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HRCI aPHR Exam Syllabus Topics:

HRCI Associate Professional in Human Resources Sample Questions:

1. Rx Pharmaceuticals is a company that employs both technical and scientific professions. What could it provide to have the most effective impact on retention for its employees?
Response:

A) Differing telecommuting options
B) Dual-ladder careers
C) A validated succession planning program
D) An employee work/life balance program

2. Hank puts in the following hours at work: Sunday, 0; Monday, 8; Tuesday, 8; Wednesday, 9; Thursday, 8; Friday, 8; Saturday, 7. His boss says he will give Hank compensating time off for every hour of overtime Hank works.
How many compensating hours off should Hank receive for this work time according to federal requirements?
Response:

A) 1.5 days of compensating time off.
B) Compensating time off is not permitted under the FLSA.
C) 7 hours of compensating time off.
D) One day of compensating time off.

3. The Tractor and Belt Company (TBC) handles conveyor belt installations for many small firms. Each of the customer projects begins on a day that is most convenient for the customer. Sometimes, that's Monday; sometimes it's Thursday or some other day.
The HR manager says that the company will adjust its workweek to begin when the customer's project starts. That way, each installation team has a separate workweek, and those workweeks can shift several times a month.
What is your advice about this strategy?
Response:

A) The HR manager is simply taking advantage of the FLSA's provisions for flexible workweeks that support small business. No change is required.
B) Once the workweek has been designated to begin on a certain day of the week, it should not be changed by the HR manager.
C) It depends on state laws and regulations whether the workweek begins on any specific day of the week.
D) The FLSA says a workweek should always begin on Sunday.

4. Dabney is the HR manager negotiating a renewal of the contract his organization has with an international union. Since the union is international, he isn't sure if the National Labor Relations Act applies to his situation.
What would you tell him?
Response:

A) He's right to be concerned. It is the International Labor Relations Act (ILRA) that governs his situation with the union.
B) The NLRA governs all union interactions regardless of the union's scope of involvement.
C) If Dabney's organization is negotiating in good faith, there is no law that will tell him what to do. Only if he isn't willing to negotiate will the NLRA take effect.
D) When the union is an international organization, they get to choose between the governance of the ILRA and the NLRA.

5. The Rehabilitation Act and the Americans with Disabilities Act apply to employers Response:

A) Only if the federal contractor has a contract of $100,000 or more and at least 50 people on the payroll will both laws apply
B) Only when the employer is a federal contractor with $10,000 or more in contracts and more than 15 people on the payroll do both laws apply at the same time
C) Only one at a time but never both together
D) Only when there are 15 or more people on the payroll; then ADA takes precedence over the Rehabilitation Act

Solutions: