A functional structure organizes departments based on the services or functions they provide (e.g., HR, finance, marketing). Each department specializes in a specific area, supporting the organization’s operations.
Option A (Hybrid structure): This combines elements of different structures, not specifically service-based.
Option B (Functional structure): Correct, as it defines departments by their functional services.
Option C (Product structure): This organizes departments by product lines, not services.
[Reference: aPHRi knowledge domain – HR Operations: Types of organizational structures, including functional structures.===========, , ]
Question # 55
Which of the following tests measures the capacity for learning?
Aptitude tests are designed to measure an individual’s potential or capacity to learn and perform specific tasks or skills in the future. They assess inherent abilities, such as problem-solving, reasoning, or numerical skills, which indicate how well someone can acquire new knowledge or skills. In the context of HR, aptitude tests are often used during recruitment to predict a candidate’s ability to succeed in a role.
Option A (Aptitude): Correct, as aptitude tests measure the capacity for learning and future performance.
Option B (Attainment): Attainment tests measure what someone has already learned or achieved (e.g., a certification exam), not their capacity to learn.
Option C (Intelligence): Intelligence tests (e.g., IQ tests) measure cognitive abilities like reasoning and memory, which are related to learning capacity, but they are broader and not specifically focused on learning potential for a job.
[Reference: aPHRi knowledge domain – Recruitment and Selection: Use of assessment tools to evaluate candidate potential.===========, , ]
Question # 56
The process of evaluating results against established expectations is:
Performance appraisal is a systematic process where employee performance is evaluated against pre-established expectations, such as goals, competencies, and job responsibilities.
Why Performance Appraisal is Correct:
It provides a structured approach to assess results, offer feedback, and identify areas for improvement or recognition. This process directly compares outcomes to expectations.
Eliminating Incorrect Options:
A. Gap analysis: Focuses on identifying gaps between current and desired performance at an organizational or process level.
B. Job analysis: Analyzes job duties, not employee performance.
D. Multirotor feedback: Refers to a feedback process involving multiple sources but does not inherently evaluate results against expectations.
International HR References:
ISO 30414: Encourages structured performance evaluation systems.
SHRM Performance Management Resources: Best practices for appraisals.
