HRCI aPHR : Associate Professional in Human Resources

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HRCI Associate Professional in Human Resources Sample Questions:

1. Which rating method or approach establishes standards based on job analysis and employee behaviors and then establishes point values associated with each criterion?
Response:

A) Critical incident method
B) Forced distribution method
C) FPE
D) BARS

2. Arthur has applied for a job with the AB Trucking Company. He is told he must take and pass a urine drug test. If he fails the test and any subsequent random drug test after he is hired, he will be dismissed from the company. Arthur reacts loudly and says, "That's an invasion of my privacy! I won't do it." What happens now?
Response:

A) Arthur can discontinue his participation in the AB Transit Company's employment process.
B) Arthur can take the test now and still refuse to participate in random tests later.
C) Arthur can call his lawyer and have the drug test waived since he doesn't want to take it.
D) Arthur can have his friend take the test for him.

3. Jimmy has been told he can get healthcare coverage from his company because of the new Affordable Care Act. His company employs only ten people, but Jimmy is excited that he will finally get some insurance. He hasn't been feeling very good lately.
Response:

A) Jimmy might have to wait until he can arrange for insurance through one of the exchanges.
B) Jimmy should get an enrollment form from his boss because all employees will be covered by the new requirement that employers provide healthcare coverage to workers.
C) Jimmy is out of luck. The new law only covers employers with 50 or more people, and there is no way Jimmy will be getting health insurance under the new law.
D) Jimmy's boss just ran out of forms, but he will get some more from HR and then have Jimmy sign up for his coverage.

4. Mary has had a bad encounter with her supervisor, Henry. That evening after getting home from work, she pulls out her computer and sends a blistering blog post to her Facebook page. She names her company and her supervisor. She calls him unfair, pigheaded, and without principles.
What can the company do about her posting?
Response:

A) The company can demand that Facebook remove the offensive post. If it doesn't, the company can file legal action against Facebook.
B) The company is prohibited from any action against Mary because she is engaging in a protected concerted activity.
C) The company can demand that she remove the offensive post. If she doesn't, the company can file legal action against her.
D) The company is protected against such employee comments by the Fair and Decent Treatment Act and can take disciplinary action against Mary.

5. Olivia suspects her payroll clerk of embezzlement. She has inspected the records for the past 3 months, and the pattern is clear. But to be sure it is the payroll clerk and not the accounts payable clerk, Olivia wants to confront her and demand she take a lie detector test.
Response:

A) Good going, Olivia. You caught her. Sure enough, demanding that she take a lie detector test is a good way to confirm your suspicions.
B) Lie detector tests are not permitted for any use by any employer. You can't test her.
C) Lie detector tests can be required only in limited circumstances, and this isn't one of them. You can't test her.
D) While lie detector tests can be used for some employees, accounting employees are exempt. You can't test her.

Solutions: