HRCI Updated aPHRi Exam Questions and Answers by rahma

A compensation philosophy serves as the foundation for designing and administering a pay system. It defines the organization's stance on pay competitiveness, equity, and structure relative to the market.

Explanation of Other Options:

A. Corporate budget strategy: Guides overall financial planning, not specific to pay systems.

B. Accounting policy: Focuses on financial reporting and compliance, unrelated to pay system design.

D. Sales incentive strategy: Targets specific performance bonuses, not the entire pay system.

 Job Satisfaction and Task Variety:

Task variety involves diverse and engaging responsibilities, reducing monotony and increasing job fulfillment.

 Why Task Variety is Correct:

Employees are more satisfied when their roles challenge them and provide opportunities for skill application and development.

 Eliminating Incorrect Options:

B. Management duties: Only relevant for leadership roles, not universally satisfying.

C. Repetitive assignments: Often lead to boredom and dissatisfaction.

D. Delegation of authority: May not appeal to all employees or impact satisfaction significantly.

 International HR References:

Herzberg’s Two-Factor Theory: Task variety contributes to job satisfaction.

Attrition refers to the gradual reduction of a workforce due to employees leaving the organization without being replaced. This contrasts with turnover, which includes both departures and replacements. Attrition typically results from resignations, retirements, or other natural separations.

Explanation of Other Options:

A. Employees who have resigned: Resignations are a part of attrition but do not define it entirely.

B. Employees compensated to leave the organization: This describes severance agreements, not attrition.

C. Fired employees in a given time period: Involuntary terminations are not specific to attrition.

Sharing information system functions with business operations facilitates informed decision-making by providing access to real-time data and insights. According to HRCI, integrating HRIS with business operations enables better alignment of HR and organizational goals, improving strategic planning.