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HRCI aPHR Exam Syllabus Topics:

HRCI Associate Professional in Human Resources Sample Questions:

1. What type of interviewing bias is being applied when the hiring manager is making a judgment about the applicant based on the manner in which they are dressed?
Response:

A) Stereotyping
B) Contrast effect
C) Cultural noise
D) Negative emphasis

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 is hard for someone to start a fight by themselves. Both employees should be written up, skipping the oral warning step of progressive discipline.
B) 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.
C) 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.
D) 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.

3. Harold has heard that it is necessary to have a diversity management program under some new federal law. What would you tell Harold about that requirement?
Response:

A) There is no law requiring diversity management programs, and employers should not consider moving toward such programs unless they are federal contractors.
B) The new law will require diversity management programs only for employers that have federal contracts to provide goods or services to government agencies.
C) The new law won't be effective until a year after it was passed. So, there is no immediate requirement for him to worry about.
D) There is no federal law requiring diversity management programs. Sophisticated employers are moving in that direction because it is the right thing to do and production results often improve.

4. 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) 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.
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.

5. HR can influence the company's "bottom line" financially through
Response:

A) Tracking birthdays
B) Determining reasons for turnover rates
C) Advising senior management
D) Checking with colleagues in competing organizations

Solutions: