aPHRi Exam Dumps - Associate Professional in Human Resources - International

Comprehensive and Detailed in Depth Explanation:

Shadowing is a training technique where a person observes and works alongside a skilled technician or employee to learn by watching and doing. It is often used for short-term learning, such as during onboarding.

Option A (Coaching): Coaching involves ongoing guidance and feedback, not just working alongside someone.

Option B (An internship): An internship is a broader work experience program, not a specific training technique.

Option C (Shadowing): Correct, as it describes learning by observing a skilled worker.

Comprehensive and Detailed in Depth Explanation:

Surveys are the most efficient method to measure employee satisfaction because they can quickly collect data from a large number of employees in a standardized, anonymous, and scalable way. They allow for quantitative analysis (e.g., through Likert scales) and can cover a broad range of topics like job satisfaction, engagement, and workplace culture.

Option A (Observation): Observation is subjective, time-consuming, and impractical for large groups, making it inefficient.

Option B (Interviews): Interviews provide in-depth insights but are time-intensive and not scalable for large organizations.

Option C (Surveys): Correct, as surveys are efficient, cost-effective, and can reach all employees while maintaining anonymity to encourage honest feedback.

Comprehensive and Detailed in Depth Explanation:

Alternative Dispute Resolution (ADR) refers to methods of resolving conflicts outside of formal litigation (court proceedings). Mediation is a common form of ADR where a neutral third party facilitates a discussion between the disputing parties to help them reach a mutually acceptable solution.

Option A (Litigation): This is the formal legal process of resolving disputes in court, the opposite of ADR.

Option B (Discipline): This refers to corrective actions for employee behavior, not dispute resolution.

Option C (Mediation): Correct, as it is a recognized ADR method.

A bar graph is the most effective tool for comparing attrition rates year over year because:

It visually represents data in discrete categories (e.g., years).

It allows clear comparison of changes in attrition rates over time.

Explanation of Other Options:

A. Pie chart: Better suited for proportional comparisons, not trends over time.

C. Flowchart: Represents processes, not data trends.

D. Venn diagram: Displays relationships or overlaps, irrelevant for year-over-year comparisons.

Comprehensive and Detailed in Depth Explanation:

A needs assessment is a systematic process used in HR to identify gaps between current and desired performance or skills within an organization. Its primary purpose is to determine training and development needs by assessing what skills, knowledge, or behaviors employees lack to meet organizational goals. This ensures that training programs are targeted and effective.

Option A (Align compensation): Compensation alignment involves adjusting pay structures, not assessing training needs.

Option B (Motivate employees): While training can motivate employees, motivation is not the primary purpose of a needs assessment.

Option C (Identify training gaps): Correct, as a needs assessment focuses on identifying deficiencies in skills or knowledge that training can address.