Pass aPHRi Exam Guide

Comprehensive and Detailed in Depth Explanation:

Surveys are the most efficient method to measure employee satisfaction because they can quickly collect data from a large number of employees in a standardized, anonymous, and scalable way. They allow for quantitative analysis (e.g., through Likert scales) and can cover a broad range of topics like job satisfaction, engagement, and workplace culture.

Option A (Observation): Observation is subjective, time-consuming, and impractical for large groups, making it inefficient.

Option B (Interviews): Interviews provide in-depth insights but are time-intensive and not scalable for large organizations.

Option C (Surveys): Correct, as surveys are efficient, cost-effective, and can reach all employees while maintaining anonymity to encourage honest feedback.

Comprehensive and Detailed in Depth Explanation:

Return on Investment (ROI) is an HR metric used to measure the financial impact of a training program by comparing the program’s benefits (e.g., increased productivity) to its costs. A positive ROI demonstrates the training’s effectiveness and value to the organization.

Option A (Return on assets): This is a financial metric for overall business performance, not specific to training.

Option B (Return on capital): This is also a financial metric, not related to training impact.

Option C (Revenue per employee): This measures overall productivity, not the specific impact of training.

Comprehensive and Detailed in Depth Explanation:

When determining salary information for compensation planning, HR professionals need reliable, objective, and market-based data. Published compensation surveys are a valid and widely accepted source because they provide aggregated, industry-specific data on salary ranges, often collected by reputable third-party organizations (e.g., Mercer, PayScale, or government labor bureaus). These surveys ensure accuracy and compliance with fair pay practices, a key focus in the aPHRi curriculum.

Option A (Labor statistics pricing): This is not a standard term in HR. While labor statistics (e.g., from the U.S. Bureau of Labor Statistics) can provide salary data, "labor statistics pricing" is not a recognized source, making this option incorrect.

Option B (Employee reported data): Employee-reported data, such as self-reported salaries on platforms like Glassdoor, can be unreliable due to bias, small sample sizes, or lack of verification, making it less valid for formal compensation planning.

Comprehensive and Detailed in Depth Explanation:

A total rewards program encompasses all forms of compensation and benefits (e.g., salary, bonuses, health insurance, recognition). A primary objective is to offer competitive benefits to attract, motivate, and retain employees in a competitive labor market.

Option A (Keep costs low): While cost management is important, it is not the primary objective of a total rewards program.

Option B (Offer competitive benefits): Correct, as competitiveness is a key goal to attract and retain talent.

Option C (Maintain corporate social responsibility): This is a broader organizational goal, not specific to total rewards.