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HRCI aPHR Exam Syllabus Topics:

HRCI Associate Professional in Human Resources Sample Questions:

1. Why was the Genetic Information Nondiscrimination Act passed by Congress?
Response:

A) Employers were being nosy about employee health problems that they had not admitted on their job applications.
B) Insurance companies were finding it useful to know genetic information to defend against lawsuits.
C) Employers were using the genetic information to determine racial category membership.
D) Insurance companies were using genetic information to determine who would have expensive diseases in the future.

2. The two broad categories of reporting methods are:
Response:

A) Radio and Internet
B) Government and private sector
C) Written and oral/visual
D) Senior executive and first-level supervisor

3. The ADDIE model is an acronym that describes the five elements of __________ design.
Response:

A) Instructional
B) Development
C) Interactive
D) Talent management

4. 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) 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.
B) 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.
C) 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.
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.

5. 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) 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.
D) 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.

Solutions: