aPHRi Exam Dumps : Associate Professional in Human Resources - International

 Definition of Downward Communication:

Downward communication refers to information flow from higher levels of management to lower levels in an organization, such as instructions, policies, or announcements.

 Why Bulletin Announcement is Correct:

A bulletin announcement is a direct example of downward communication, where information is passed from management to employees.

 Eliminating Incorrect Options:

A. Satisfaction survey: Reflects upward communication (feedback from employees).

B. Grievance procedure: Typically an upward or lateral communication process.

C. Suggestion box: Represents upward communication (employee suggestions).

 International HR References:

SHRM Organizational Communication Resources: Highlights downward communication tools such as announcements.

Cost per hire is calculated as:

Cost per hire=Total recruitment costsNumber of hires\text{Cost per hire} = \frac{\text{Total recruitment costs}}{\text{Number of hires}}Cost per hire=Number of hiresTotal recruitment costs​

Given:

Total costs = 400 + 700 + 800 = 1,900

Number of hires = 10

Cost per hire=1,90010=190\text{Cost per hire} = \frac{1,900}{10} = 190Cost per hire=101,900​=190

SHRM - Strategic Planning Guidelines

CIPD - Compensation Management Best Practices

ILO - Effective Training Methods

Recruitment Metrics - Cost Per Hire Calculations

References:

Employer Responsibility in Health and Safety Training:Employers have a legal and ethical duty to ensure the health and safety of their employees. This includes scheduling, organizing, and funding health and safety training programs as part of their obligations under various workplace safety laws and regulations globally.

Global Legal Frameworks and Obligations:

Occupational Safety and Health Administration (OSHA) - United States:The employer is required to provide health and safety training under OSHA's General Duty Clause (Section 5(a)(1)). This mandates employers to furnish a workplace free from recognized hazards and to provide adequate training on safety procedures.

Health and Safety at Work Act (1974) - United Kingdom:Employers must ensure that their employees receive training and supervision to perform their work safely (Section 2). This explicitly puts the responsibility for scheduling and managing training on employers.

International Labour Organization (ILO) Standards:The ILO's Occupational Safety and Health Convention, 1981 (No. 155) emphasizes that employers are responsible for organizing ongoing training to ensure a safe working environment.

Role of Other Parties:

B. Regulatory Body:Regulatory bodies (e.g., OSHA, HSE) provide guidelines, compliance standards, and sometimes offer resources or inspections, but they do not schedule training for organizations. Their role is supervisory and advisory.

C. Safety Consultant:Safety consultants may assist in designing or delivering training programs, but they act as external advisors. The responsibility for scheduling rests with the employer.

D. Independent Auditor:Independent auditors evaluate compliance with safety standards and may recommend training. However, they are not involved in planning or scheduling training programs.

Best Practices for Employers:Employers must:

Conduct a needs analysis to identify specific training requirements based on industry risks.

Develop a training calendar and ensure sessions are scheduled for all employees, including new hires and those requiring refresher training.

Keep documentation of training provided to comply with legal requirements and audits.

Occupational Safety and Health Administration (OSHA), United States: OSHA Training Requirements

Health and Safety Executive (HSE), United Kingdom: HSE Legal Duties

International Labour Organization (ILO): ILO C155 - Occupational Safety and Health Convention

Canadian Centre for Occupational Health and Safety (CCOHS): Employer Responsibilities in Training

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