HRCI aPHR : Associate Professional in Human Resources

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HRCI aPHR Exam Syllabus Topics:

HRCI Associate Professional in Human Resources Sample Questions:

1. Sandy is 15 years old and a sophomore at Central High School. She gets a job at the local hamburger drive-in. Her boss says he needs her to work the following schedule during the Spring Break week: 4 hours at lunch time every day, 9 hours on Saturday, and 6 hours on Sunday.
Is that schedule acceptable for Sandy given that she has a work permit from the school?
Response:

A) Because it is a school vacation week, there are no restrictions on the hours that Sandy can work.
B) Only state laws impact what hours Sandy can work because it happens during a vacation week.
C) Federal law says Sandy cannot work more than 8 hours a day when it is a vacation week.
D) Because Sandy won't be working more than 40 hours for the week, there is no problem.

2. The Tractor and Belt Company (TBC) handles conveyor belt installations for many small firms. Each of the customer projects begins on a day that is most convenient for the customer. Sometimes, that's Monday; sometimes it's Thursday or some other day.
The HR manager says that the company will adjust its workweek to begin when the customer's project starts. That way, each installation team has a separate workweek, and those workweeks can shift several times a month.
What is your advice about this strategy?
Response:

A) It depends on state laws and regulations whether the workweek begins on any specific day of the week.
B) Once the workweek has been designated to begin on a certain day of the week, it should not be changed by the HR manager.
C) The FLSA says a workweek should always begin on Sunday.
D) The HR manager is simply taking advantage of the FLSA's provisions for flexible workweeks that support small business. No change is required.

3. Dependent care within an organization is focused on:
Response:

A) creating a flexible work environment.
B) giving employees training options.
C) on-site caregiving services.
D) a fair absence and vacation policy.

4. Abel has been having trouble selecting quality accounting people. Everyone claims to be able to use Excel spreadsheets, but few actually can once they get on the job. In the end, he has had to terminate people because of poor performance. He is thinking he will use a test he saw at the local office-supply warehouse.
As Abel's HR recruiting liaison, what advice would you give him about his plans for testing?
Response:

A) It sounds like a good idea. Will he be able to show that the test actually predicts success on the jobs he wants to use it for? If not, he should find a different screening tool.
B) It doesn't sound like a good idea. It is going to create more paperwork for HR, and we can't stand any workload increase.
C) It doesn't sound like a good idea. With everyone talking about the liability of written tests these days, we can't take that risk for any job.
D) It sounds like a good idea. It certainly could control the cost of turnover. We should try it.

5. Naji is wondering how he is going to describe the difference between his organization's employee grievance resolution process and the discrimination complaint-handling process. What would you suggest?
Response:

A) Grievances happen only in union-represented organizations, so Naji doesn't have to worry about that. He still has to explain how discrimination complaints can be handled in his organization.
B) Employee grievances are often regarding workplace rules and work assignment processes. Discrimination complaints have more to do with equal employment opportunity issues.
C) Handling grievances is not required by law, but handling discrimination complaints is a legal requirement under federal law.
D) There isn't any difference between them. The processes for handling them are the same.

Solutions: