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Quiz Session - Attempts With Random Questions

HRCI aPHR Exam Questions

Page 5 of 25

81.

Two companies are merging and must go through a workforce restructure. The company only needs four accountants and six salespeople, but due to the merger, they have eight accountants and twelve salespeople. Which of the following obstacles is this merger MOST likely causing?

  • Duplicate workforce

  • Blending culture and policies

  • Government approval

  • Offshore teams

Correct answer: Duplicate workforce

A duplicate workforce is when companies that combine may each have similar departments doing similar work where only one is needed, creating payroll and workflow redundancies.

Each company has its own unique culture and policies. Combining two companies is complicated because two organizations must operate as one, and people may be resistant to change. Mergers and acquisitions may face issues with government approval when there are questions about antitrust activities or violations of federal law. Offshoring is the practice of hiring teams in different countries to complete work. There may be offshore teams involved in mergers, but this is not typically considered an issue and may be an advantage depending on the qualities and functions of those teams.

82.

A trainer needs to disseminate skills and knowledge that must be applied to workplace situations. This trainer would like trainees to practice the information so they can learn quickly. Which of the following classroom facilitation methods is most likely to achieve the trainer's goals?

  • Roleplaying

  • Reading

  • Case studies

  • Demonstration

Correct answer: Roleplaying

Roleplaying is best used when practice is needed to learn the information or skills. 

Reading is best used when the information needs to be processed through independent study. Case studies are best when knowledge should be applied to different situations. Demonstrations are best when information and skills should be shown through presentations.

83.

A recruiter decides to take a proactive approach to finding candidates for a role. They log into Indeed and can search through people's profiles using keywords and job responsibilities to find people who may qualify for the role. Which of the following external recruiting practices is this person MOST likely using?

  • Resume mining

  • Internet

  • Traditional media

  • Public employment services

Correct answer: Resume mining

Resume mining is a big repository of resumes that recruiters can search through using keywords or required skills to find candidates proactively, rather than waiting for people to apply. 

Internet includes job boards such as indeed.com and ziprecruiter.com. While this person is using indeed.com, they are using it to mine through resumes so this is the best answer for the information given. Traditional media include radio, TV commercials, billboards, and other forms of print or display ads. Public employment services are supported by state or local government and help qualified workers find jobs.

84.

Which of the following best describes the main focus of the Fair Labor Standards Act (FLSA)?

  • Minimum wage and overtime pay

  • Whistleblower protections

  • Workplace safety regulations

  • Equal pay for equal work

Correct answer: Minimum wage and overtime pay

The FLSA was enacted in 1938 and established a federal minimum wage. It also requires employers to pay nonexempt employees overtime pay for hours worked over 40 hours per week. 

Workplace safety regulations are covered by other laws, such as the Occupational Safety and Health Act (OSHA). Equal pay for equal work is covered under other laws, such as the Equal Pay Act. The Whistleblower Protection Act (WPA) addresses whistleblower protections.

85.

A candidate for hire at a company has less experience than the job posting has requested. They have high potential and have proven to be hard working and quick learning, but they are early in their career and are requesting a lower salary than the predetermined pay bands the company has designed for the role. The HR manager is uneasy about offering less than the allocated bands but the hiring manager is excited about the opportunity to bring someone on board for less than they previously thought necessary. Which of the following BEST describes this candidate's potential pay?

  • Green circle rates

  • Red circle rates 

  • Compa-ratios

  • The range spread

Correct answer: Green circle rates

Green circle rates are when employees are paid less than the previously accepted minimum rate for their jobs. Green circle rates can set a dangerous precedent, and should only be used in extreme cases to avoid discrimination and maintain compensation strategy integrity.

Red circle rates are when employees are paid above the predetermined pay bands. Red circle rates are sometimes used when an employee's pay has been elevated to the top of the predetermined range, but they are high-performing and deserve a raise. Compa-ratios are comparisons to the job market that allow companies to understand if they are offering above market averages if the compa-ratio is more than 100 percent, or below market averages if the compa-ratio is below 100 percent. The range spread is a calculation that represents the dispersion of pay and is represented as a percentage.

86.

An employee comes to their HR representative with a question. The employee needs to file their taxes and does not know what type of documentation they need to complete their tax forms. Which of the following documents should the HR representative direct this employee to to help with their taxes?

  • W-2 Form

  • Enrollment in benefit program

  • Personal information

  • Non-disclosure agreement

Correct answer: W-2 Form

A W-2 Form is a document that employers provide to employees which collects information about dependents and marital status.

Enrollment in benefit program documentation is collected at the time of hire, and maintained by the company to ensure the employee retains coverage. Personal information includes data on race, sex, disability, and veteran status collected to comply with federal regulations around equal opportunity employment. Non-disclosure agreements protect employers against employees sharing confidential information or trade secrets with external parties.

87.

An employer receives tax credits for hiring people who face certain barriers to employment. Which of the following laws MOST likely created this program?

  • The Work Opportunity Tax Credit (WOTC)

  • The Wagner-Peyser Act

  • The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)

  • The Uniformed Services Employment and Reemployment Rights Act (USERRA)

Correct answer: The Work Opportunity Tax Credit (WOTC)

The Work Opportunity Tax Credit (WOTC) supports people who face employment barriers by offering tax credits to organizations that employ them.

The Wagner-Peyser Act created offices to support people experiencing unemployment with job search assistance. The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) requires some employers to advertise their open jobs with state-run services. The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects any person who serves or has served in the military's employment, reemployment, and retention rights. "Retention rights" refer to the protections afforded to military service members against unfair termination or discharge from their civilian employment due to their military service

88.

An employee who has been with the company for over one year informs their manager that they have gotten another job and are separating from the organization. This person does not give the standard two weeks' notice before departure and tells the manager that they are leaving effective immediately. Which of the following BEST describes this termination?

  • Resignation

  • Involuntary

  • Retirement

  • Layoff

Correct answer: Resignation

Resignation is a voluntary termination when an employee decides to part ways with their employer. Even though this employee did not give the standard term of notice, they are the ones initiating the separation so it is considered a resignation.

Retirement is a voluntary form of termination where the employee reaches a certain age and can stop working and live off their savings, investments, and public programs. A layoff is an involuntary form of termination, often caused by a reduction in force. Termination for cause is when an employee's behavior has violated company policy, and the company decides to separate from the employee. This is an involuntary form of termination.

89.

A trainer has created an entire training program using the works of a famous motivational speaker. They have made duplicates of this person's visuals to distribute to their team, and they found a version of their most famous talk on a bootleg website. Which of the following laws is this trainer at risk of violating?

  • The Copyright Act

  • The Employee Polygraph Protection Act (EPPA)

  • The Fair Credit Reporting Act (FCRA)

  • The Employee Retirement Income Security Act (ERISA)

Correct answer: The Copyright Act

The Copyright Act protects peoples' works from being printed, duplicated, distributed, or sold without their permission.

The Employee Polygraph Protection Act (EPPA) ensures that candidates are not required to take lie detector (polygraph) tests as a part of the recruiting process. There are exceptions for certain classifications of jobs. The Employee Retirement Income Security Act (ERISA) sets standards for voluntarily established retirement and health plans in private industry companies. The Fair Credit Reporting Act (FCRA) mandates that employers inform their employees when background checks or credit reports are required to make employment decisions.

90.

What is the name of the governmental organization that regulates union activity?

  • The NLRB

  • The NUBA

  • The UUOA

  • The LBUB

Correct answer: The NLRB

The National Labor Relations Board governs union activity and protects workers' right to unionize.

The incorrect answers are fabricated terms.

91.

An employee who has been with a company for one year has been underperforming compared with their peers and the expectations of the job. Their manager is hoping some additional support, specific objectives, and strong consequences for failure to improve will help this person succeed. Which of the following methods is MOST likely to give this manager the outcome they desire?

  • A performance improvement plan (PIP)

  • A person in peril (PIP)

  • Productivity integrity protocol (PIP)

  • Progressive intervention program (PIP)

Correct answer: A performance improvement plan (PIP)

A performance improvement plan (PIP) may be given to employees who are underperforming. They are typically written with very specific objectives, the promise of additional support and resources, and consequences for failure to improve including termination.

The incorrect answers are fabricated phrases that do not represent the acronym accurately.

92.

A worker on an assembly line is paid based on how many units of work they produce. Which of the following best describes this compensation structure?

  • Productivity-based system

  • Time-based step rate system

  • Performance-based merit pay system

  • Single-rate system

Correct answer: Productivity-based system

Productivity-based systems are when employees' pay is determined by their output and include straight piece-rate systems and differential piece-rate systems.

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 system, step rate with performance considerations, combination step rate and performance, and cost of living adjustments. 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. Performance-based merit pay systems are when pay is based on the individual employee's job performance.

93.

A person with a back problem is told by their insurance company that they must get a referral from their primary care physician before they will cover a visit to a specialist. Which of the following types of insurance is this person MOST likely to have?

  • Health Maintenance Organization (HMO)

  • Preferred Provider Organizations (PPOs)

  • Managed healthcare plans

  • Fee-for-service plan

Correct answer: Health Maintenance Organization (HMO)

A Health Maintenance Organization (HMO) is the most common type of managed healthcare plan and requires members to choose primary care physicians (PCPs) who must refer them to specialists if specialized care is needed. 

Preferred Provider Organizations (PPOs) allow members to visit any type of doctor, even specialists, as long as they are in-network, without requiring referrals from primary care physicians (PCPs). Managed healthcare plans involve contracts with providers in a network that negotiate special reduced rates for members. A Fee-for-service plan is a model for payment where the provider is paid separately for each instance of care, rather than bundling the payments. This incentivizes providers to provide more care rather than a higher quality of care. 

94.

The Equal Employment Opportunity Commission (EEOC) has three main responsibilities. Which of the following is NOT listed as a main responsibility of the EEOC?

  • Managing the employer/union relationship

  • Provide educational programs to prevent employer discrimination

  • Keep statistical records

  • Investigate and resolve complaints

Correct answer: Managing the employer/union relationship

The EEOC is the Equal Employment Opportunity Commission that was created by The Civil Rights Act of 1964. The three main responsibilities of this committee are to investigate and resolve complaints, keep statistical records, and provide educational programs to prevent employer discrimination. 

The EEOC is not mainly responsible for union activity or relations.

95.

An employee has been laid off from their job. Their employer sends them a notice that they have the right to continue insurance overage at their own expense for a set amount of time. Which of the following laws has most likely required this action from the employer?

  • COBRA

  • The Civil Rights Act of 1964

  • The WARN Act

  • The Fair Labor Standards Act

Correct answer: COBRA 

COBRA is the Consolidated Omnibus Budget Reconciliation Act, which allows separating employees to retain insurance overage at their own expense.

The Civil Rights Act of 1964 prohibits discrimination in employment based on race, color, religion, sex, or national origin. The WARN Act requires large employers to give employees notice before a large reduction in force or closure. The Fair Labor Standards Act established the minimum wage and overtime requirements.

96.

An employee who is switching from one health insurance provider to another has questions about how their medical information will be handled. They are nervous about their employer finding out about one of their family members' pre-existing conditions precluding them from obtaining coverage. Which of the following laws is MOST likely to protect this employee's privacy?

  • The Health Insurance Portability and Accountability Act (HIPAA)

  • The Fair Labor Standards Act (FLSA)

  • The Sarbanes-Oxley Act (SOX)

  • The Immigration Reform and Control Act (IRCA)

Correct answer: The Health Insurance Portability and Accountability Act (HIPAA)

The Health Insurance Portability and Accountability Act (HIPAA) requires the security of medical records and ensures people access to coverage even if there is a preexisting health condition.

The Fair Labor Standards Act (FLSA) sets standards for minimum wage and overtime pay and addresses the treatment of employees and minors. The Immigration Reform and Control Act (IRCA) established work eligibility standards for immigrants and created the I-9 Form. The Sarbanes-Oxley Act (SOX) requires financial reporting and recordkeeping, as well as systems of checks and monitoring for financial structures.

97.

A federal contractor is required to make extra efforts to reach candidates who are women, minorities, or disabled. Which of the following laws is this federal contractor MOST likely regulated by in this situation?

  • Executive Order 11246

  • The Family and Medical Leave Act (FMLA)

  • The Patient Protection and Affordable Care Act (PPACA)

  • The Worker Adjustment and Retraining Notification Act (WARN)

Correct answer: Executive Order 11246

Executive Order 11246, also called Affirmative Action, requires federal contractors to provide equal employment opportunities and encourages the hiring of women, veterans, the disabled, and minorities.

The Family and Medical Leave Act (FMLA) requires companies to give employees 12 weeks of unpaid leave to care for a medical event for themselves or a family member. The Patient Protection and Affordable Care Act (PPACA), also known as Obamacare, expanded health insurance access and improved the quality of the care provided. The Worker Adjustment and Retraining Notification Act (WARN) requires employers with over 100 employees to notify teams ahead of mass layoffs or closures.

98.

Which of the following is not considered a learner-centered approach to training delivery?

  • Lecture-discussions

  • Case studies

  • Roleplaying

  • Simulations

Correct answer: Lecture-discussions

Lecture-discussions are a teacher-centered approach in which lectures include discussion questions.

The other answers are all considered learner-centered approaches.

99.

An employer has eight employees. Which of the following laws does NOT apply to this employer?

  • The Equal Employment Opportunity Act

  • The Fair Credit Reporting Act

  • The Labor-Management Relations Act

  • The Immigration Reform and Control Act

Correct answer: The Equal Employment Opportunity Act

The Equal Employment Opportunity Act applies to employers with fifteen or more employees. This law 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 Immigration Reform and Control Act (IRCA), The Labor-Management Relations Act, and The Fair Credit Reporting Act all apply to companies with 15 or more employees. 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 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 Fair Credit Reporting Act prevents employers from running credit reports on their employees or candidates for employment without their consent and protects data security.

100.

Accountants at a company are paid based on their length of tenure in their roles and are given annual cost of living adjustments. Which of the following BEST describes this compensation structure?

  • Time-based step rate system

  • A single-rate system

  • Productivity-based system

  • Performance-based merit pay system

Correct answer: Time-based step rate systems

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

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. Performance-based merit pay systems are when pay is based on the individual employee's job performance. Productivity-based systems are when employees' pay is determined by their output and include straight piece-rate systems and differential piece-rate systems.

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