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HRCI aPHR Exam Syllabus Topics:

HRCI Associate Professional in Human Resources Sample Questions:

1. Lebron serves his employer as the HR director. It is a startup company, and his bosses want him to hire people fast, so they have given him some tests to use in the screening process. He was told to hire the applicants with the best scores.
Are these tests something Lebron should use?
Response:

A) Tests are just fine. He should be sure the passing scores are set so they can get the best people.
B) It is OK to use tests if they are job specific in their measurement.
C) If the boss says to use the tests, he has little choice. He just has to be sure to score them properly.
D) No way. He should not use any tests that he hasn't bought from a legitimate test publisher.

2. Harold has heard that it is necessary to have a diversity management program under some new federal law. What would you tell Harold about that requirement?
Response:

A) The new law won't be effective until a year after it was passed. So, there is no immediate requirement for him to worry about.
B) The new law will require diversity management programs only for employers that have federal contracts to provide goods or services to government agencies.
C) There is no law requiring diversity management programs, and employers should not consider moving toward such programs unless they are federal contractors.
D) There is no federal law requiring diversity management programs. Sophisticated employers are moving in that direction because it is the right thing to do and production results often improve.

3. Elaine has attended an industry meeting with other HR professionals. She came back to her office with the idea that background investigations of new hires are something she ought to implement.
What would you say to Elaine about that idea?
Response:

A) Finding anyone these days with no skeleton in the closet is going to be difficult. So, background checks are not really worth the money or time they require.
B) Background checks are still legal and should be conducted on applicants before a job offer is made to be sure there is no history of bad behavior that could bring liability into the new workplace.
C) The EEOC has only recommended that background checks not automatically eliminate Hispanics or African-Americans because of employment history.
D) The EEOC has banned background investigations in any form because they discriminate against Hispanics and African-Americans.

4. A benefit of job posting within an organization first is that it:
Response:

A) Provides a cost-effective manner to target a desired pool of applicants at one time
B) Allows individuals to maximize their career opportunities within a company
C) Provides an easy way to create a database for job vacancies
D) Allows existing employees to indicate interest in an opening

5. Pete is sensitive about the security of his personal identity information since his credit card has been stolen twice in the past year. He is trying to clear up his credit rating because of the problems with the stolen cards.
Now, he has approached the HR manager at his organization and requested that his Social Security number be removed from all of the company records. He thinks that a mistake could cause him more grief if the Social Security number were to be obtained by thieves.
As the HR professional, what should you do?
Response:

A) There is a need for the company to keep the Social Security number for tax reporting.
B) The company has no need for the Social Security number but should keep it regardless.
C) The company can and should delete the Social Security number from its records to protect Pete.
D) There is a need for the company to keep the Social Security number for census reporting.

Solutions: