Boost Your Score in HRCI HR Associate Professional (aPHR) Certification

1. aPHR Exam Questions BOOST YOUR SCORE IN HRCI HR ASSOCIATE PROFESSIONAL (APHR) CERTIFICATION HRCI Practice Test and Preparation Guide GET COMPLETE DETAIL ON HRCI EXAM GUIDE TO CRACK HR ASSOCIATE PROFESSIONAL. YOU CAN COLLECT ALL INFORMATION ON HRCI TUTORIAL, PRACTICE TEST, BOOKS, STUDY MATERIAL, EXAM QUESTIONS, AND SYLLABUS. FIRM YOUR KNOWLEDGE ON HR ASSOCIATE PROFESSIONAL AND GET READY TO CRACK HRCI CERTIFICATION. EXPLORE ALL INFORMATION ON HRCI EXAM WITH THE NUMBER OF QUESTIONS, PASSING PERCENTAGE, AND TIME DURATION TO COMPLETE THE TEST. HRCI Associate Professional in Human Resources (aPHR) 0

2. aPHR Practice Test aPHR is Associate Professional in Human Resources– Certification offered by the HRCI. Since you want to comprehend the aPHR Question Bank, I am assuming you are already in the manner of preparation for your aPHR Certification Exam. To prepare for the actual exam, all you need is to study the content of this exam questions. You can recognize the weak area with our premium aPHR practice exams and help you to provide more focus on each syllabus topic covered. This method will help you to increase your confidence to pass the HRCI HR Associate Professional certification with a better score. HRCI HR Associate Professional Certification Practice Exam 1

3. aPHR Exam Details Exam Name Associate Professional in Human Resources Exam Code aPHR Exam Fee USD $300 Application Fee USD $100 Exam Duration 135 Minutes Number of Questions 125 Passing Score 500 / 700 Format Multiple Choice Questions Books / Trainings Preparation Schedule Exam PROMETRIC Sample Questions HRCI aPHR Exam Sample Questions and Answers HRCI Associate Professional in Human Resources (aPHR) Practice Test Practice Exam HRCI HR Associate Professional Certification Practice Exam 2

4. aPHR Exam Syllabus Topics Details Weights HR Operations Knowledge of: 38% 1. Organizational strategy and its connection to mission, vision, values, business goals, and objectives 2. Organizational culture (for example: traditions, unwritten procedures) 3. Legal and regulatory environment 4. Confidentiality and privacy rules that apply to employee records, company data, and individual data 5. Business functions (for example: accounting, finance, operations, sales and marketing) 6. HR policies and procedures (for example: ADA, EEO, progressive discipline) 7. HR Metrics (for example: cost per hire, number of grievances) 8. Tools to compile data (for example: spreadsheets, statistical software) 9. Methods to collect data (for example: surveys, interviews, observation) 10. Reporting and presentation techniques (for example: histogram, bar chart) 11. Impact of technology on HR (for example: social media, monitoring software, biometrics) 12. Employee records management (for example: electronic/paper, retention, disposal) 13. Statutory reporting requirements (for example: OSHA, ERISA, ACA) 14. Purpose and function of Human Resources Information Systems (HRIS) 15. Job classifications (for example: exempt, non-exempt, contractor) 16. Job analysis methods and job descriptions 17. Reporting structure (for example: matrix, flat) 18. Types of external providers of HR services (for example: recruitment firms, benefits brokers, staffing agencies) 19. Communication techniques (for example: written, oral, email, passive, aggressive) HRCI HR Associate Professional Certification Practice Exam 3

5. Recruitme nt and Selection Knowledge of: 15% 1. Applicable laws and regulations related to recruitment and selection, such as non discrimination, accommodation, and work authorization (for example: Title VII, ADA, EEOC Uniform Guidelines on Employee Selection Procedures, Immigration Reform and Control Act) 2. Applicant databases 3. Recruitment sources (for example: employee referral, social networking/social media) 4. Recruitment methods (for example: advertising, job fairs) 5. Alternative staffing practices (for example: recruitment process outsourcing, job sharing, phased retirement) 6. Interviewing techniques (for example: behavioral, situational, panel) 7. Post-offer activities (for example: drug-testing, background checks, medical exams) 8. Orientation and onboarding Compensat ion and Benefits Knowledge of: 14% 1. Applicable laws and regulations related to compensation and benefits, such as monetary and nonmonetary entitlement, wage and hour, and privacy (for example: ERISA, COBRA, FLSA, USERRA, HIPAA, PPACA, tax treatment) 2. Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash compensation, pay scales/grades) 3. Total rewards statements 4. Benefit programs (for example: health care plans, flexible benefits, retirement plans, wellness programs) 5. Payroll processes (for example: pay schedule, leave and time-off allowances) 6. Uses for salary and benefits surveys 7. Claims processing requirements (for example: workers’ compensation, disability benefits) 8. Work-life balance practices (for example: flexibility of hours, telecommuting, sabbatical) HRCI HR Associate Professional Certification Practice Exam 4

6. Human Resource Developme nt and Retention Knowledge of: 12% 1. Applicable laws and regulations related to training and development activities (for example: Title VII, ADA, Title 17 [Copyright law]) 2. Training delivery format (for example: virtual, classroom, on-the-job) 3. Techniques to evaluate training programs (for example: participant surveys, pre- and post testing, after action review) 4. Career development practices (for example: succession planning, dual career ladders) 5. Performance appraisal methods (for example: ranking, rating scales) 6. Performance management practices (for example: setting goals, benchmarking, feedback) Employee Relations Knowledge of: 16% 1. Applicable laws affecting employment in union and nonunion environments, such as laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy (for example: WARN Act, Title VII, NLRA) 2. Employee and employer rights and responsibilities (for example: employment-at-will, privacy, defamation, substance abuse) 3. Methods and processes for collecting employee feedback (for example: employee attitude surveys, focus groups, exit interviews) 4. Workplace behavior issues (for example: absenteeism, aggressive behavior, employee conflict, workplace harassment) 5. Methods for investigating complaints or grievances 6. Progressive discipline (for example: warnings, escalating corrective actions, termination) 7. Off-boarding or termination activities 8. Employee relations programs (for example: recognition, special events, diversity programs) 9. Workforce reduction and restructuring terminology (for example: downsizing, mergers, outplacement practices) HRCI HR Associate Professional Certification Practice Exam 5

7. Health, Safety, and Security Knowledge of: 5% 1. Applicable laws and regulations related to workplace health, safety, security, and privacy (for example: OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-Oxley Act) 2. Risk mitigation in the workplace (for example: emergency evacuation procedures, health and safety, risk management, violence, emergencies) 3. Security risks in the workplace (for example: data, materials, or equipment theft, equipment damage or destruction, cyber crimes, password usage) HRCI HR Associate Professional Certification Practice Exam 6

8. aPHR Questions and Answers Set 01. Employment policies as laid out in the employee handbook can take precedence over union contracts. a) If there is a conflict between the union contract and the employer’s policies, the contract will always win. b) If a conflict arises, then the policy will always prevail. c) Whenever there are different provisions in a union contract and employer policy, the differences must be arbitrated to resolution. d) It is up to the manager of the unit involved to determine which will be applied in the given situation. Answer: a 02. Which of the following compensates employees who arrive at work but find that no work is available? a) On-call pay b) Reporting time pay c) Premium pay d) Travel pay Answer: b HRCI HR Associate Professional Certification Practice Exam 7

9. 03. The ADDIE model is an acronym that describes the five elements of __________ design. a) Interactive b) Development c) Instructional d) Talent management Answer: c 04. Progressive discipline policies generally involve multiple levels of: a) Management approval before a warning is possible b) Increasingly severe disciplinary action c) Employee appeal before disciplinary action d) Supervisory explanation before approval of a warning Answer: b 05. Which of the following terms refers to collapsing multiple pay ranges into a single-wide pay range? a) Wide banding b) Pay compression c) Green circle rates d) Broadbanding Answer: d HRCI HR Associate Professional Certification Practice Exam 8

10. 06. HR metrics are measurements used to determine: a) The amount of supplies such as pencils and printer toner to order b) How many Disneyland discount tickets to arrange c) The value and effectiveness of HR performance such as turnover, training, return on human capital, and expenses per employee d) The annual holiday party budget Answer: c 07. Why was the Genetic Information Nondiscrimination Act passed by Congress? a) Employers were being nosy about employee health problems that they had not admitted on their job applications. b) Insurance companies were using genetic information to determine who would have expensive diseases in the future. c) Insurance companies were finding it useful to know genetic information to defend against lawsuits. d) Employers were using the genetic information to determine racial category membership. Answer: b HRCI HR Associate Professional Certification Practice Exam 9

11. 08. According to Maslow’s hierarchy theory, which need must first be met? a) Esteem b) Security/safety c) Self-actualization d) Belonging/loving Answer: b 09. When an employee’s doctor releases the employee to return to work with restrictions, what should happen? a) The employer must take the employee back and find a way to accommodate the restrictions. b) The employer can determine whether there is a way to accommodate the restrictions. c) The employer is obligated to return the employee to the same job without doing all the heavy lifting. d) The employer is required to pay the employee the normal rate even if there is no job available with the required restrictions. Answer: b HRCI HR Associate Professional Certification Practice Exam 10

12. 10. A private-sector employer does not have the right to: a) Examine the contents of employee lockers and desks b) Listen in on customer service representative phone calls with customers c) Track drivers of company vehicles using GPS devices d) Use cameras in the employee restroom to catch smokers who should not be smoking in the bathroom Answer: d HRCI HR Associate Professional Certification Practice Exam 11

13. Full Online Practice of aPHR Certification ProcessExam.com is one of the world’s leading certifications, Online Practice Test providers. We partner with companies and individuals to address their requirements, rendering Mock Tests and Question Bank that encourages working professionals to attain their career goals. You can recognize the weak area with our premium aPHR practice exams and help you to provide more focus on each syllabus topic covered. Start Online practice of aPHR Exam by visiting URL https://www.processexam.com/hrci/hrci-associate-professional-human- resources-aphr HRCI HR Associate Professional Certification Practice Exam 12