Score Higher on Verified aPHRi | Associate Professional in Human Resources - International Exam Questions with Answers

Comprehensive and Detailed in Depth Explanation:

Turnover rate is calculated as the percentage of employees who leave an organization over a specific period. To find the number of separations, we use the formula:

Number of separations = Total employees × (Turnover rate ÷ 100).

Given: Total employees = 360, Turnover rate = 5%.

Number of separations = 360 × (5 ÷ 100) = 360 × 0.05 = 18.

Thus, a 5% turnover rate for 360 employees results in 18 separations in the year. This calculation aligns with HR metrics commonly covered in aPHRi, which emphasizes understanding turnover and its impact on workforce planning.

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.

? Definition of Flat Rate Compensation:

Flat rate compensation involves paying employees a uniform rate for the same type of work, regardless of seniority, performance, or additional factors.

? Why Same Rate for Same Work is Correct:

This system ensures consistency and simplicity in compensation, often applied in standardized roles where tasks are uniform and performance differentiation is minimal.

? Eliminating Incorrect Options:

A. Based on seniority: Seniority-based pay typically involves incremental increases over time.

B. Based on performance: Flat rate pay is not performance-based.

D. At an appropriate rate for employment skills: Flat rate pay disregards skill variations.

? International HR References:

ILO Equal Remuneration Convention (No. 100): Advocates for equal pay for equal work, aligning with flat rate principles.