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Quiz Session - Attempts With Random Questions

HRCI aPHR Exam Questions

Page 8 of 25

141.

A job description has information about the reporting structure the job holder will be in, including who they report to and who reports to them. Which critical component of job descriptions is this information MOST likely a part of?

  • Heading information

  • Knowledge and qualifications

  • The summary objective

  • Job duties

Correct answer: Heading information

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. The summary objective of the job includes general responsibilities and important tasks. Critical components of job descriptions include heading information, summary objectives, job duties, knowledge and qualifications, and special demands.

142.

A new hire at a company considers themselves to be outside the gender binary and uses they/them pronouns. Upon joining the team, their new colleagues reject their pronoun preferences and target this person with jokes and rude comments. Which of the following types of harassment is this person MOST likely experiencing?

  • Transgender harassment

  • Sexual orientation harassment

  • Religious harassment

  • Male vs. female harassment

Correct answer: Transgender harassment

Transgender harassment is directed at someone who identifies with a gender different from the one they were assigned at birth.

Sexual orientation harassment is when lesbian, gay, bisexual, transgender, queer, questioning, or any other sexual identity experience harassment based on these identities. Male vs. female harassment is based on sex-based offenses, often related to reproductive protections, compensation differences, and caregiver responsibilities. Religious harassment is when individuals are targeted because of their religion. Harassment based on race, color, religion, sex, transgender identity, sexual orientation, national origin, being over 40 years old, disability and genetic information are all illegal.

143.

Which of the following MOST accurately describes cultural noise bias?

  • Cultural noise bias is when a candidate tailors their response to what they believe the interviewer wants to hear.

  • Cultural noise bias is when a person from a different background speaks at a high volume, which gives the interviewer a false impression of aggression.

  • Cultural noise bias causes interviewers to misinterpret or misunderstand cultural cues from candidates.

  • Cultural noise bias can be mitigated by providing interviewers with cultural sensitivity training and fostering a diverse and inclusive hiring environment.

Correct answer: Cultural noise bias is when a candidate tailors their response to what they believe the interviewer wants to hear.

Despite the term containing the word 'culture', this type of bias is actually not related to a candidate's ethnic background. Cultural noise bias is when a candidate tailors their response and masks anything that could be politically incorrect or undesirable from the interviewer.

The incorrect answers involving a person's culture are incorrect, as cultural noise bias is not related to culture in that way.

144.

An employee works at a company with an advanced HRIS (Human Resources Information System). They can log into their company's system and give shout-outs to their colleagues who do a great job or go out of their way to help one another. At the end of each quarter, the employees with the most shout-outs get a prize. Which of the following types of award systems is this company most likely using?

  • Peer-to-peer award

  • Individual achievement award

  • Employee suggestion award

  • Service anniversary award

Correct answer: Peer-to-peer award

Peer-to-peer awards allow individuals to give recognition to their colleagues, which can strengthen cohesion and act as a motivator.

Individual achievement awards are given in recognition of a special achievement, typically in production, quality, or individual improvements. Service anniversary awards are given to employees at different intervals of their tenure with their company. Employee suggestion awards are given to employees who save their company money through an idea they provide.

145.

A department director wants to collect information and feedback about one of the managers who reports to them. This director hopes to receive anonymous feedback from the manager's subordinates, partners in other departments, and other key people who have insight into this person's work. Which of the following methods is best to accomplish this director's goals?

  • 360-degree survey

  • Engagement survey

  • Stay interview

  • Focus group

Correct answer: 360-degree survey

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. 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. Focus groups are when employees are asked to participate in discussions moderated by a facilitator to identify issues or solutions to known problems.

146.

Which of the following statements about the Fair Labor Standards Act (FLSA) is the most accurate?

  • It does not regulate overtime pay for work on weekends or holidays

  • It mandates overtime pay for any work done on weekend days (Saturday or Sunday)

  • It mandates overtime pay for hours worked on federal holidays (such as Christmas and the Fourth of July)

  • It regulates overtime and mandates overtime pay 

Correct answer: It does not regulate overtime pay for work on weekends or holidays

While some organizations may choose to pay overtime for hours worked on weekends or holidays, it is not a federal requirement to do so. FLSA does regulate overtime pay but does not mandate pay on weekends or holidays. 

147.

Which of the following is not a factor that influences how quickly an adult learns?

  • Geographic location

  • Motivation

  • Aptitude

  • Prior knowledge

Correct answer: Geographic location

Geographic location is not typically considered a factor impacting how quickly adults learn.

The four factors that determine how quickly an adult learns are motivation, prior knowledge, the specific task to be learned, and the person's aptitude. 

148.

An employee has worked 50 hours in one workweek. Which of the following types of pay might this person qualify for based on this information alone?

  • Overtime pay

  • Hazard pay

  • On-call pay

  • Differential pay

Correct answer: Overtime pay

Overtime pay is when non-exempt employees are paid one-and-a-half times their regular pay rate for each hour worked over 40 in one workweek. While we cannot know if this person is exempt or non-exempt, we know they have worked over 40 hours in a workweek and therefore may qualify for this type of pay.

Hazard pay is additional compensation given to employees who are working in adverse conditions putting them at risk for health or safety reasons. On-call pay is offered to people who are required to remain on the premises or ready to work in case they are called in. A common example of on-call pay is when hospital staff are required to be at the hospital in case there is a need, but they are not on duty. Differential pay is when employees are incentivized to work unfavorable shifts using additional pay.

149.

Which of the following BEST describes the provisions of the Pregnancy Discrimination Act of 1978?

  • It prohibits discrimination based on pregnancy, childbirth, or related medical conditions.

  • It mandates paid maternity leave for all pregnant employees.

  • It requires employers to provide maternity and paternity leave, but it can be taken unpaid.

  • It classifies pregnant people as permanently disabled.

 

The Pregnancy Discrimination Act of 1978 prohibits discrimination against employees or job applicants based on pregnancy, childbirth, or related medical conditions. The act ensures that pregnant women are treated the same as other employees with similar abilities or limitations.

There are no Federal laws that require paid or unpaid maternity (or paternity) leave for pregnant employees. This law classifies pregnant people as temporarily disabled.

150.

Which of the following is NOT considered an alternative staffing practice?

  • Full-time employment

  • Temporary employees

  • Part-time employees

  • Job sharing

Correct answer: Full-time employment

Full-time employees are considered the standard or traditional model of employment.

Temporary employees may be hired through a talent agency to work on special projects or during busy seasons when work cannot be handled by permanent staff. Job sharing is when two or more workers are given the work of one full-time equivalent employee. Part-time employees work less than a full schedule, which may allow people with particular conditions, such as their status as a student or caregiver, the opportunity to remain in the workforce.

151.

Which of the following is NOT one of the five steps in the point-factor method of role value evaluation?

  • Collect market data

  • Identify key jobs

  • Weigh the factors according to their overall worth

  • Identify the compensable factors

Correct answer: Collect market data

While collecting market data may be an important step in some other evaluative methods, it is not one of the five point-factor method steps.

The five steps in the point-factor method are to identify key jobs, identify the compensable factors, weigh the factors according to their overall worth, divide each job factor into degrees ranging from high to low, and present a table of results. 

152.

An employee at a large car manufacturer works on one specific product line. All of their work centers around one make and model of vehicle. All of their colleagues are put on teams based on the make and model of vehicle they support, regardless of the type of work they contribute. Which of the following types of organizational structures does this employee's company MOST likely follow?

  • Divisional

  • Flat

  • Functional

  • Matrix

Correct answer: Divisional

Divisional organizations are often seen in large companies that have many brands or product lines, and group employees based on the brand they support.

Flat organizations have few levels, meaning there are not many or any steps between individual contributors and executives. Organizations that are structured functionally group employees based on their purpose and their type of work. A matrix structure is a combination of divisional and functional, where an employee may have a manager related to their function as well as the branch of the company they support.

153.

A coffee shop near a college campus often hires students. Because students have a main focus and a set schedule for their educational requirements, the coffee shop hires people to work less than 40 hours per week based on shifts and availability. Which of the following types of alternative staffing practices is this coffee shop MOST likely participating in?

  • Part-time

  • Gig worker

  • Temporary employee

  • Job sharing

Correct answer: Part-time

Part-time employees work less than a full schedule, which may allow people with particular conditions, such as their status as a student or caregiver, the opportunity to remain in the workforce.

Temporary employees may be hired through a talent agency to work on special projects or during busy seasons when work cannot be handled by permanent staff.  Job sharing is when two or more workers are given the work of one full-time equivalent employee. Gig employees are hired for specific types of projects or work that is outsourced from the company on a contract basis.

154.

A person is interviewing for a job at a packaging plant. The interview is conducted right next to the packaging machine, which is quite loud. They are placed in a seat that faces the open window, so the sun is directly in their eyes. It is quite hot on the production floor, and the person is experiencing the heat. Which of the following interview types is MOST likely taking place?

  • Stress

  • Situational

  • Behavioral

  • Non-directive

Correct answer: Stress

During stress interviews, the candidate is intentionally put into stressful situations to see how they handle themselves. This interview style is not common today.

During situational interviews, the candidate is given questions about hypothetical situations and asked how they would act in each case. Behavioral interviews focus on how the candidate has handled real-life situations in the past. In a non-directive interview, the candidate is given open-ended questions and is allowed to guide the conversation.

155.

A small company does not yet have the headcount to justify hiring a full-time, dedicated HR person. This company needs to have support with their payroll, benefits management, and all compliance issues. Which of the following types of partnerships is MOST likely to provide the support this small team needs?

  • Professional employment organization

  • Contractor payrolling

  • Temp to lease programs

  • Outsourcing

Correct answer: A PEO

A PEO is a Professional Employer Organization that allows companies to outsource their HR functions. 

Contractor payrolling is when companies engage with partners they can outsource specific functions or projects from. Temp-to-lease programs are when companies need to hire seasonal employees and partner with a vendor who maintains the employment relationship with the worker. Outsourcing is most often when work is moved to another region or country where the labor is less expensive.

156.

Which of the following is NOT a common obstacle for companies going through mergers and acquisitions?

  • Offshore teams

  • Government approval

  • Blending policies and culture

  • Duplicate workforce

Correct answer: Offshore teams

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.

Mergers and acquisitions may face issues with government approval when there are questions about antitrust activities or violations of federal law. 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. Companies that combine may each have similar departments doing similar work where only one is needed, creating payroll and workflow redundancies.

157.

Which of the following BEST describes the regulations in the Uniform Guidelines on Employee Selection Procedures of 1978?

  • To ensure non-discriminatory hiring practices and validate employment tests and selection procedures.

  • To standardize job training programs across all departments ensuring everyone has a level playing field.

  • To establish mandatory retirement ages for various professions across the board to continue giving young employees access to careers.

  • To provide guidelines for employee performance reviews and promotion selection processes.

Correct answer: To ensure non-discriminatory hiring practices and validate employment tests and selection procedures.

To prevent adverse disparate impact, employers must collect data on their selection process to ensure they only use fair and non-discriminatory practices.

The incorrect answers are not current laws and are fabricated.

158.

A candidate for a job has just gotten off a call with an HR representative. The HR rep asked them about their qualifications, their goals, their expectations, and their skill level. Which of the following interview types has this candidate MOST likely just completed?

  • Prescreening interview

  • Structured interview

  • Directive interview

  • Patterned interview

Correct answer: Prescreening interviews

Prescreening interviews are typically conducted by HR or a recruiter and contain 'gatekeeping' questions to ensure the candidate has the minimum qualifications and correct expectations.

Structured interviews involve standard questions asked to every candidate to gather standard information from each candidate. Interviewers may ask individualized follow-up questions depending on the interviewee's answers. Patterned interviews, also called targeted interviews, focus on the required knowledge, skills, or abilities (KSAs) that successful jobholders must have. Directive interviews are highly structured, with the interviewer maintaining control of the conversation and each candidate being asked the exact same questions.

159.

It has been discovered that an employee has stolen a large piece of equipment from their employer. Which of the following statements is the MOST accurate regarding this scenario?

  • The employee's behavior violates the company's code of conduct and may lead to disciplinary action, including termination.

  • This is likely a minor violation of a code of conduct, and a progressive discipline plan may be applied.

  • This is likely not a violation of a code of conduct, so the employer has no legal recourse.

  • The employer should consider the context of the theft, because it may be excusable given the circumstances.

Correct answer: The employee's behavior violates the company's code of conduct and may lead to disciplinary action, including termination.

Bringing weapons to work, threats of acts of violence, blatant insubordination, embezzlement, theft, and filing false reports are commonly considered serious violations of a code of conduct. This employee has stolen from their employer, and the disciplinary action against them could include termination.

Theft is a serious violation, so all of the remaining choices are incorrect as they downplay the severity of the violation.

160.

An employee who has been with their company for ten years receives a shoutout and a jacket emblazoned with the company logo to signify appreciation for their years of service. Which of the following types of recognition programs is this employee MOST likely receiving? 

  • Service Anniversary Awards

  • Individual achievement award

  • Employee suggestion award

  • Peer-to-peer awards

Correct answer: Service anniversary awards

Service anniversary awards are given to employees at different intervals of their tenure with their company.

Individual achievement awards are given in recognition of a special achievement, typically in production, quality, or individual improvements. Peer-to-peer awards allow individuals to give recognition to their colleagues, which can strengthen cohesion and act as a motivator. Employee suggestion awards are given to employees who save their company money through an idea they provide.

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