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HRCI Professional in Human Resources - International Sample Questions (Q70-Q75):
NEW QUESTION # 70
Which of the following makes up the largest percentage of an entry-level employee's income?
- A. Benefits and services
- B. Incentive payments
- C. Base wage and salaries
- D. Wage and salary add-ons
Answer: C
Explanation:
For entry-level employees, base wages and salaries constitute the largest portion of their income. According to HRCI, entry-level roles typically have less variable compensation, relying primarily on a fixed salary for financial stability and predictability.
NEW QUESTION # 71
Which of the following are key elements in establishing pay rates?
- A. Work hours and location
- B. Strategy and employee surveys
- C. Benefits and bonus plan
- D. Skills and responsibilities
Answer: D
Explanation:
Skills and responsibilities are primary factors when establishing pay rates, as they reflect the job's complexity, required expertise, and impact on the organization. HRCI notes that aligning pay with job requirements and responsibilities helps ensure fairness and competitiveness in the compensation structure.
NEW QUESTION # 72
A system administrator has responsibility for which of the following?
- A. Discharging employees who infringe on system usage policy
- B. Monitoring and examining employees' system usage
- C. Administering and analyzing survey responses
- D. Benchmarking the organization's system capabilities to best practices
Answer: B
Explanation:
A system administrator monitors and examines system usage to ensure compliance with organizational policies. HRCI notes that this role involves overseeing IT resources to prevent misuse, ensuring security, and maintaining system efficiency.
NEW QUESTION # 73
Place the succession planning process steps in the correct order.
Answer:
Explanation:
Explanation:
Here is the correct order for the succession planning process steps:
* Establish present and future leadership roles
* Identify high-potential employees
* Evaluate the performance of high-potential employees
* Build and review development plans
* Assess the effectiveness of the planning process
This order follows the logical progression in succession planning, starting with defining leadership needs, identifying potential successors, assessing their capabilities, developing them, and finally evaluating the process to ensure effectiveness.
Step 1: Establish Present and Future Leadership Roles
The first step in succession planning is to identify the key leadership roles within the organization that need to be filled now or may need filling in the future. This includes both current leadership positions and potential roles that may emerge as the organization grows or changes. According to HRCI guidelines, defining these roles helps HR and leadership understand the skills, competencies, and experiences required for each position, providing a foundation for succession planning.
Step 2: Identify High-Potential Employees
Once the roles are defined, the next step is to identify employees who have the potential to take on these leadership roles. High-potential employees are those who demonstrate strong performance, leadership abilities, and the capacity to grow within the organization. Identifying such employees early allows the organization to focus on individuals who can be groomed for future roles. HRCI emphasizes that identifying high-potential employees is critical to ensure a pool of ready candidates for succession.
Step 3: Evaluate the Performance of High-Potential Employees
After identifying high-potential employees, it's essential to evaluate their current performance in their existing roles. This step involves assessing their competencies, leadership skills, and readiness for more responsibility.
Evaluation can be done through performance reviews, feedback from supervisors, and assessment tools.
According to HRCI, this step helps organizations ensure that candidates have a solid track record and possess the qualities needed to succeed in more demanding roles.
Step 4: Build and Review Development Plans
With evaluations complete, the next step is to create tailored development plans for each high-potential employee. Development plans may include training, mentoring, stretch assignments, and other growth opportunities. The goal is to close skill gaps and prepare these employees for the demands of leadership roles.
HRCI advises that development plans should be regularly reviewed and adjusted based on the employee's progress and any changes in the organization's needs.
Step 5: Assess the Effectiveness of the Planning Process
The final step is to evaluate the succession planning process itself to determine its effectiveness. This involves assessing whether the high-potential employees are developing as expected, if the development plans are achieving the desired results, and if the organization is prepared for potential leadership transitions. According to HRCI, assessing the process helps identify areas for improvement and ensures that the succession plan aligns with the organization's long-term goals.
NEW QUESTION # 74
What is the first step an HR professional should take to reduce improper internet and computer usage?
- A. Communicate the policy
- B. Issue a warning
- C. Restrict access
- D. Monitor emails
Answer: A
Explanation:
The first step is to communicate the organization's internet and computer usage policy to all employees, ensuring they understand the rules and expectations. According to HRCI, a clear policy and effective communication can help prevent misuse by making employees aware of acceptable and unacceptable behavior.
NEW QUESTION # 75
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