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HRCI aPHR (Associate Professional in Human Resources) Exam is a certification exam designed for individuals who are interested in pursuing a career in human resources. aPHR exam is recommended for those who are just starting out in their HR careers or for those who are looking to boost their professional credentials. The aPHR certification is recognized globally and demonstrates a foundational level of knowledge in the field of HR.
The aPHR exam covers a wide range of topics including HR operations, employee relations, recruitment and selection, compensation and benefits, and HR regulations. aPHR exam consists of 100 multiple-choice questions and is administered in a computer-based format. Candidates have two hours to complete the exam, and a passing score of 500 out of 700 is required in order to earn the aPHR certification. Overall, the HRCI aPHR Exam is an excellent way for individuals to demonstrate their knowledge and commitment to the field of human resources.
NEW QUESTION # 30
A private-sector employer does not have the right to:
Response:
- A. Track drivers of company vehicles using GPS devices
- B. Examine the contents of employee lockers and desks
- C. Listen in on customer service representative phone calls with customers
- D. Use cameras in the employee restroom to catch smokers who should not be smoking in the bathroom
Answer: D
NEW QUESTION # 31
Leslie notices another question on the hiring manager's list. Which additional question is not allowed because of its discriminatory manner under federal law?
Response:
- A. "Do you have proper documentation to work in the United States?"
- B. "Have you ever filed a workers' compensation claim?"
- C. "Did you receive any training in the military?"
- D. "Did you graduate from high school?"
Answer: B
NEW QUESTION # 32
A union contract normally details the process called progressive discipline. How would you counsel nonunion employers to deal with the process?
Response:
- A. Employers can consider using progressive discipline, but absent a union contract, there is little motivation to use the process.
- B. Progressive discipline is required only for union-represented organizations.
- C. Progressive discipline is a good process for any employer. It offers "due process" to workers. And, it satisfies the legal covenant called "good faith and fair dealing."
- D. There is no need for nonunion employers to have a progressive discipline process since they are probably "at-will" employers and can terminate employees any time.
Answer: C
NEW QUESTION # 33
Seniority will always be the determining factor in a union agreement.
Response:
- A. Seniority is only used by unions that have contracts or subcontracts with federal agencies.
- B. Universally, unions will rely on seniority as the determining factor for all treatment under contract provisions.
- C. Public agencies rely on seniority, and they are the only ones with those agreements.
- D. Not always. Some union contracts will use education as the determining factor overruling seniority in the process.
Answer: B
NEW QUESTION # 34
Emma has never had to manage a union contract before. As the HR manager, she is involved with the grievance-handling process as the third step in the process. At her first meeting with the union steward, the steward began yelling at Emma and telling her what she had to do to satisfy the union in this situation. Emma was stunned.
What should she do?
Response:
- A. Once the steward has blown off all her steam, Emma should continue the discussion by explaining the employer's position.
- B. Emma should call a recess and ask for a management representative to join the meeting with her so she can have some backup in an unpleasant situation.
- C. She has little choice but to sit there and take it. She is the employer's representative, and if she gets upset, it will only make matters worse.
- D. Emma should recess the meeting and tell the steward that she will not continue their conversation until the steward can conduct herself in a civil manner.
Answer: D
NEW QUESTION # 35
Girish is a recruiter, and his company is opening several new retail facilities within the next six months in a metropolitan area. He is having difficulty locating interested candidates for their new opening project teams that will work for the first four weeks at each facility.
Which program should he propose to his HR director to address the staffing need?
Response:
- A. Internships
- B. Gig workers
- C. Cross-training
- D. Job rotation
Answer: B
NEW QUESTION # 36
Rx Pharmaceuticals is a company that employs both technical and scientific professions. What could it provide to have the most effective impact on retention for its employees?
Response:
- A. An employee work/life balance program
- B. Differing telecommuting options
- C. A validated succession planning program
- D. Dual-ladder careers
Answer: D
NEW QUESTION # 37
What performance evaluation method increases employee engagement and dialogue the most?
Response:
- A. Management by objectives (MBO)
- B. Behaviorally anchored rating scale (BARS) method
- C. Paired comparison method
- D. A forced-choice method
Answer: A
NEW QUESTION # 38
A new employee is required to go through an extensive onboarding and training session that lasts two weeks. In providing this employee and others with such a robust introduction to the company and job roles, the company is doing all except which of the following?
Response:
- A. Increasing productivity
- B. Decreasing anxiety
- C. Decreasing costs
- D. Increasing turnover
Answer: D
NEW QUESTION # 39
Employees experiencing management-by-objective may feel more motivated and productive because such a management style:
Response:
- A. holds employees accountable and gives them training to ensure they are skilled for their jobs.
- B. requires the use of top-down communication so that employees are fully aware of the goings on in the company.
- C. involves employees in setting company objectives.
- D. establishes bonuses and incentives when employees meet goals.
Answer: C
NEW QUESTION # 40
The statement "We aspire to be a great place to work for all employees" is an example of:
Response:
- A. A core competency
- B. A values statement
- C. A mission statement
- D. A vision statement
Answer: D
NEW QUESTION # 41
When the hiring manager stated to the applicant in the interview, "I notice that you are applying for our job and yet you have a lot more knowledge, experience, and skill than is required for the job. How do you feel about working in a job that is lower than your experience indicates you can perform?" The candidate responds with the statement, "I have always admired and wanted to work at your organization." What interviewing bias is the candidate portraying?
Response:
- A. Similar-to-me error
- B. Underachiever effect
- C. Halo/horn effect
- D. Cultural noise
Answer: D
NEW QUESTION # 42
The simplest method of job evaluation is the
Response:
- A. Point-factor method
- B. Classification method
- C. Job ranking method
- D. Factor comparison method
Answer: C
NEW QUESTION # 43
HR can influence the company's "bottom line" financially through
Response:
- A. Tracking birthdays
- B. Advising senior management
- C. Determining reasons for turnover rates
- D. Checking with colleagues in competing organizations
Answer: C
NEW QUESTION # 44
The ADA was amended in 2008 to:
Response:
- A. Broaden the concept of disability under the ADA by statutorily rejecting Supreme Court decisions that took a narrower view
- B. Make the ADA different from the Rehabilitation Act
- C. Make it more difficult to claim a disability
- D. Give placement privileges to disabled people
Answer: A
NEW QUESTION # 45
Which job evaluation method is most difficult to use?
Response:
- A. Ranking method
- B. Point-factor method
- C. Classification method
- D. Factor comparison method
Answer: D
NEW QUESTION # 46
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The aPHR certification is beneficial for individuals who have less than one year of experience in HR, students and recent graduates who want to begin their careers in the field, and professionals who work in non-HR roles but are interested in transitioning into HR. Earning the aPHR certification demonstrates an individual's commitment to the HR profession and enhances their job prospects and earning potential.
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