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Quiz Session - Attempts With Random Questions

HRCI aPHR Exam Questions

Page 9 of 25

161.

During a company's onboarding process, new hires meet many current employees. They are given mentors, introduced during a team meeting, and scheduled for group lunches during their first week. Which component of onboarding does this practice most exemplify?

  • Relationship building

  • Acclimation

  • Instructional design

  • Expectation setting

Correct answer: Relationship building

Building relationships is an important component of many onboarding programs, and it encourages new hires to integrate into the team by meeting their new colleagues.

Expectation setting is communicating the requirements of the organization to people. Acclimation is when a person adjusts to their new environment and conditions. While building relationships may be an element of acclimation, the question describes relationship building specifically. Instructional design is how lessons are put together to teach people the skills and knowledge required for their jobs.

162.

A candidate for an entry-level sales job is asked to complete an interview while taking a lie detector test. Which of the following laws is MOST likely being violated in this case?

  • The Employee Polygraph Protection Act (EPPA)

  • The Copyright Act

  • The Fair Credit Reporting Act (FCRA)

  • The Employee Retirement Income Security Act (ERISA)

Correct answer: The Employee Polygraph Protection Act (EPPA)

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 such as law enforcement, but this candidate is applying for an entry-level sales position so the exceptions do not to apply.

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

163.

Which of the following laws prevents sex-based discrimination?

  • The Civil Rights Act

  • The WARN Act

  • COBRA

  • The Fair Labor Standards Act

Correct answer: Civil Rights Act of 1964

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. COBRA allows separating employees to retain insurance overage at their own expense. The Fair Labor Standards Act established the minimum wage and overtime requirements.

164.

Which of the following benefits is not government-mandated?

  • Life insurance

  • Social Security

  • Unemployment insurance

  • Healthcare

Correct answer: Life insurance

Life insurance is considered an optional benefit that employers can choose to offer or not to offer. If it is offered, employees may have the option to participate in the plan or not.

There are federal laws that require employers to offer their employees or participate in programs including unemployment insurance, social security, workers' compensation, and healthcare.

165.

A recruiting manager pays for an ad to run on a local public radio station advertising a job opening they are trying to fill. Which of the following methods of external recruitment is this hiring manager MOST likely participating in?

  • Traditional media

  • Resume mining

  • Internet

  • Public employment services

Correct answer: Traditional media

Traditional media include radio, TV commercials, billboards, and other forms of print or display ads. Even though this is a public radio station, it is a traditional form of media.

Internet includes job boards such as indeed.com and ziprecruiter.com. Resume mining are big repositories of resumes that recruiters can search through using keywords or required skills to find candidates proactively, rather than waiting for people to apply. Public employment services are supported by state or local government and help qualified workers find jobs.

166.

Which of the following is NOT one of the three E Nonmigrant Visas?

  • E-00 Agricultural Workers

  • E-1 Treaty Traders

  • E-2 Treaty Investors

  • E-3 Specialty Occupation Professionals from Australia

Correct answer: E-00 Agricultural Workers

E-00 Agricultural Workers is a fabricated visa type. There is an H-2A visa for temporary agricultural workers, but no E Nonmigrant Visas for temporary agricultural work.

The E-1 visa is for treaty traders engaged in international trade between the U.S. and their home country. The E-2 visa is for treaty investors investing a substantial amount of capital in a U.S. business. The E-3 visa is for Australian nationals working in specialty occupations in the U.S.

167.

Which of the following BEST describes business continuity in the context of workplace emergencies?

  • Maintaining business operations after an emergency

  • Quickly evacuating the premises during an emergency

  • Conducting drills to simulate emergency situations

  • Hosting post-emergency debriefing sessions with employees

Correct answer: Maintaining business operations after an emergency

Business continuity means a continuation of business. The company may not be operating exactly as usual, but there should be plans in place to work with reduced labor, different shifts, from home, or other flexible options that can allow the business to continue to function in the circumstances caused by the emergency.

Evacuation plans may be necessary in the face of an emergency, but are not directly related to continuity. Drills can increase a company's preparedness for an emergency and may even provide support for continuity, but this does not directly define the term. It may be wise to debrief with employees after an emergency has occurred to learn from their experience and share more information, but continuity refers specifically to the business operations rather than a level of communication.

168.

What information is typically included on an employee's pay stub?

  • Deductions from pay

  • List of indirect compensation in a pay period

  • Employee's upcoming scheduled shifts

  • Employee's bank account details

Correct answer: Deductions from pay

Pay stubs typically include pay data from the pay period, including overtime pay, regular pay, deductions, and garnishments.

Pay stubs typically focus on monetary compensation, and do not include information about indirect compensation, upcoming scheduled shifts, or the person's bank account details.

169.

An employee wants to understand if their pay is above or below the average for their role in the market. Which of the following would BEST answer this employee's question?

  • Compa-ratios

  • The range spread

  • Red circle rates

  • Green circle rates

Correct answer: Compa-ratios

Compa-ratios are comparisons to the job market; they 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. Red circle rates are when employees are paid above the predetermined pay bands. Green circle rates are when employees are paid less than the previously accepted minimum rate for their jobs.

170.

An employer was found guilty of intentionally and egregiously discriminating against an employee based on their gender. What type of damages might the court award to punish the employer for their intentional wrongdoing and deter similar conduct by other employers in the future?

  • Punitive damages

  • Compensatory damages

  • Actual damages

  • Stop-gap damages

Correct answer: Punitive damages

Punitive damages are intended to punish the defendant for particularly egregious or intentional wrongdoing and to deter similar conduct in the future by making an example of the employer.

Compensatory damages reimburse the victim for the pain and suffering they experienced as a result of the illegal discrimination. Actual damages are the quantifiable financial losses or harm suffered by the worker as a direct result of the employer's discriminatory behavior. These damages aim to compensate the victim for specific economic losses or expenses incurred. Stop-gap damages is a fabricated term.

171.

Which of the following classroom facilitation methods is least likely to involve practice using a real-life work scenario?

  • Reading

  • Exercises 

  • Case studies

  • Roleplay

Correct answer: Reading

Reading is a method most often utilized when participants need to process the information given and partake in independent study.

Exercises, case studies, and roleplay are all methods in which participants are often given real-life work scenarios so they can apply their knowledge and skills. 

172.

Which of the following is NOT information about a person's protected class status?

  • Education level

  • Race

  • Sex

  • Marital status

Correct answer: Education level

Education level is not an identifying characteristic that places a person in a protected class.

Considerations for protected class status include race, sex, marital status, and birth date.

173.

Which of the following visa categories are reserved for people with extraordinary abilities in arts, science, education, business, and athletics?

  • O-1

  • H

  • L

  • E

Correct answer: O-1

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, rather than extraordinary abilities. L visas are for intracompany transfers.

174.

A manager uses a performance rating evaluation method that involves using a pre-defined list of behaviors, tasks, or outcomes that employees are expected to complete or demonstrate, and marking each item as accomplished or not. Which of the following methods is this manager most likely using?

  • Checklist

  • 360-review

  • Forced choice

  • Graphic scale

Correct answer: Checklist

The checklist rating formula requires reviewers to select the statement or statements that best describe the employee's performance.

A graphic scale is the most common review formula and is when a reviewer is required to give the subject a rating placed on a scale, from lowest to greatest. The forced choice method requires reviewers to identify the statement in a list that best describes a reviewee's performance and the statement that is least accurate in describing the reviewee's performance. 360-degree feedback is not a rating formula but a review format that involves collecting feedback from various people who work with or around the employee.

175.

Which of the following BEST describes the role that cultural celebration should have in the workplace?

  • Observing cultural celebrations may encourage appreciation for diversity and foster inclusivity.

  • It is best to avoid cultural discussions or observances in the workplace altogether.

  • Of all the cultures that have representation in a workplace, employees should choose only a few cultures' celebrations to recognize.

  • Cultural celebrations should be restricted to certain employees based on titles and pay grades.

Correct answer: Observing cultural celebrations may encourage appreciation for diversity and foster inclusivity.

Companies looking to foster inclusion in the workplace should celebrate diversity. One great way to do this is by observing the cultural celebrations of different ethnic groups who have representation in the company.

Avoiding cultural discussions or observances only creates division and a lack of understanding. Cultural celebrations should not be restricted to pay grades, but considered as a way to promote understanding across all team members. Only celebrating a few cultures' observances could lead to discrimination and feelings of isolation.

176.

Which of the following best describes the role of federal laws in total rewards?

  • Federal laws provide guidelines and standards that organizations must follow

  • Federal laws protect employers, not employees

  • Federal laws ensure equal distribution of rewards among employees

  • Federal laws are primarily concerned with employee performance management

Correct answer: Federal laws provide guidelines and standards that organizations must follow

There are many federal laws that provide guidelines and standards that organizations must follow to remain compliant, including components such as minimum wage, overtime pay, and employee benefits.

These laws are mainly designed to protect employees. They do not mandate equal distribution of rewards but do set standards of fair compensation. While federal laws do address performance management, this is only one part of the standards organizations must follow and is not the laws' primary concern.

177.

An HR leader is required to keep financial records for their department and contribute financial information to their company's control systems. Which of the following laws is this HR leader MOST likely complying with?

  • The Sarbanes-Oxley Act (SOX)

  • The Immigration Reform and Control Act (IRCA)

  • The Health Insurance Portability and Accountability Act (HIPAA)

  • The Fair Labor Standards Act (FLSA)

Correct answer: The Sarbanes-Oxley Act (SOX)

The Sarbanes-Oxley Act (SOX) requires financial reporting and recordkeeping, as well as systems of checks and monitoring for financial structures.

The Immigration Reform and Control Act (IRCA) established work eligibility standards for immigrants and created the I-9 Form. 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.

178.

Which of the following BEST describes the main purpose of an applicant tracking system?

  • Automates aspects of the hiring process, streamlines communication, and maintains records

  • A system for negotiating salaries with potential candidates

  • Provides ongoing training and development for existing employees

  • Provides salary range benchmarking data

Correct answer: Automates aspects of the hiring process, streamlines communication, and maintains records

An Applicant Tracking System or ATS is software that allows companies to track candidates through the hiring process. It also maintains records of candidate activities and serves as a hub for internal teammates working on a hiring project. 

The incorrect answers are fabricated and are not the central purpose of an ATS.

179.

A union and an employer come to an agreement that they codify in writing and sign into policy. The agreement includes the length of typical working shifts, the amount of overtime union members are subject to, and the costs of medical insurance. Which of the following is this agreement MOST likely a part of?

  • Contract negotiation

  • Mediation arbitration

  • Collective bargaining

  • Grievance submission

Correct answer: Contract negotiation

Contract negotiation refers to the creation of agreements for employment including budgetary conditions.

Mediation arbitration is when a neutral third party initially attempts to facilitate a resolution through mediation, but if the parties are unable to reach an agreement, the mediator transitions into an arbitrator and makes a decision both parties must abide by. Collective bargaining is the negotiation process mandated by the National Labor Relations Act (NLRA), where employers and labor unions negotiate terms and conditions of employment. This question does not mention mandated NLRA methods of negotiation, so this case is more likely contract negotiation. Grievance submission is when parties involved in a union relationship file complaints with the NLRA.

180.

An HR manager learns they earn less than one of their colleagues who is also an HR manager. When they inquire about the difference in pay, they are told their colleague is better in some key areas including employee relations and organizational design. Which of the following systems is this HR manager's organization MOST likely using to determine their pay?

  • Competency-based

  • Tenure-based

  • Skills-based

  • Knowledge-based

Correct answer: Competency-based

Competency-based systems, pay is determined by the employee's ability to perform in a recognized and required area, such as organization or labor relations.

Skill-based systems are when employees' pay is determined by the number of skills they possess and the depth of their ability in each skill. Organizations that pay based on a person's knowledge, level of education, and familiarity with a field may be using a knowledge-based system. Tenure-based systems base pay on a person's longevity in a role.

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