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HRCI aPHR Exam Syllabus Topics:

HRCI Associate Professional in Human Resources Sample Questions:

1. 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) 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.
B) Once the steward has blown off all her steam, Emma should continue the discussion by explaining the employer's position.
C) 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.
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.

2. Mary has never before had an employee who caused a physical fight with another employee. The policy in her organization calls for progressive discipline. Mary isn't sure if she should just give the employee a warning or terminate him immediately.
What would you recommend?
Response:

A) It depends on how other aggressive behavior has been treated in the past. Even though there have not been fights per se, the employee treatment should be guided by history.
B) Violent behavior of any kind is justification for immediate dismissal. Even if there is no policy that says violence can result in immediate termination, that is how this situation should be handled.
C) This is the reason people should learn self-defense. When someone is defending themselves, there should be no reason for employer-imposed discipline. The aggressive employee should be given a written warning, though.
D) It is hard for someone to start a fight by themselves. Both employees should be written up, skipping the oral warning step of progressive discipline.

3. Which of the following statements about a single-rate pay system is true?
Response:

A) It is typically used for exempt jobs.
B) It is not applicable in a union environment.
C) It provides opportunity for progression within a single grade level.
D) It disregards performance or seniority.

4. The training specialist at a chain of retail stores is conducting a training evaluation after the new customer service VIP training that took place last quarter.
He is analyzing data from observations, interviews, tests, and surveys to assess whether new skills were successfully transferred to the job by the trainees.
The analysis he is completing is an example of what type of evaluation?
Response:

A) Results
B) Reaction
C) Learning on the job
D) Behavior

5. Gary is a junior at Southpark High School. He is 17 years old. The school needs some help in its warehouse during the summer, and Gary needs a job so he can save money for college. His boss is the facilities manager. Gary is assigned to work 9 hours every day during the week because one of the other employees is on disability leave.
And because the other employee was the forklift driver, Gary has been given training in how to drive that equipment around the warehouse and loading dock. He likes that duty because he has been driving a car for only a few months.
The forklift is cool. Is there any difficulty with the facilities manager's requirements of Gary?
Response:

A) Since there is no restriction to the number of hours Gary can work, everything should be okay.
B) Even though Gary can work unlimited hours, he cannot be assigned to drive the forklift.
C) Everything the facilities manager has required Gary to do is permissible under federal laws.
D) Whatever the facilities manager wants Gary to do is okay because it's only a summer job.

Solutions: