aPHRi Exam Dumps - Associate Professional in Human Resources - International

Comprehensive and Detailed in Depth Explanation:

Stalking text messages and threatening emails constitute cyberbullying, which involves using digital communication to harass, threaten, or intimidate someone. In the workplace, this behavior violates anti-harassment policies and can create a hostile work environment.

Option A (Power abuse): This involves misuse of authority, not necessarily through digital means.

Option B (Cyberbullying): Correct, as it directly describes harassment via digital communication.

Option C (Interpersonal conflict): This is a broader term for disagreements, not specific to digital harassment.

Comprehensive and Detailed in Depth Explanation:

Telecommuting refers to a work arrangement where employees perform their job duties from a location outside the traditional office, such as from home, on a regular basis, often using technology to communicate with the workplace. This is a common practice in modern HR to support work-life balance and flexibility.

Option A (Compressed schedule): This involves working the same number of hours in fewer days (e.g., a 40-hour week in 4 days), typically at the regular workplace, not outside it.

Option B (Telecommuting): Correct, as it directly describes working outside the regular work location regularly.

Option C (Job sharing): This is when two or more employees share the responsibilities of one full-time position, not necessarily related to location.

Comprehensive and Detailed in Depth Explanation:

Employment branding is the process of promoting an organization as a desirable place to work in the labor market. It involves creating a positive employer image through messaging, culture, and benefits to attract top talent.

Option A (Social influencing): This is not a standard HR term and is unrelated to employer branding.

Option B (Strategic planning): This is a broader business process, not specific to promoting the organization as an employer.

Option C (Marketing initiatives): This refers to product or service marketing, not employer branding.

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.

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.