aPHRi Exam Dumps : Associate Professional in Human Resources - International

Comprehensive and Detailed in Depth Explanation:

Internal social platforms (e.g., company intranets, chat tools) provide a space for employees to interact and share feedback. HR should monitor these platforms to gauge employee morale, as they can reveal sentiments, concerns, or trends in engagement that might not surface through formal channels like surveys.

Option A (To encourage self-management): Monitoring does not directly encourage self-management.

Option B (To encourage social behaviors): Monitoring is not about encouraging behavior but observing it.

Option C (To gauge employee absenteeism): Absenteeism is tracked through attendance records, not social platforms.

Comprehensive and Detailed in Depth Explanation:

The critical incident method involves evaluating an employee’s performance based on specific, notable events (incidents) that exemplify exceptional or poor performance. These incidents are documented and used to assess overall effectiveness.

Option A (Ranking): This ranks employees against each other, not based on specific events.

Option B (Critical incident): Correct, as it focuses on notable performance events.

Option C (Forced distribution): This categorizes employees into performance groups (e.g., top 10%), not event-based.

 Definition of a Matrix Reporting Structure:

A matrix structure combines functional and project-based reporting. Employees report to both a functional manager and a project leader.

 Why Employees Assigned to a Project Leader is Correct:

In matrix structures, employees from different departments collaborate on projects under the leadership of a project manager, while maintaining their regular departmental roles.

 Eliminating Incorrect Options:

A. Groups are networked based on job function: Describes a functional structure, not matrix.

B. Teams are accountable to manage themselves: Refers to self-managed teams, not matrix structures.

C. Managers oversee a small group for a short time: This relates to temporary supervisory arrangements, not matrix structures.

 International HR References:

SHRM Organization Design Resources: Discusses matrix structures as multi-reporting systems.