HRCI aPHRi Dumps Questions Answers

Comprehensive and Detailed in Depth Explanation:

A talent pool is a database of candidate profiles (e.g., resumes, applications) that an organization maintains to source potential hires for future roles. It allows HR to proactively build a pipeline of candidates for recruitment needs.

Option A (Key talent):This refers to high-potential employees within the organization, not a database of external candidates.

Option B (Job ranking):This is a job evaluation method, not related to candidate databases.

Option C (Shortlist):A shortlist is a smaller group of candidates selected for a specific role, not a broad database.

Comprehensive and Detailed in Depth Explanation:

A background screening policy involves checking a candidate’s history (e.g., criminal records, employment history) to ensure they are suitable for the role. A key benefit is to minimize risk (e.g., hiring someone with a relevant criminal history) and ensure legal compliance (e.g., adhering to industry regulations or safety standards).

Option A (Gain knowledge about a candidate's family background):Family background is not typically part of a standard screening and may violate privacy laws.

Option B (Verify the employee's educational qualifications):This is one aspect of screening, but not the key benefit.

Option C (Minimize risk and ensure legal compliance):Correct, as this is the overarching benefit of background screening.

Comprehensive and Detailed in Depth Explanation:

Payroll processing is one of the most commonly outsourced HR functions because it is transactional,requires specialized expertise (e.g., tax compliance), and can be efficiently handled by external vendors (e.g., ADP, Paychex). Outsourcing payroll reduces administrative burden and ensures accuracy.

Option A (Employee selection):Selection (final hiring decisions) is typically kept in-house to ensure cultural fit, though parts of the process may be supported externally.

Option B (Payroll processing):Correct, as it is a standard function to outsource due to its complexity and regulatory requirements.

Option C (Financial reporting):This is a finance function, not HR, and is less commonly outsourced in the HR context.