. Operations ensures efficiency and quality in production, a key function in manufacturing or service-oriented organizations.

Option A (Legal):The legal department handles compliance and legal issues, not production.

Option B (Operations):Correct, as operations oversees the production process.

Option C (Marketing):Marketing focuses on promoting products, not producing them.

 Role of an Applicant Tracking System (ATS):

An ATS is used to streamline the recruitment process by screening, organizing, and filtering applications based on predefined criteria.

Education level is a common screening criterion that can be configured in ATS to shortlist candidates meeting the minimum qualifications.

 Eliminating Incorrect Options:

B. Counter offers:ATS does not handle negotiations or offers.

C. Employment interviews:ATS does not conduct interviews; it facilitates scheduling and tracking.

D. Job postings:While ATS is used for posting jobs, this is unrelated to its screening capability.

 International HR References:

SHRM Recruitment Resources:Highlights the use of ATS in automating candidate screening based on qualifications.

ISO 30405:Provides guidelines for recruitment, including the use of ATS.

Comprehensive and Detailed in Depth Explanation:

A job analysis is a systematic process of collecting information about a job’s duties, responsibilities, required skills, and qualifications to create a job description and specification. Determining the skills required for a position is a core component of job analysis, as it ensures the role is clearly defined for recruitment, training, and performance management.

Option A (Job analysis):Correct, as identifying required skills is a primary outcome of job analysis.

Option B (Salary negotiation):This focuses on determining pay, not identifying skills, though skills may influence the negotiation.

Option C (Performance review):This evaluates an employee’s performance in a role, not the skills required for the position itself.