HRCI aPHR Exam Questions

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21.

A candidate for a job arrives a few minutes late and very disheveled from a stressful commute to the company's facilities. The person goes to the restroom, collects themselves, and conducts the remainder of the interview with poise and professionalism. The interviewer writes in their comments that the person was disheveled and does not mention their ability to get themselves together or be professional. Which of the following types of bias is MOST likely at play in this situation?

  • First-impression error

  • Inconsistency in questioning

  • Stereotyping

  • Negative emphasis

Correct answer: First-impression error

First-impression error is when someone makes a snap judgment based on the person's initial interaction. This could also be an example of negative emphasis, but because this was the interviewee's first impression on the interviewer, this is the more accurate answer.

Inconsistency in questioning is when a person asks different questions to different candidates based on an identifying characteristic. Stereotyping is when a person's assumptions about the preferences or abilities of different genders, religions, or races impact their employment decisions. Negative emphasis is when one piece of negative information clouds the interviewer's ability to see all the good and they make their choice based on this one thing.

22.

An executive for a company headquartered in rural Montana is finding it very difficult to recruit for their new offices in Manhattan. What type of compensation may this executive need to offer to attract new hires for their new offices?

  • Geographic differentials

  • Callback pay

  • Reporting time pay

  • Group incentives

Correct answer: Geographic differentials

Geographic differentials are offered when the cost of living is different for employees distributed in different regions of the country or the world. This executive may not be able to attract talent with the same compensation they offer people in rural Montana because the cost of living is different there.

Callback pay may apply when an employer asks an employee to come back to work after their regularly scheduled shift has ended. Reporting time pay is compensation paid to employees when they are required to report to work but are not actually assigned any tasks or work duties. Group incentives are designed to reward team achievements as motivations to work collectively.

23.

An experienced sales manager has indicated that if they do not receive a $10,000 raise, they will leave the company. The HR person wants to figure out how much it will cost the company if this person leaves to determine if it will be worth it for them to pay this increase. Which of the following ways to measure hiring would give this HR person the information they require?

  • Turnover cost

  • Quality of hire

  • Time to fill

  • Employee retention

Correct answer: Turnover cost

Turnover cost measures the rate of employees departing the business and typically includes unemployment insurance, the cost of training a replacement, and the cost of recruiting and hiring a replacement team member.

Quality of hire is a measure of how effective a new hire is in a role. This type of measure could include a percentage of new hires promoted within a year, or the percentage of new hires still with the company 12 months from their date of hire. Time to fill is a measure of how long a position was open, and how long it took to get an employee to start work in the role. Employee retention is a percentage of new hires retained for a designated period from their start date.

24.

Which of the following groups of laws contains laws that apply only to companies once they have 15 or more employees?

  • The Drug-Free Workplace Act, The Equal Employment Opportunity Act, and The Pregnancy Discrimination Act

  • The Clayton Act, The Consumer Protection Act, and The Employee Polygraph Protection Act

  • The Family and Medical Leave Act, The Mental Health Parity Act, and The Patient Protection and Affordable Care Act

  • The Worker Adjustment and Retraining Notification, The Civil Service Reform Act, and The Congressional Accountability Act

Correct answer: The Drug-Free Workplace Act, The Equal Employment Opportunity Act, The Pregnancy Discrimination Act

There are many laws that begin to apply to employers once they hit an employee headcount threshold of 15 or more employees. The Drug-Free Workplace Act, The Equal Employment Opportunity Act, and The Pregnancy Discrimination Act are three of them.

The Clayton Act, The Consumer Protection Act, and The Employee Polygraph Protection Act all go into effect for employers with one or more employees. The Family and Medical Leave Act, The Mental Health Parity Act, and The Patient Protection and Affordable Care Act apply to companies with fifty or more employees. The Worker Adjustment and Retraining Notification, The Civil Service Reform Act, and The Congressional Accountability Act all apply to employers with 100 or more employees.

25.

Which of the following is NOT one of the seven categories of race/ethnic categories that employers should collect from candidates?

  • South Asian or Indian

  • Black or African-American

  • Native Hawaiian or Pacific Islander

  • American Indian or Native Alaskan

Correct answer: South Asian or Indian

The seven race/ethnic categories that employers should collect are Hispanic or Latino, White, Black or African-American, Native Hawaiian or other Pacific Islander, Asian, American Indian or Native Alaskan, or two or more races.

South Asian or Indian is not one of the seven main categories.

26.

What are the four major steps in progressive discipline?

  • Verbal warning, written warning, suspension, termination

  • Written warning, determination, termination, post-mortem

  • Performance evaluation, verbal warning, suspension with pay, suspension without pay

  • Suspension, investigation, written warning, termination

Correct answer: Verbal warning, written warning, suspension, termination

Companies should have their progressive punishment plans codified, so that every case is treated with standard fairness. The four major steps of progressive discipline are verbal warning, written warning, suspension, and termination.

The incorrect answers are fabricated lists and are not considered the major steps of progressive discipline.

27.

An employee's workplace strictly follows OSHA guidelines and prioritizes worker safety. One day, the employee is injured at work through no fault of their employer. Which of the following mandatory benefits is most likely to support this employee during their injury and recovery if they relinquish their right to sue the employer?

  • Workers' Compensation

  • Unemployment insurance

  • Social Security

  • Healthcare benefits

Correct answer: Workers' Compensation

Workers' Compensation is a form of insurance providing wage replacement and medical benefits to employees injured while working in exchange for the employee relinquishing their right to sue their employer for the tort of negligence.

Unemployment insurance is a government-provided benefit that offers temporary financial assistance to eligible workers who have lost their jobs through no fault of their own and are actively seeking employment. Social Security is the largest social welfare program in the US; it provides financial support to people over 62 years of age who have worked at least ten years. Social security has been extended to include disability, death, and survivors' benefits. Healthcare benefits are a form of compensation provided to employees fully or partially covering a range of medical expenses that can be structured with the employer paying for all or part of the premiums. Because this employee must relinquish their right to sue to receive support from this benefit, it is not likely to be healthcare.

28.

Which of the following best describes the key components of performance management?

  • Providing regular feedback and evaluating employee effectiveness

  • Providing rewards and recognition to employees

  • Conducting surveys to gather actionable feedback

  • Offering flexible work hours and telecommuting options

Correct answer: Providing regular feedback and evaluating employee effectiveness

Performance management refers to the systematic process of improving an organization's abilities to achieve its objectives by giving employees support, communication of expectations, and feedback.

The incorrect answers are all components of employment engagement strategies but do not represent the key components of performance management as defined.

29.

Which of the following BEST describes the impact of the EEO (Equal Employment Opportunity) laws on the hiring process?

  • To ensure decisions are made without consideration of any protected categories.

  • Assistance with negotiating salaries between employers and candidates.

  • Mandatory background checks on potential employees.

  • Minimum wage and overtime pay establishment.

Correct answer: To ensure decisions are made without consideration of any protected categories.

Equal Employment laws ensure candidates are not impacted by their protected class status. Employers should not be making employment decisions based on anyone's protected class. 

There is no law mandating background checks for all employees. There are no laws that assist in negotiating salaries. Overtime and minimum wage were established by the Fair Labor Standards Act.

30.

Employers are required to act within a legal and ethical covenant to honor commitments made to employees that result in employee action. Which of the following is the name for this principle? 

  • Good faith and fair dealing

  • Duty of care

  • The Golden Rule

  • The promised future

Correct answer: Good faith and fair dealing

Good faith and fair dealing is the principle that employers have a responsibility to honor commitments they entered that resulted in employee action. 

Duty of care and the promised future are fabricated terms. The Golden Rule is "Do unto others as you would have them do unto you."

31.

Which of the following statements accurately describes the function of employee resource groups in an organization?

  • Employee resource groups provide a setting for employees sharing common interests or characteristics to support each other and promote workplace diversity.

  • Employee resource groups primarily focus on financial auditing and cost-reduction strategies.

  • Employee resource groups are formal groups that help employees secure promotions and salary increases through training.

  • Employee resource groups are temporary project teams that disband after short-term tasks are completed.

Correct answer: Employee resource groups provide a setting for employees sharing common interests or characteristics to support each other and promote workplace diversity

Employee resources groups may be a component of a diversity and inclusion program, where people with similar backgrounds, identity characteristics, or interests can talk about their shared experiences and foster a sense of belonging.

The incorrect answers are fabricated purposes that do not reflect the purpose of an employee resource group.

32.

An accountant works on a team with other accountants. Which of the following types of organizational structures is this employee MOST likely working within?

  • Functional

  • Flat

  • Divisional

  • Matrix

Correct answer: Functional

Organizations that are structured functionally group employees based on their purpose and their type of work. This employee is working in a team with other accountants, which is their type of work, so they are most likely working in a functional structure.

Flat organizations have few levels, meaning there are not many or any steps between individual contributors and executives. Divisional organizations are often seen in large companies that have many brands or product lines, and group employees based on the brand they support. A matrix structure is a combination of divisional and functional, where an employee may have a manager related to their function as well as the branch of the company they support.

33.

An employee starts out their review period strong, with some significant wins and exhibiting great behavior. The manager maintains this impression of the employee, even when their performance begins to slip and they end the quarter with poor results and a bad attitude. This employee's review is positive, centered around their initial performance. Which of the following is MOST likely impacting this manager's review of this person?

  • Primacy

  • Contrast

  • Strictness

  • Central

Correct answer: Primacy

Primacy is when an evaluator places more emphasis on the beginning of the review period than the end or middle. 

Strictness is when a manager tends to give low ratings and have high standards making them reluctant to give anyone a high rating. Contrast is when a person's performance is compared to their colleagues rather than to the objective standards set by their job description. Central is when all employees are given a similar rating that does not reflect their differences or the nuances in their performances. 

34.

Which of the following is NOT one of the four main types of organizational structures?

  • Graphical

  • Matrix

  • Functional

  • Divisional

Correct answer: Graphical

The four main types of organizational structures are flat, functional, divisional, and matrix. 

Graphical is a fabricated type of structure.

35.

A trainer using the ADDIE Model of instructional design is creating a program for low-performing customer service representatives. The first step the trainer takes is to assess each rep's performance and ask their managers what knowledge or skills they are missing that is causing them to underperform. Which stage of the ADDIE process is this trainer most likely working on in this scenario?

  • Analysis

  • Evaluation

  • Design

  • Implementation

Correct answer: Analysis

Analysis is the stage when needs are considered. The program designer discovers the gap between what the learner already knows and what they need to learn from the program.

Evaluation is the stage of the ADDIE Model when feedback is collected and analyzed to determine the program's effectiveness. Design is when learning objectives and program content are decided. Implementation is when the participants go through the program and the training occurs. 

36.

An employee has been laid off from their company. Which of the following BEST describes COBRA's impact on separating employees?

  • COBRA allows separating employees to continue their group health insurance coverage at their own expense for a specific amount of time.

  • COBRA necessitates that employers offer job placement assistance to separating employees.

  • COBRA mandates that employers provide severance packages to separating employees.

  • COBRA requires employers to provide continued salary payments to separating employees.

Correct answer: 

The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows separating employees to continue their group health insurance coverage at their own expense for a specific amount of time. This law applies to all employers with over twenty employees.

There are no laws that mandate employers provide separating employees with severance packages, job placement assistance, or the continuation of salary pay.

37.

A trainer has just welcomed a class of new hires to the training phase of their onboarding experience. Which of the following stages of the ADDIE Model of instructional design is this trainer most likely working on?

  • Implementation

  • Evaluation

  • Analysis

  • Development

Correct answer: Implementation

Implementation is when the participants go through the program and the training occurs. These new hires are receiving the training, so the trainer is most likely implementing the program they have created.

Analysis is the stage the program designer considers needs and discovers the gap between what the learner already knows and what they need to learn from the program. Evaluation is the stage of the ADDIE Model when feedback is collected and analyzed to determine the program's effectiveness. Development is related to the design phase and is when the learning materials and lesson content are created.

38.

An employee has been passed over for a promotion at work and believes the choice was made based on their religion. This employee is using a government agency to use legal action against their organization. Which of the following laws granted authority to this government agency that will litigate on their behalf?

  • The Equal Employment Opportunity Act

  • The Drug-Free Workplace Act

  • The Americans with Disabilities Act (ADA)

  • The Civil Rights Act (Title VII)

Correct answer: The Equal Employment Opportunity Act

The Equal Employment Opportunity Act gave the Equal Employment Opportunity Committee the authority to use legal action against organizations discriminating based on race, color, sex, religion, and national origin, and requires employers to post the regulations that equal opportunity is the law.

The Drug-Free Workplace Act requires federal contractors to ensure a drug-free work environment as a condition of receiving a contract or grant from the federal government. The Civil Rights Act (Title VII) prohibits employment discrimination on the basis of race, color, sex, religion, and national origin. The Americans with Disabilities Act (ADA) protects the privileges of employment for people with physical or mental disabilities.

39.

A manager reviewing one of their direct reports receives ten statements that can describe a person's performance. They must identify the statement that most accurately describes their direct report's performance and the statement that least describes the person's performance. Which of the following rating formulas is this manager MOST likely using?

  • Forced choice method

  • Graphic scale

  • 360-degree feedback

  • Checklist rating formula

Correct answer: Forced choice method

The forced choice method requires reviewers to identify the statement in a list that best describes a reviewee's performance and the statement that is least accurate in describing the reviewee's performance.

A graphic scale is the most common review formula and is when a reviewer is required to give the subject a rating placed on a scale of responses, from lowest to greatest. The checklist rating formula requires reviewers to select the statement or statements that best describe the employee's performance. 360-degree feedback is not a rating formula but a review format that involves collecting feedback from various people who work with or around the employee, not just selecting from predefined statements.

40.

A small group of trainees is given a task that they have just been trained in to complete together. Which of the following types of learner-centered approaches is this group participating in?

  • Collaborative learning

  • Graphic organizers

  • Roleplay

  • Storytelling

Correct answer: Collaborative learning

In collaborative learning, a small group is given a task to complete or a problem to solve by working together.

Graphic organizers are visual representations of data or concepts, such as diagrams or maps. Roleplay involves acting out different scenarios to practice conversations and solve problems. Storytelling involves the use of multimedia to create interactive experiential learning.