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HRCI aPHR Exam Dumps Free - aPHR Reliable Test Price

The HRCI aPHR certification exam is a valuable asset for beginners and seasonal professionals. If you want to improve your career prospects then aPHR certification is a step in the right direction. Whether you’re just starting your career or looking to advance your career, the HRCI aPHR Certification Exam is the right choice.

The aPHR Exam is an excellent credential for those who have little or no experience in the HR field. Associate Professional in Human Resources certification signifies to potential employers that a candidate possesses a fundamental understanding of HR concepts and practices. Individuals who hold the aPHR certification can pursue entry-level HR roles, such as HR assistant, HR coordinator, or HR generalist. Additionally, the aPHR Certification can serve as a stepping stone to higher-level HR certifications, such as PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources).

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The reality is often cruel. What do we take to compete with other people? More useful certifications like aPHR certificate? In this era of surging talent, why should we stand out among the tens of thousands of graduates and be hired by the company? Perhaps the few qualifications you have on your hands are your greatest asset, and the aPHR Test Prep is to give you that capital by passing exam fast and obtain certification soon. Don't doubt about it. More useful certifications mean more ways out. If you pass the aPHR exam, you will be welcome by all companies which have relating business with aPHR exam torrent.

The Human Resource Certification Institute (HRCI) is a professional organization that offers certification programs for HR professionals. One of their most popular certifications is the Associate Professional in Human Resources (aPHR) certification. Associate Professional in Human Resources certification is designed for individuals who are just starting their career in HR or who work in a support role within an HR department.

HRCI Associate Professional in Human Resources Sample Questions (Q161-Q166):

NEW QUESTION # 161
When someone is stuck by a syringe needle accidentally, OSHA says you should Response:

A. Ignore the needle stick. It isn't covered.
B. Save the reporting until the end of the calendar year for the summary report.
C. Report the case as a minor incident that didn't require medical treatment.
D. Report the case under special OSHA rules.

Answer: D

NEW QUESTION # 162
Jerry just arrived at work and found a sink hole in the parking lot. He is early enough that other people have not yet begun arriving for work. Because the hole is about 10 feet across at the moment, what should Jerry be doing about the problem?
Response:

A. If the sink hole poses an immediate danger of death or serious injury, Jerry should call 911 and report it. He should barricade the perimeter of the sink hole with tape or something else to prevent people from falling in.
B. If Jerry is a nonmanagement employee, he should give his boss a call and leave a voice mail message, if necessary, about the sink hole.
C. Jerry should first test the edges of the sink hole to see whether it could grow in size. Then he should barricade the perimeter of the sink hole so no one will fall in.
D. If Jerry is a management employee, he should take charge of the situation and begin the process of alerting others to the danger posed by the sink hole.

Answer: A

NEW QUESTION # 163
The roles and functions of HR today are vastly different from 50 years ago. Today HR functions include:
Response:

A. Assurance that all posters are no more than a year old
B. Party planning
C. Transformational and transactional HR
D. Legal advice and counsel

Answer: C

NEW QUESTION # 164
Mary has never before had an employee who caused a physical fight with another employee. The policy in her organization calls for progressive discipline. Mary isn't sure if she should just give the employee a warning or terminate him immediately.
What would you recommend?
Response:

A. It depends on how other aggressive behavior has been treated in the past. Even though there have not been fights per se, the employee treatment should be guided by history.
B. It is hard for someone to start a fight by themselves. Both employees should be written up, skipping the oral warning step of progressive discipline.
C. This is the reason people should learn self-defense. When someone is defending themselves, there should be no reason for employer-imposed discipline. The aggressive employee should be given a written warning, though.
D. Violent behavior of any kind is justification for immediate dismissal. Even if there is no policy that says violence can result in immediate termination, that is how this situation should be handled.

Answer: D

NEW QUESTION # 165
Elaine has attended an industry meeting with other HR professionals. She came back to her office with the idea that background investigations of new hires are something she ought to implement.
What would you say to Elaine about that idea?
Response:

A. Background checks are still legal and should be conducted on applicants before a job offer is made to be sure there is no history of bad behavior that could bring liability into the new workplace.
B. Finding anyone these days with no skeleton in the closet is going to be difficult. So, background checks are not really worth the money or time they require.
C. The EEOC has banned background investigations in any form because they discriminate against Hispanics and African-Americans.
D. The EEOC has only recommended that background checks not automatically eliminate Hispanics or African-Americans because of employment history.

Answer: A

NEW QUESTION # 166
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