aPHR : Associate Professional in Human Resources

教科書が分厚くて頭に入れないし読みきれない人、毎日忙しくてやり切れない仕事が山ほどがあって疲れる人にとって我が社のaPHR関連勉強資料が最高な試験教材です。受験生の立場になって受験中によくある問題を踏まえた上で専門家チームよりaPHR関連勉強資料を作成しました。

関連勉強資料の内容は教科書みたいに過大のボリュームではありません。過去試験問題とデーターを分析して本番試験に良く出る問題を選別して試験に関連する重点な問題だけを絞りましたaPHR関連勉強資料の助けで、試験準備の苦戦から解放できます。我が社の関連勉強資料の最大な特徴は短い勉強時間で、具体的に言えば20～30時間で試験に合格できることです。

無料デモの試用と支払い後即時勉強開始できます

我が社のaPHR関連勉強資料は顧客をどんな問題があるのと使い方などのことを事前に了解させるために、無料デモを用意してます。誰でもダウンロードできようになっているので、興味のある方は試して参考することができます。そしてaPHR関連勉強資料を購入してからすぐ使用できます。支払い後5分～10分間に我が社のシステムは関連勉強資料をあなたのメールボックスにお届けします。勉強資料をダウンロードして関連勉強資料の練習と勉強をできます。もし二十四時間に関連勉強資料が届けない場合に、使用途中に疑問と不具合があるなら、即時に我々の社員に連絡してください。

HRCI aPHR試験問題集をすぐにダウンロード：成功に支払ってから、我々のシステムは自動的にメールであなたの購入した商品をあなたのメールアドレスにお送りいたします。（12時間以内で届かないなら、我々を連絡してください。Note：ゴミ箱の検査を忘れないでください。）

高品質と高い合格率

我が社のaPHR関連勉強資料は本場試験の内容を全部カバーしました。一部の難点問題は答えだけではありません、重要なポイントに対して詳しい解説も書いてあります。教科書よりaPHR関連勉強資料を使って重点を明らかにするし、内容も充実して分かりやすいです。関連勉強資料を一通りに練習と勉強すれば試験合格率が98％～100％を保証いたします。そして我々のサイトには“本番試験の問題はほぼaPHR関連勉強資料と同じ”という顧客からのコメントも次々来ます。

HRCI Associate Professional in Human Resources 認定 aPHR 試験問題:

1. Deidre was disappointed in the lack of qualified responses to a recent print media advertisement, causing several of her open vacancies to exist for longer than anticipated. To expand her recruiting efforts, Deidre should utilize all of the following except which one?
Response:

A) College/universities and job fairs
B) Employee referrals
C) Job bidding
D) The state employment agency

2. The two broad categories of reporting methods are:
Response:

A) Written and oral/visual
B) Radio and Internet
C) Government and private sector
D) Senior executive and first-level supervisor

3. Under OSHA, employees do not have the right to:
Response:

A) Receive training and information on workplace health and safety standards
B) Request OSHA inspections if violations exist in the workplace
C) Accompany the OSHA compliance officer on an inspection
D) Apply to OSHA for a temporary variance from a safety standard

4. For the past 6 years, Sam's company has been a federal contractor working on equipment for the Department of Defense. The company has additional contract opportunities coming up, and Sam isn't sure if there will be an extra burden related to disabled workers because they are subject to both the Americans with Disabilities Act and the Rehabilitation Act.
Response:

A) Sam's company has already met its recruiting obligations and now only has to worry about meeting ADA requirements.
B) Sam should rest easy. The ADA and the Rehabilitation Act are identical in their content and requirements.
C) Handling job accommodation requests is a requirement of the ADA but not the Rehabilitation Act. Things should be easier.
D) Whatever Sam thinks, the ADA and Rehabilitation Act requirements have applied to his company for 6 years already. Adding more contracts won't change his current obligations.

5. 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) 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.
C) 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.
D) 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.

質問と回答：