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To be eligible to take the aPHR Certification Exam, candidates must have a high school diploma or global equivalent. There are no other prerequisites for this certification. However, candidates may find it helpful to have some prior knowledge or experience in HR or related fields.
The aPHR exam is divided into four functional areas: HR Operations, Recruitment and Selection, Compensation and Benefits, and Employee Relations. The HR Operations category encompasses the basics of HR management, including the fundamentals of communication and employee engagement. Recruitment and Selection is based on identifying, attracting, and retaining the most qualified candidates for an organization. In the compensation and benefits area, the exam focuses on the fundamental principles of developing, implementing and administering total rewards programs. Employee Relations, on the other hand, involves dealing with workplace conflict, employee discipline, and termination.
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HRCI Associate Professional in Human Resources Sample Questions (Q49-Q54):
NEW QUESTION # 49
The Wagner-Peyser Act protects employees who are:
Response:
- A. Have two or more jobs
- B. Injured on the job
- C. Unable to work because of pregnancy
- D. Unemployed
Answer: D
NEW QUESTION # 50
The concept of broadbanding was developed to
Response:
- A. Provide narrower salary ranges
- B. Work with flatter organization structures
- C. Limit the autonomy of line managers
- D. Reduce employee mobility with the organization
Answer: B
NEW QUESTION # 51
Every year Donna has to attend training on the use of the company vehicles she drives. She thinks this is a silly waste of time. Donna knows how to drive, and she knows the company vehicles.
Why should she attend training every year?
Response:
- A. Safety programs must be developed that provide for refresher training on all equipment operating procedures.
- B. There is no federal requirement for Donna to take yearly training.
- C. OSHA requires training be done only once for vehicle operation.
- D. Only state safety provisions govern how frequently training must be done in Donna's situation.
Answer: A
NEW QUESTION # 52
An employee is ready to return to work with restrictions lasting 8 months specified by his doctor. The employer Response:
- A. Must give up to a full year of restricted-duty assignment to any worker injured on the job.
- B. Must pay the employee at the old earnings rate even though the restrictions mean working at a lower-paid level.
- C. Must make a job available that matches the restrictions for the entire 8 months.
- D. Must determine whether it is possible to keep the employee working with restrictions for that long a period. If not, the employer may choose not to return the employee to work.
Answer: D
NEW QUESTION # 53
Latisha works for a veterinarian as the office manager. She also serves as the HR manager. It is a small practice with only 12 employees. The boss, veterinarian Jill, is strict about handling needles and other sharp instruments.
Also, since they are not dealing with human patients, Dr. Jill says they don't have to worry about bloodborne pathogens. Is she right?
Response:
- A. Dr. Jill is right. Even if someone should get stuck by a needle, there is still no coverage under OSHA's regulations.
- B. Dr. Jill is wrong. Animal blood can easily transmit most human diseases.
- C. Dr. Jill is wrong. While animal blood may not transfer human diseases, accidental human injury by sharps can cause human blood transfer.
- D. Dr. Jill is right. However, Latisha should ignore the issue until there is need to respond to an accident involving a needle or other sharp instrument. Then she can put together a program.
Answer: B
NEW QUESTION # 54
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