aPHRの迅速なアップデート対応

aPHR試験に変更がございました場合は、現在の試験と一致するよう、瞬時に学習資料を更新することができます。弊社は、お客様に最高、最新のHRCI aPHR問題集を提供することに専念しています。なお、ご購入いただいた製品は365日間無料でアップデートされます。

aPHR試験の品質と価値

JPNTestのHRCI Other Certification aPHR模擬試験問題集は、認定された対象分野の専門家と公開された作成者のみを使用して、最高の技術精度標準に沿って作成されています。

ダウンロード可能なインタラクティブaPHRテストエンジン

HRCI Other Certificationの基礎準備資料問題集には、HRCI Other Certification aPHR試験を受けるために必要なすべての材料が含まれています。詳細は、正確で論理的なものを作成するために業界の経験を常に使用しているHRCI Other Certification によって研究と構成されています。

JPNTestでHRCI aPHR問題集をチョイスする理由

JPNTestは、1週間で完璧に認定試験を準備することができる、忙しい受験者に最適な問題集を提供しております。 aPHRの問題集は、HRCIの専門家チームがベンダーの推奨する授業要綱を深く分析して作成されました。弊社のaPHR学習材料を一回のみ使用するだけで、HRCI認証試験に合格することができます。

aPHRはHRCIの重要な認証であり、あなたの専門スキルを試す認定でもあります。受験者は、試験を通じて自分の能力を証明したいと考えています。 JPNTest Associate Professional in Human Resources は、HRCI Other Certificationの196の問題と回答を収集して作成しました。Associate Professional in Human Resourcesの知識ポイントをカバーし、候補者の能力を強化するように設計されています。 JPNTest aPHR受験問題集を使用すると、Associate Professional in Human Resourcesに簡単に合格し、HRCI認定を取得して、HRCIとしてのキャリアをさらに歩むことができます。

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あなたのaPHR試験合格を100%保証

JPNTestテスト問題集を初めて使用したときにHRCI Other Certification aPHR試験（Associate Professional in Human Resources）に合格されなかった場合は、購入料金を全額ご返金いたします。

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

1. Which of the following statement is true about medical examinations?
Response:

A) Pre-employment health checklists can be requested before an employment offer is made.
B) The exam must be completed for the company's medical staff.
C) Temporary employees can be required to submit to a medical exam before employment.
D) Exams must be job related and can be required only after an employment offer is made.

2. Which rating method or approach establishes standards based on job analysis and employee behaviors and then establishes point values associated with each criterion?
Response:

A) Forced distribution method
B) Critical incident method
C) BARS
D) FPE

3. Federal regulations are important because:
Response:

A) They offer suggestions to the private sector but really have no strong influence over federal contractors.
B) They give politicians a way to influence how government oversees the private sector.
C) They precede congressional action and guide Congress in the law-making process.
D) They implement laws that Congress has passed.

4. Sophia makes it a practice to call each applicant's former employers to verify employment claims and determine whether there were any behavioral problems in prior jobs. Her company is now being sued because a new hire had an automobile accident while on a delivery run.
It turned out he had a history of reckless driving charges in his past two jobs. But she wasn't told about those when she talked with the former employers. Should Sophia be worried?
Response:

A) Yes. In this instance, she should also have conducted a search of his driving record before hiring him into a job that required driving for deliveries. She shouldn't have relied on only former employer input.
B) No. She tried to get information from the previous employers and they wouldn't talk to her. She made a good faith effort. She is off the hook.
C) Yes. Sophia is going to have to explain to her attorney why she hired this person when there was such a bad history of workplace behavior.
D) Yes. Almost certainly, Sophia will be blamed for negligent hiring. She has little defense. She should have found out about the new employee's previous employment issues.

5. Pete is sensitive about the security of his personal identity information since his credit card has been stolen twice in the past year. He is trying to clear up his credit rating because of the problems with the stolen cards.
Now, he has approached the HR manager at his organization and requested that his Social Security number be removed from all of the company records. He thinks that a mistake could cause him more grief if the Social Security number were to be obtained by thieves.
As the HR professional, what should you do?
Response:

A) There is a need for the company to keep the Social Security number for census reporting.
B) The company can and should delete the Social Security number from its records to protect Pete.
C) The company has no need for the Social Security number but should keep it regardless.
D) There is a need for the company to keep the Social Security number for tax reporting.

質問と回答：