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Quiz Session - Attempts With Random Questions

HRCI aPHR Exam Questions

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1.

A trainer is designing a lesson to help learners develop a deep understanding of a complex topic. The lesson includes components related to knowing/head, doing/hands, and feeling/heart. Which instructional framework is the trainer most likely utilizing?

  • Bloom's Taxonomy 

  • Maslow's Hierarchy of Needs

  • The ADDIE Model

  • Skinner's Operant Conditioning Theory

Correct answer: Bloom's Taxonomy

Bloom's Taxonomy is a theory of instructional design that describes three components of learning structures, knowledge-based (knowing/head), skills-based (doing/hands), and affective-based (feeling/heart). 

Maslow's Hierarchy of Needs is a motivational theory that describes levels of needs based on their importance to life. Skinner's Operant Conditioning Theory is based on types of reinforcement that impact peoples' behaviors. The ADDIE Model is a system whose steps include analysis, design, development, implementation, and evaluation.

2.

An employee has a complaint about how they have been treated at work. They believe they were given less favorable shifts because of the color of their skin. Which of the following government agencies is this person MOST likely to file a complaint with?

  • The EEOC

  • The DOL

  • The NLRB

  • OSHA

Correct answer: The EEOC is the Equal Employment Opportunity Commission

The EEOC is the Equal Employment Opportunity Commission which focuses on discrimination in the workplace.

The DOL is the Department of Labor which oversees over 180 laws related to employment regulations. These laws span from workplace standards to wages and hours. OSHA is the Occupational Safety and Health Act, which focuses specifically on health and safety. NLRB is the National Labor Relations Board which protects union activity and the treatment of unionized workers.

3.

An employee is a very high performer in one area of their work but does poorly with some other responsibilities. Their manager's judgment is clouded by their positive performance and they rate them high across all areas of their job description. Which of the following shortcomings is MOST likely impacting this manager's ratings?

  • Halo effect

  • Horn effect

  • Recency bias

  • Leniency

Correct answer: The halo effect

The halo effect is when the manager's review is impacted by the employee's high performance in one area leading to inflated ratings overall.

Leniency is when the manager rates all of their direct reports high, regardless of their actual performance in different areas. Recency bias is when the manager's evaluation is focused on the person's recent performance, overshadowing their performance during the earlier parts of the review period. The horn effect occurs when a manager's review focuses on negative performance in one area which overshadows the high performance in other areas, resulting in an overall negative evaluation.

4.

What is the most common approach used in training?

  • Instructor-led classroom training

  • Virtual classroom

  • Corporate universities

  • E-learning

Correct answer: Instructor-led classroom training

Instructor-led classroom training, which includes methods such as presentations and demonstrations, continues to be the most commonly used training approach. 

The remaining answers are models used in training, but they are not used as commonly as instructor-led trainings.

5.

A participant in a training program is feeling frustrated. Their learning has stagnated before their course has finished and their objectives have been met. They are not receiving enough support from the trainers and need more motivation to finish their course and succeed in their desired outcomes. Which of the following types of learning curves is this participant most likely exhibiting?

  • Plateau curve

  • S-shaped curve

  • Decreasing returns

  • Increasing returns

Correct answer: A plateau curve

A plateau curve occurs when learning happens quickly in the beginning and then flattens out. This is different from a decreasing return because there is an assumption that learning can continue and a full understanding of the material has not yet taken place.

S-shaped curves happen when learning starts off slow, the learning accelerates once the person is comfortable with the material, and then it levels out after the information has been learned. S-shaped curves are a combination of increasing returns and decreasing returns. In decreasing returns, the graphic pattern shows learning accelerating and then plateauing after the necessary learning has taken place. This is the most common learning curve shape. Increasing returns occur when learning starts slow as the participant is getting used to the material and learning the basics but then accelerates as their skills and knowledge develop.

6.

Which of the following best represents the primary purpose of the Health Insurance Portability and Accountability Act (HIPAA)?

  • Protecting the privacy and security of individuals' medical information

  • Regulating safety in healthcare facilities

  • Establishing standards for healthcare pricing

  • Mandating minimum staffing requirements in medical offices

Correct answer: Protecting the privacy and security of individuals' medical information

HIPAA establishes national standards for the protection of individuals' medical records. It also ensures that people who leave their jobs can access health coverage and restricts employers from imposing health requirements for employees to be eligible for their benefits plans.

Safety in workplace facilities is regulated by OSHA. Standards for healthcare pricing are set by the Affordable Care Act. There is not a federal law that sets staffing requirements for all types of medical offices, but there are individual laws and state laws with different stipulations and purposes.

7.

Which of the following provides protections for workers against sexual harassment in the workplace?

  • Guidelines on Discrimination Because of Sex (1980)

  • The Civil Rights Act (1964)

  • The Lilly Ledbetter Act (2009)

  • The Uniform Guidelines on Employee Selection Procedures (1978)

Correct answer: Guidelines on Discrimination Because of Sex (1980)

The Guidelines on Discrimination Because of Sex (1980) was created by the Equal Employment Opportunity Commission (EEOC) in 1980 to help employers define sexual harassment in the workplace. Until these guidelines were released, employees and employers did not have a standard set to differentiate what constitutes sexual harassment.

The Uniform Guidelines on Employee Selection Procedures (1978) prohibits discrimination due to hiring processes, whether intentional or unintentional. The Lilly Ledbetter Act (2009) extended the statute of limitations on litigating cases of pay discrimination. The Civil Rights Act (1964) classified sex as a protected class but did not address sexual harassment in the workplace.

8.

A business purchases precious stones from a dealer in New Mexico and sells them at a shop in Florida. Which of the following best describes this type of transaction?

  • Interstate commerce

  • International transaction

  • Intrastate commercialism

  • Outerstate transaction

Correct answer: Interstate commerce

A transaction of interstate commerce involves the movement of goods or services between two or more states within the same country.

An international transaction involves more than one country. Intrastate commercialism takes place within a state. Outerstate transaction is a fabricated term.

9.

A federal contractor is required to maintain hiring records for three years and to keep a log of the people who apply for jobs, showing the candidate's race, sex, name, date of application, status, and whether or not the candidate successfully earned the job, to ensure discrimination is not taking place. Which of the following laws is most likely being described?

  • Affirmative Action

  • Fair Labor Standards Act (FLSA)

  • Americans with Disabilities Act

  • Affordable Care Act

Correct answer: Affirmative Action

Affirmative action regulates how federal contractors hire concerning fairness, accommodations, diversity, and recordkeeping.

The FLSA established pay requirements such as minimum wage and overtime pay. The Americans with Disabilities Act prohibits the discrimination of applicants based on their disabled status and requires businesses to make reasonable accommodations so they will not be excluded from employment. Creating job descriptions with the requirements of each role is key to understanding what jobholders will need to be capable of. The Affordable Care Act created health insurance marketplaces where individuals and small businesses can purchase health insurance plans.

10.

An employee is in debt, and creditors issue a garnishment to this worker's employer. Which of the following laws is most likely to impact the amount of money a creditor can receive from the employee's wages each week?

  • The Consumer Credit Protection Act of 1968

  • The Clayton Act of 1914

  • The Copeland "Anti-Kickback" Act of 1934

  • The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) of 2001

Correct answer: The Consumer Credit Protection Act of 1968

The Consumer Credit Protection Act of 1968 imposed limits on garnishments that creditors can receive from employee wages. It also protected employees who have garnishments against their wages from being terminated as a result of a garnishment. 

The Clayton Act of 1914 is a United States antitrust law designed to address anti-competitive practices, prohibit behaviors that build monopolies, and regulate mergers and acquisitions to promote competition. The Copeland "Anti-Kickback" Act of 1934 prevents companies working on federal contracts from requiring employees to pay for their position on the job. The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) of 2001 dealt with pension plans and retirement conditions.

11.

A new hire who started one week ago is called up to active duty in the military. The hiring manager asks the HR director if they can fire this person rather than hold their position at the company for the duration of their duty. Which of the following laws is most likely related to this scenario?

  • The Uniformed Services Employment and Reemployment Rights Act of 1994

  • Title VII of the Civil Rights Act of 1964

  • The Americans with Disabilities Act of 1990

  • The Age Discrimination in Employment Act of 1967

Correct answer: The Uniformed Services Employment and Reemployment Rights Act of 1994

The Uniformed Services Employment and Reemployment Rights Act of 1994 is designed to protect the civilian employment rights of individuals who serve or have served in the uniformed services, including leave and reemployment for service.

The Americans with Disabilities Act of 1990 protects the rights of people with disabilities in the areas of employment, public accommodations and services, and telecommunications. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin. The Age Discrimination in Employment Act of 1967 prohibits employment discrimination based on age against individuals aged 40 or older.

12.

A candidate applying for a job at a company chooses not to self-identify their ethnic and race categories on their job application. Which of the following BEST describes the employer's responsibility in these cases?

  • The employer must make selections for the candidate using their best guess based on observation.

  • The employer should leave this candidate's information blank, and if they are selected for employment they can require self-identification.

  • The employer is allowed to disregard the application if the candidate refuses to provide race and ethnicity information.

  • The employer should respect the candidate's decision not to self-identify and should not make assumptions about their race or ethnicity.

Correct answer: The employer must make selections for the candidate using their best guess based on observation.

If a candidate chooses not to self-identify their race or ethnic information, the employer is responsible for making selections for the candidate based on their observations of the person.

The information should not be left blank; the employer should not disregard the application on this basis and needs to make an assumption about their race for recordkeeping and EEO (Equal Employment Opportunity) compliance purposes.

13.

An HR leader works at a complex company where each department's skills and qualifications are vastly different. They must undertake a job evaluation method that will allow them to map and align the jobs using a consistent rubric. The HR leader works on a project using five proprietary steps and evaluates each position based on accountability, know-how, and problem-solving. Which of the following methods is this HR leader MOST likely using?

  • The Hay plan

  • The factor comparison method

  • Job classification method

  • The point factor method

Correct answer: The Hay plan

The Hay plan uses three criteria: accountability, know-how, and problem-solving. The Hay plan is a propriety method developed by The Hay Group, and uses five steps for evaluation and approval.

The factor comparison method involves breaking each job down into detailed factors and assigning dollar amounts to each one. Leaders can then calculate how much a money role is worth depending on those dollar assignments. The point factor method is a quantitative evaluation practice that involves giving a numeric value to the skills and factors of each role to determine the pay scale but does not involve the assignment of dollar values to each factor. Job classification method is when roles are grouped together and given categories to help determine pay scales.

14.

Which of the following BEST describes the federal regulations about workers' compensation?

  • Federal law requires employers to provide workers' compensation, but rules are governed by the states.

  • Federal regulations mandate a uniform workers' compensation system across all states.

  • Workers' compensation is optional and left entirely to the discretion of individual employers.

  • Workers' compensation is managed by the federal government for all private and public sector employees.

Correct answer: Federal law requires employers to provide workers' compensation, but rules are governed by the states.

The federal government mandates that all employers provide employees workers' compensation insurance, but the states each set the rules about the specific policies and plans required.

The incorrect answers are fabricated and do not reflect the truth about workers' compensation. Federal regulations do not require all workers' compensaiton to be uniformly designed; it is not optional and it is not managed by the federal government.

15.

A candidate for a job has self-identified as a disabled veteran. Which of the following is TRUE considering this person's membership in a protected class according to EEO (Equal Employment Opportunity) laws?

  • They are a member of two protected classes.

  • They have protected class membership, but only because they are both disabled and a veteran.

  • They are a member of one protected class.

  • They are not a member of any protected class.

Correct answer: They are a member of two protected classes.

Equal employment opportunity (EEO) laws identify race, gender/sex, veteran status, and disabled status as the four categories of EEO demographics. This person is both a veteran and disabled, so they are a member of two protected classes.

The incorrect answers are fabricated and do not reflect the reality of this person's protected class status.

16.

Which of the following is not one of the employee's general responsibilities in the employee/employer relationship?

  • Maintaining confidentiality

  • Providing eight hours of effort in an eight-hour workday

  • Complying with employer policies

  • Treating others within the workplace with civility

Correct answer: Maintaining confidentiality

In the employee/employer relationship, responsibilities include providing eight hours of effort in an eight-hour workday, complying with employer policies, and treating others within their workplace with civility.

Maintaining confidentiality is not immediately assumed but may be mandated using additional contracts and agreements.

17.

Which of the following BEST describes HRIS (Human Resource Information System)?

  • A system for tracking and managing employee information and HR processes

  • Software used for customer relationship management

  • A tool for financial analysis and reporting

  • A platform for managing supply chain operations

Correct answer: A system for tracking and managing employee information and HR processes

An HRIS is a platform that houses employee data, HR policies and processes, reporting documentation, and communications.

The incorrect answers represent functions that are not directly involved in HR and are therefore unlikely to be a feature of an HRIS.

18.

Which of the following is NOT considered a type of time-based step rate system?

  • Flat-rate system

  • Cost of living adjustments

  • Combination step rate and performance

  • Automatic step rate system

Correct answer: Flat-rate system

A single-rate system, also known as a flat-rate system, is when each person with the same job in an organization makes the same amount of money regardless of merit or seniority.

Time-based step rate systems are when employee's pay is based on the amount of time they have spent on the job, including automatic step rate systems, step rate with performance considerations, combination step rate and performance, and cost of living adjustments.

19.

A participant in a training program starts strong and understands the introduction and the beginning concepts well. They start to struggle with the material, and there is some time when they don't learn very much at all. Then the information begins to click again once the participant has become more comfortable with the material, and rapid learning takes place until the course has been fully absorbed. Which of the following learning curves is this participant most likely exhibiting?

  • S-shaped curve

  • Plateau curve

  • Decreasing returns

  • Increasing returns

Correct answer: S-shaped curve

An S-shaped curve happens when learning starts off slow, the learning accelerates once the person is comfortable with the material, and then it levels out after the information has been learned. An S-shaped curve is a combination of increasing returns and decreasing returns.

Decreasing returns is the graphic pattern when learning accelerates and then plateaus after the necessary learning has taken place. This is the most common learning curve shape. A plateau curve takes place when learning happens quickly in the beginning and then flattens out. This is different from decreasing returns because there is an assumption that learning can continue and a full understanding of the material has not yet taken place. Increasing returns occur when learning starts slow as the participant is getting used to the material and learning the basics but then accelerates as their skills and knowledge develop.

20.

An employee has experienced discrimination based on their religion in the workplace. They file a complaint with a federal commission that will litigate the case and enforce the nation's civil rights rules. Which of the following laws created the commission that can litigate on behalf of this employee?

  • The Equal Employment Opportunity Act

  • The Labor-Management Relations Act

  • The Immigration Reform and Control Act

  • The Fair Credit Reporting Act

Correct answer: The Equal Employment Opportunity Act

The Equal Employment Opportunity Act created the Equal Employment Opportunity Commission (EEOC), which can litigate cases of discrimination and enforce the regulations set in The Civil Rights Act and other employment laws.

The Labor-Management Relations Act of 1947 was the first legislation that regulated unions and prevented unions from unfair work practices and from demanding exclusivity in the workplace. The Immigration Reform and Control Act (IRCA) requires employees to prove their identities and their eligibility to work in the United States, and created the Form I-9. The Fair Credit Reporting Act prevents employers from running credit reports on their employees or candidates for employment without their consent and protects data security.

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