HRCI Updated aPHRi Exam Questions and Answers by youssef

Comprehensive and Detailed in Depth Explanation:

Payroll processing is one of the most commonly outsourced HR functions because it is transactional, requires specialized expertise (e.g., tax compliance), and can be efficiently handled by external vendors (e.g., ADP, Paychex). Outsourcing payroll reduces administrative burden and ensures accuracy.

Option A (Employee selection): Selection (final hiring decisions) is typically kept in-house to ensure cultural fit, though parts of the process may be supported externally.

Option B (Payroll processing): Correct, as it is a standard function to outsource due to its complexity and regulatory requirements.

Option C (Financial reporting): This is a finance function, not HR, and is less commonly outsourced in the HR context.

Here is the correct matching for each job analysis method with its corresponding description:

Questionnaire → Collect information by a structured list of options

Observation → Monitor and record actual behaviors on the job

Work Diary → Record the frequency and the time spent on each task

Interview → Allow instant interaction and obtain additional details

Step-by-Step Explanation

Questionnaire: A questionnaire is a structured method where employees provide information by selecting from a list of predefined options. This method is efficient for gathering large amounts of data across multiple employees and job roles.

Observation: Observation involves directly watching employees as they perform their duties to capture and record their actual behavior on the job. This method is useful for understanding real-time tasks and workflows.

Work Diary: A work diary requires employees to record their activities, noting the time spent and frequency of each task. This method provides detailed insights into the distribution of work activities and how employees allocate their time.

Interview: The interview method allows for direct interaction with employees, enabling the interviewer to ask follow-up questions and gather additional details. This method is ideal for gaining in-depth information and clarifying responses.

Comprehensive and Detailed in Depth Explanation:

Employee engagement surveys measure employees’ feelings about their work environment, leadership, and job satisfaction. To increase participation, the survey must be confidential, ensuring employees feel safe to provide honest feedback without fear of retaliation. Anonymity encourages higher response rates by building trust.

Option A (Timely): While timing matters, it is not the most critical factor for participation.

Option B (Concise): A concise survey is helpful, but employees may still not participate if they fear their responses aren’t private.

Option C (Relevant): Relevance ensures meaningful data, but it doesn’t directly drive participation.

Comprehensive and Detailed in Depth Explanation:

The incident rate (or injury rate) is calculated as the number of incidents (injuries) per 100 employees. The formula is:

Incident rate = (Number of injuries ÷ Total employees) × 100.

Given: Number of injuries = 10, Total employees = 200.

Incident rate = (10 ÷ 200) × 100 = 0.05 × 100 = 5%.

Thus, the incident rate is 5%. This metric is commonly used in HR to assess workplace safety and compliance with occupational health standards.