Onboarding is a comprehensive process that helps employees gain the knowledge, skills, and

behaviors needed to succeed within an organization. According to HRCI, onboarding extends beyond

initial orientation by ensuring new hires are fully integrated into the company’s culture and

operations.

Discussing with the employee how to handle the announcement allows them to address concerns

directly and fosters open communication. HRCI advises that handling sensitive issues like demotion

with transparency and empathy helps support employee morale and fosters a respectful workplace

culture.

Performance Management Cycle Overview:

A performance management cycle involves a continuous process of setting objectives (planning),

executing work, assessing outcomes, and reviewing performance to ensure alignment with

organizational goals.

Why Planning, Execution, Assessment, and Review is Correct:

This cycle reflects the stages of performance management: setting expectations, monitoring

progress, evaluating results, and providing feedback.

Eliminating Incorrect Options:

A . Screening, selection, interview, and hiring: Refers to recruitment, not performance management.

C . Welcome, develop, communicate, and encourage: Focuses on onboarding, not performance

management.

D. Orientate, acquaint, present information, and inspire: Refers to employee orientation.

International HR Reference:

SHRM Performance Management Guidelines: Emphasizes a cyclical approach to managing

performance.

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Comprehensive and Detailed in Depth

A grievance procedure is a formal process for employees to raise concerns or complaints about

workplace issues, such as unfair treatment, policy violations, or working conditions. The primary

aspect of a grievance procedure is to protect the employee by providing a structured, fair mechanism

to address their concerns, ensuring they are heard and treated equitably, often with legal protections

against retaliation. This aligns with the aPHRi focus on employee relations, which emphasizes

maintaining a fair and transparent workplace.

Option A (Leads to a positive resolution for the employee): While the goal of a grievance procedure is

to resolve issues, a positive outcome for the employee is not guaranteed. The resolution may favor

the employer or be neutral, depending on the facts.

Option B (Initiated by the employer): Grievance procedures are typically initiated by the employee,

not the employer, as they are designed to address employee concerns.

Option C (Protection of the employer): While a grievance procedure may indirectly protect the

employer by resolving issues before they escalate (e.g., into lawsuits), its primary purpose is to

safeguard the employee’s rights.

Option D (Protection of the employee): Correct, as the core purpose of a grievance procedure is to

protect the employee by ensuring their concerns are addressed fairly and without fear of retaliation.

Reference: aPHRi knowledge domain – Employee Relations: Grievance procedures and their role in

protecting employee rights.

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A market-based job evaluation assesses salary levels by comparing them to external market factors,

such as industry salary surveys, to ensure competitive compensation. This approach aligns an

organization’s pay practices with external market standards.

Explanation of Other Options:

A . Ranking: Compares jobs internally within an organization.

B . Pay grade: Groups jobs into pay bands but doesn't assess external market factors.

D . Content-based: Focuses on job responsibilities and skills rather than external factors.

Corporate social responsibility (CSR) refers to organizational actions that address social, community,

and environmental issues as part of its ethical obligations.

Examples: Sustainability initiatives, charitable contributions, and community outreach programs.

Explanation of Other Options:

A . Environmental responsibility: A subset of CSR focusing specifically on environmental issues.

C . Environment scanning: Refers to analyzing external business environments for trends and risks.

D . Corporate outreach: Describes community engagement efforts but does not encompass broader

CSR activities.

Reference:

SHRM - Absenteeism and Productivity Impact

CIPD - Training Program Objectives

Behavioral Interview Techniques (SHRM, CIPD)

World Economic Forum - Corporate Social Responsibility Trends

 Definition of Short-Term Incentive:

Short-term incentives are rewards given for outstanding performance within a specific period, such

as bonuses, commissions, or other financial rewards.

 Why Short-Term Incentive is Correct:

It directly acknowledges and rewards top performance, motivating employees to maintain high

standards.

 Eliminating Incorrect Options:

A . Long service incentive: Recognizes tenure, not performance.

C . Guaranteed annual bonus: Is not tied to performance but often contractual.

D. Pension contributions: Are long-term benefits unrelated to performance recognition.

 International HR Reference:

SHRM Compensation Guidelines: Discusses short-term incentives for rewarding exceptional

performance.

 Core Values and Openness to Change:

Core values represent the fundamental beliefs and guiding principles of an organization.

Openness to change reflects an organization's adaptability and willingness to embrace innovation,

which is an inherent aspect of its core values.

 Eliminating Incorrect Options:

B . Vision: Describes the organization’s aspirational future.

C . Strategic plan: Outlines steps to achieve goals but does not define cultural aspects like openness

to change.

D . Mission: States the organization's purpose, not its adaptability.

 International HR Reference:

ISO 30414: Emphasizes aligning core values with organizational culture and adaptability.

When an employee willingly leaves an organization, it is referred to as a resignation. The employee

voluntarily informs the organization of their intent to leave, typically providing a notice period.

Explanation of Other Options:

A . Layout: Incorrect term, likely a typo for "layoff," which is involuntary.

C . Separation: A broader term that can include voluntary and involuntary departures.

D . Termination: Implies the organization initiated the employee's departure.

Reference:

SHRM - Candidate Selection Guidelines

CIPD - Stakeholder Analysis and Definitions

ILO - Job Competencies Framework

Harvard Business Review - Resignation Best Practices and Management

Ordered Employment Termination Process: Prepare a file documenting the reasons for the dismissal → Step 1 Documentation is the foundation of any termination process. It ensures that the reasons for termination are clear, consistent, and legally compliant. Proper records help protect the organization from potential legal challenges and ensure fairness. Reference: SHRM's "Guide to Documenting Employee Performance Issues" (2022). Call the employee into a private office for a short, clear meeting → Step 2 A private meeting is essential to communicate the termination decision respectfully and clearly. This ensures confidentiality and professionalism, allowing the employee to process the information in a dignified manner. Reference: SHRM, "How to Conduct a Termination Meeting" (2021). Communicate any benefits that the employee will receive, such as a severance package → Step 3 Clearly communicating severance, benefits, or final paycheck details demonstrates fairness and reduces post-termination misunderstandings. It also supports compliance with labor laws and ensures a smoother transition. Reference: "Severance Pay Best Practices," International Labour Organization (ILO) (2023). Communicate with the rest of the organization about the departure of the employee → Step 4 Informing the organization appropriately helps maintain workplace morale and transparency. The announcement should respect the departing employee's privacy while addressing any operational impacts. Reference: CIPD's "Managing Organizational Changes and Communication" (2022). Final Matching Summary: Step 1: Prepare a file documenting the reasons for the dismissal. Step 2: Call the employee into a private office for a short, clear meeting. Step 3: Communicate any benefits that the employee will receive, such as a severance package. Step 4: Communicate with the rest of the organization about the departure of the employee. Reference: Society for Human Resource Management (SHRM), "Guide to Documenting Employee Performance Issues" (2022). SHRM, "How to Conduct a Termination Meeting" (2021). International Labour Organization (ILO), "Severance Pay Best Practices" (2023). Chartered Institute of Personnel and Development (CIPD), "Managing Organizational Changes and Communication" (2022). Harvard Business Review, "Steps to Ethical Termination Practices" (2020).