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Quiz Session - Attempts With Random Questions

HRCI aPHR Exam Questions

Page 6 of 25

101.

A businessperson is starting a new company. They have toured an office space to put their new company in. The office space has large windows with no shades that let in a lot of light, high temperatures without air conditioning, and lots of loud noise from the factory downstairs. This person is not sure what conditions are allowed in a workplace. Which of the following laws should this person consult to understand the standards that may apply to their place of work?

  • The Occupational Safety and Health Act (OSHA)

  • The Personal Responsibility and Work Opportunity Reconciliation Act

  • The Social Security Act (SSA) 

  • The Service Contract Act (SCA)

Correct answer: The Occupational Safety and Health Act (OSHA)

The Occupational Safety and Health Act (OSHA) requires employers to provide a safe and healthy workplace for employees.

The Personal Responsibility and Work Opportunity Reconciliation Act is a welfare law that enforces child support payments and requires states to have new hire reporting systems. The Service Contract Act (SCA) applies to non-construction federal contractors that require employees to be paid minimum wage and benefits. The Social Security Act (SSA) established a system of benefits for social welfare and social insurance funded by payroll taxes.

102.

A team of scientists is used to working on their own. Their manager has asked them to complete a project that requires cooperation and teamwork. The scientists are not motivated to change their work styles. What type of compensation can this manager offer to motivate the scientists to work together?

  • Group incentives

  • Geographic differentials

  • Reporting time pay

  • Callback pay

Correct answer: Group incentives

Group incentives are designed to reward team achievements as motivations to work collectively.

Geographic differentials are offered when the cost of living is different for employees distributed in different regions of the country or the world. Callback pay may apply when an employer asks an employee to come back to work after their regularly scheduled shift has ended. Reporting time pay is compensation paid to employees when they are required to report to work but are not actually assigned any tasks or work duties.

103.

An employee has been at their company for five years. Their HR person has noticed a trend where employees tend to stay with the company for about five years, and then leave once they have reached this level of experience. The HR person wants to make sure this employee does not follow the same trend and leave shortly after their five-year anniversary. Which of the following methods is BEST suited to help this HR manager retain this employee?

  • Stay interview

  • 360-degree survey

  • Focus group

  • Engagement survey

Correct answer: Stay interview

Stay interviews are designed to identify factors that may cause key talent to leave the organization; they allow the company to act on issues that could entice employees to remain employed.

360-degree surveys are most often used to collect feedback about an individual. These surveys ask people in the organization who have contact with or work closely with the subject to give the person ratings based on required competencies or skills. Engagement surveys are used to improve morale, productivity, and engagement, and reduce turnover by learning actionable feedback about employees' satisfaction with their company. They can happen at regular intervals containing similar questions so progress can be tracked over time. Focus groups are when employees are asked to participate in discussions moderated by a facilitator to identify issues or solutions to known problems.

104.

Every teacher in a school district is given the same compensation package regardless of their seniority, merit, or output. Which of the following BEST describes this pay structure?

  • A single-rate system

  • Time-based step rate systems

  • Performance-based merit pay systems

  • Productivity-based systems

Correct answer: A single-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 system, step rate with performance considerations, combination step rate and performance, and cost of living adjustments. 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.

105.

A manager is reviewing their direct report. To do so, they write a narrative about the person's performance during the review period that chronicles their performance. Which of the following narrative methods is this manager MOST likely using in this review?

  • Essay format

  • Critical incident

  • Behaviorally Anchored Rating Scales (BARS)

  • Graphic rating scale

Correct answer: Essay format

The essay format requires the appraiser to write a narrative that describes the person's performance throughout the review period.

In critical incident evaluations, the reviewer keeps detailed records of positive and negative behavior and reviews each instance with the subject. Behaviorally Anchored Rating Scales (BARS) are a performance evaluation method that links specific behaviors with specific performance levels. Graphic rating scales require reviewers to give the subjects a score for their competency in different areas. Scores range from lowest to highest.

106.

A company is putting together its pre-employment testing procedures. They must be careful not to choose any tests that inadvertently discriminate against protected classes because of how questions are written or how the material is administered. Which of the following laws is responsible for this regulation?

  • The Civil Rights Acts of 1964 and 1991

  • The Age Discrimination in Employment Act (ADEA)

  • Occupational Safety and Health Act (OSHA)

  • Fair Labor Standards Act (FLSA)

Correct answer: The Civil Rights Acts of 1964 and 1991

The Civil Rights Acts of 1964 and 1991 and the Americans with Disabilities Act prohibit the use of pre-employment tests that have adverse effects on members of protected classes achieving employment, even if the outcome is unintentional.

ADEA prohibits age discrimination against individuals who are 40 years of age or older in employment. OSHA provides health and safety standards and protections for employees in the workplace. FLSA established the federal minimum wage and overtime standards.

107.

An HR rep is creating documentation practices for any cases of harassment, ethics violations, and progressive discipline. Which of the following represents the list of questions that this HR person needs to include in their documentation procedures?

  • Who, what, when, where, why?

  • How high in the company is the employee, how much money do they make, and what is the organizational cost of losing them if found guilty?

  • How long does the investigation take, how many people are involved, and how will this impact our reputation?

  • Who did it? Who did they do it to? Who should investigate? Who should decide the discipline?

Correct answer: Who, what, when, where, why?

HR reps should always document everything that happens, and include the answers to the ever-important questions who, what, when, where, and why? Accurate and timely documents of incidents and discipline give HR important data and can support their decisions legally if anything were to go to court.

The incorrect answers may all represent questions that people have during incidents, but only the correct answer provides all the recommended information for the purposes of documentation.

108.

An employee's spouse has had a terrible accident and needs constant care for ten weeks. The employee takes all ten weeks off unpaid. Which of the following laws provides this protection for this employee?

  • The Family and Medical Leave Act (FMLA)

  • Executive Order 11246

  • The Patient Protection and Affordable Care Act (PPACA)

  • The Worker Adjustment and Retraining Notification Act (WARN)

Correct answer: The Family and Medical Leave Act (FMLA)

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.

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 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.

109.

An employee is laid off from the job they have had for three years. There were no problems with this person's performance, but their company needed to reduce their payroll headcount. This person plans to immediately start looking for work again. Which of the following benefits is most likely to financially support this person?

  • Unemployment insurance

  • Social Security 

  • Workers' Compensation

  • Healthcare benefits

Correct answer: Unemployment insurance

Unemployment insurance is a government-provided benefit that offers temporary financial assistance to eligible workers who have lost their jobs through no fault of their own and are actively seeking employment.

Social Security is the largest social welfare program in the US; it provides financial support to people over 62 years of age who have worked at least ten years. Social security has been extended to include disability, death, and survivors' benefits. Workers' Compensation is a form of insurance providing wage replacement and medical benefits to employees injured while working in exchange for the employee relinquishing their right to sue their employer for the tort of negligence. Healthcare benefits are a form of compensation provided to employees fully or partially covering a range of medical expenses that can be structured with the employer paying for all or part of the premiums.

110.

Which statement best describes discretionary compensation programs?

  • Discretionary means the employer has some flexibility in how the plans are structured

  • Discretionary compensation programs are mandated by federal law

  • Discretionary compensation programs are based solely on an employee's performance

  • Discretionary compensation programs are fixed and nonnegotiable

Correct answer: Discretionary means the employer has some flexibility in how the plans are structured

Some direct compensation programs are discretionary, so employers can design the plans to fit their business and motivational needs. 

Regulated forms of direct compensation, including base pay, are guided by federal and state regulations. Discretionary compensation programs are not mandated by federal law, aren't necessarily based on employee performance, and are often variable and negotiable.

111.

An organization designs a statement that communicates the attitudes and behaviors they covet within their team members. They design programs around these core principles and provide positive feedback to individuals who display them. Which of the following is most likely being described in this statement?

  • Values

  • Mission

  • Vision

  • Organizational chart

Correct answer: Values

Values are principles that reflect behaviors and attitudes within a culture. An organizational chart is a visual representation of a company's personnel structure.

A vision statement describes what the future state of the business will be like if the mission is accomplished. It is an inspirational statement meant to guide people as they make decisions. A mission statement includes more information about the company's purpose and who it serves. An organizational chart is a visual representation of personnel structure.

112.

Which of the following BEST describes the impact of The Immigration Reform and Control Act of 1986?

  • It required employers to verify the employment eligibility of their employees and prohibited the hiring of unauthorized workers.

  • It provided a pathway to citizenship for undocumented immigrants residing in the United States.

  • It imposed strict quotas on the number of immigrants allowed to enter the United States annually.

  • It established English as the official language of the United States spoken in places of employment.

Correct answer: It required employers to verify the employment eligibility of their employees and prohibited the hiring of unauthorized workers.

The Immigration Reform and Control Act of 1986 required all employees to prove that they had the legal right to work in this country and required employees to verify their rights using I-9 forms. 

The incorrect answers are fabricated statutes that may be regulated under laws unrelated to this exam.

113.

An HR manager is crafting an employee relations policy and has discovered both a federal and a state law relevant to the topic at hand. What guidance should this HR manager follow to determine which law should be applied?

  • The law that offers greater benefits to employees

  • The law that offers greater benefits to the employer

  • The federal law always takes precedence

  • The state law always takes precedence

Correct answer: The law that offers greater benefits to the employees

When there are conflicting employee relations laws at the state and federal levels, the law that is more generous to employees is the law that must be followed. 

The remaining answers do not reflect the reality of precedence.

114.

A job description lists prolonged standing and exposure to extreme temperatures. Which of the following critical components of a job description is this information MOST likely a part of?

  • Special demands

  • Heading information

  • Job duties

  • Knowledge and qualifications

Correct answer: Special demands

Special demands includes information about requirements above and beyond typical jobs, including heavy lifting, prolonged standing, travel requirements, and exposure to the elements or extreme temperatures.

Heading information includes key facts such as title, pay range, reporting structure, and shifts. In the knowledge and qualifications section of a job description, facts about eligibility for the job including level of education and years of experience are included. Job duties are typically lists of what must be accomplished by the jobholder. Critical components of job descriptions include heading information, summary objectives, job duties, knowledge and qualifications, and special demands.

115.

Which of the following accurately represents the words in the acronym SMART per the learning objective model?

  • Specific, Measurable, Achievable, Relevant, Timed

  • Simple, Manageable, Achievable, Realistic, Traceable

  • Systematic, Meaningful, Aligned, Reliable, Targeted

  • Secure, Measurable, Aligned, Responsive, Timely

Correct answer: Specific, Measurable, Achievable, Relevant, Timed

The acronym SMART stands for Specific, Measurable, Achievable, Relevant, Timed.

The incorrect answers are fabricated lists.

116.

A new hire has joined a team that works in a highly competitive space. Companies are constantly trying to out-innovate one another, and product development must be kept secret until the product has been launched to avoid competitors from stealing new ideas. Which of the following types of administrative paperwork should this company ask their new hire to sign to protect their confidential information?

  • Non-disclosure agreement

  • Personal information

  • W-2 Form

  • Enrollment in benefit program

Correct answer: Non-disclosure agreement

Non-disclosure agreements protect employers against employees sharing confidential information or trade secrets with external parties.

Personal information includes data on race, sex, disability, and veteran status collected to comply with federal regulations around equal opportunity employment. Enrollment in benefit program documentation is collected at the time of hire, and maintained by the company to ensure the employee retains coverage. A W-2 Form is a document employers provide to employees which collects information about dependents and marital status.

117.

A company uses an HRIS that allows employees to submit issues and complaints directly to the HR leaders. Some data about the person is collected, and a report is created that shows the ages, ethnic backgrounds, and genders of the people who raise concerns. This helps the HR leader understand if there are incidents of discrimination going on in their workplace. Which of the following BEST describes this measure?

  • Complaints received

  • Management and executive involvement

  • Turnover rates

  • Workforce representation

Correct answer: Complaints received

Complaints received are when companies keep track of instances and categories of complaints to determine the percentage of issues being reported by each group.

Management and executive involvement require leaders to take part in diversity and inclusion initiatives, work directly on issues, and lead by example in accepting people from diverse backgrounds. Turnover rates represent people's longevity with the company. When some groups are leaving at faster rates than others, whether voluntary or involuntary, HR leaders should investigate the reasons why. Workforce representation is the percentage that each ethnic group represents. This is calculated by taking the number of individuals in each group, dividing by the total number of people in the organization, and converting the result into a percentage.

118.

Which of the following visa categories is given to people transferring within a company from outside the US to the US?

  • L

  • H

  • E

  • O-1

Correct answer: L

L visas are for intracompany transfers.

Visas in the O-1 category are given to people with extraordinary talents who have risen to the top of their fields. The E category is nonmigrant visas including treaty traders, investors, and special occupations from Australia. H visas are given to workers with special talent or educational requirements.

119.

Which of the following is not an example of a public employment service?

  • Public radio

  • Veterans' organizations

  • Local educational institutions

  • State employment services

Correct answer: Public radio

Public radio is an example of a traditional form of marketing that companies can use to advertise open jobs. 

Public employment services are supported by government programs including state employment services, veterans' organizations, organizations for the disabled, and local educational institutions. 

120.

Which of the following is NOT one of the four key components of a recruiting strategy?

  • Performance evaluation

  • Identify your brand

  • Target candidate sources

  • Prepare a sales pitch

Correct answer: Performance evaluation

Performance evaluations are typically not a part of a recruiting process. These are reviews of employee behavior and outcomes rather than a major way to hire employees.

The four major components of recruiting strategies are identify your brand, target candidate sources, work with key sources, and prepare a sales pitch.

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