APHR Practice Test Questions with
Answers
Sustainable competitive advantage - ANS-When an organization is able to perform an
activity to a greater degree than its competitors for an extended period of time
Performance Management duties - ANS-Preparation and administration of appraisals
Discipline
Development of performance measures
The most common reason for failed overseas assignments is: - ANS-Choosing people
who have the technical skills needed to perform the job, but who lack the necessary
personality characteristics and family support
A function of employee relations is: - ANS-Relocation and outplacement services
An organization has one HR staff person for every ____ employees - ANS-100
Definition of Development - ANS-Is more long term in nature.
Often includes education in philosophical and theoretical concepts
Aimed at developing relationships, often for the purposes of improving leadership skills
More general and non-tangible than specific
Definition of Training - ANS-Training is usually a short term process.
Training usually requires guidance (or instruction) in a series of steps to gain a skill, or
set of predictable knowledge.
Often for non-leadership related activities.
Aimed at a specific task or job role.
Projections of the U.S. labor force - ANS-The growth in the labor market of female and
minority populations will exceed the growth of white non-Hispanic persons
,More women will be in the paid labor force than in the past and most will be working full-
time
The U.S. labor force will be more diverse in racial and ethnic terms than in the past
The largest number of openings due to growth and replacement needs according to the
Bureau of Labor Statistics is: - ANS-Service
The use of employee empowerment has had what effect upon recruiting? - ANS-It has
shifted the focus away from technical skills to general cognitive and interpersonal skills
Increasingly, HR professionals are being viewed as: - ANS-Strategic partners
The largest number of immigrants to the U.S. workforce will come from: - ANS-North
America (Mexico, Canada, Central America, the Caribbean)
Dot-com companies offer a dynamic, exciting HR work environment for what reasons? -
ANS-Their small size give HR professionals the ability to speak frequently and directly
to the CEO
Because of their size and numerous HR needs, HR sees its decisions implemented,
quickly sees the impact on the business, and receives personal recognition for
successful actions
Because of the importance many HR practices play in a growing company, HR
professionals are actively involved in the strategic planning and decision-making
process
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against
individuals based on: - ANS-sex, race, color, national origin, and religion
Who does Title VII apply to? - ANS-Companies with at least 15 or more employees
including federal, state, and local governments
The Americans with Disability Act covers individuals who: - ANS-Have serious
disabilities, such as epilepsy, blindness, or paralysis, that affect their ability to perform
major life activities such as walking, learning and working
Have a history of disability, such as someone who has had cancer but is currently in
remission
Are regarded as having a disability, such as an individual who is severely disfigured and
is denied employment because an employer fears negative reactions from others
The Civil Rights Act of 1991: - ANS-The amount of punitive damages depends on the
size of the organization charged with the discrimination
, The act amends the CRA of 1866, the CRA of 1964, the ADEA of 1967, and the ADA of
1990
Punitive damages are awarded only in cases of intentional discrimination or with malice
or reckless indifference to the employees federally protected rights
Civil Rights Act of 1866: - ANS-Granted citizenship and the same rights enjoyed by
white citizens to all male persons in the United States "without distinction of race or
color, or previous condition of slavery or involuntary servitude."
The Age Discrimination in Employment Act of 1967: - ANS-Protects certain applicants
and employees 40 years of age and older from discrimination on the basis of age in
hiring, promotion, discharge, compensation, or terms, conditions or privileges of
employment.
The Uniformed Services Employment and Reemployment Rights Act of 1994: - ANS-
Employers must reemploy workers who leave jobs to fulfill military duties for up to 5
years
Employers must reemploy workers in the job they would have held if they had not left to
serve, including the same seniority, status, and pay
Disabled veterans have up to two years to recover from injuries received during their
service or training, and employers must make reasonable accommodation for a
remaining disability
Disparate Treatment - ANS-An employee who makes a disparate treatment claim
alleges that he or she was treated differently than other employees who were similarly
situated, and that the difference was based on a protected characteristic.
Intentional discrimination
Example: A woman with school-aged children is rejected on the assumption that she will
frequently be absent from work
Disparate Impact - ANS-Practices in employment, housing, and other areas that
adversely affect one group of people of a protected characteristic more than another,
even though rules applied by employers or landlords are formally neutral.
Unintentional discrimination
Example: Black applicants are being disproportionately rejected relative to whites by a
paper-and-pencil test
Answers
Sustainable competitive advantage - ANS-When an organization is able to perform an
activity to a greater degree than its competitors for an extended period of time
Performance Management duties - ANS-Preparation and administration of appraisals
Discipline
Development of performance measures
The most common reason for failed overseas assignments is: - ANS-Choosing people
who have the technical skills needed to perform the job, but who lack the necessary
personality characteristics and family support
A function of employee relations is: - ANS-Relocation and outplacement services
An organization has one HR staff person for every ____ employees - ANS-100
Definition of Development - ANS-Is more long term in nature.
Often includes education in philosophical and theoretical concepts
Aimed at developing relationships, often for the purposes of improving leadership skills
More general and non-tangible than specific
Definition of Training - ANS-Training is usually a short term process.
Training usually requires guidance (or instruction) in a series of steps to gain a skill, or
set of predictable knowledge.
Often for non-leadership related activities.
Aimed at a specific task or job role.
Projections of the U.S. labor force - ANS-The growth in the labor market of female and
minority populations will exceed the growth of white non-Hispanic persons
,More women will be in the paid labor force than in the past and most will be working full-
time
The U.S. labor force will be more diverse in racial and ethnic terms than in the past
The largest number of openings due to growth and replacement needs according to the
Bureau of Labor Statistics is: - ANS-Service
The use of employee empowerment has had what effect upon recruiting? - ANS-It has
shifted the focus away from technical skills to general cognitive and interpersonal skills
Increasingly, HR professionals are being viewed as: - ANS-Strategic partners
The largest number of immigrants to the U.S. workforce will come from: - ANS-North
America (Mexico, Canada, Central America, the Caribbean)
Dot-com companies offer a dynamic, exciting HR work environment for what reasons? -
ANS-Their small size give HR professionals the ability to speak frequently and directly
to the CEO
Because of their size and numerous HR needs, HR sees its decisions implemented,
quickly sees the impact on the business, and receives personal recognition for
successful actions
Because of the importance many HR practices play in a growing company, HR
professionals are actively involved in the strategic planning and decision-making
process
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against
individuals based on: - ANS-sex, race, color, national origin, and religion
Who does Title VII apply to? - ANS-Companies with at least 15 or more employees
including federal, state, and local governments
The Americans with Disability Act covers individuals who: - ANS-Have serious
disabilities, such as epilepsy, blindness, or paralysis, that affect their ability to perform
major life activities such as walking, learning and working
Have a history of disability, such as someone who has had cancer but is currently in
remission
Are regarded as having a disability, such as an individual who is severely disfigured and
is denied employment because an employer fears negative reactions from others
The Civil Rights Act of 1991: - ANS-The amount of punitive damages depends on the
size of the organization charged with the discrimination
, The act amends the CRA of 1866, the CRA of 1964, the ADEA of 1967, and the ADA of
1990
Punitive damages are awarded only in cases of intentional discrimination or with malice
or reckless indifference to the employees federally protected rights
Civil Rights Act of 1866: - ANS-Granted citizenship and the same rights enjoyed by
white citizens to all male persons in the United States "without distinction of race or
color, or previous condition of slavery or involuntary servitude."
The Age Discrimination in Employment Act of 1967: - ANS-Protects certain applicants
and employees 40 years of age and older from discrimination on the basis of age in
hiring, promotion, discharge, compensation, or terms, conditions or privileges of
employment.
The Uniformed Services Employment and Reemployment Rights Act of 1994: - ANS-
Employers must reemploy workers who leave jobs to fulfill military duties for up to 5
years
Employers must reemploy workers in the job they would have held if they had not left to
serve, including the same seniority, status, and pay
Disabled veterans have up to two years to recover from injuries received during their
service or training, and employers must make reasonable accommodation for a
remaining disability
Disparate Treatment - ANS-An employee who makes a disparate treatment claim
alleges that he or she was treated differently than other employees who were similarly
situated, and that the difference was based on a protected characteristic.
Intentional discrimination
Example: A woman with school-aged children is rejected on the assumption that she will
frequently be absent from work
Disparate Impact - ANS-Practices in employment, housing, and other areas that
adversely affect one group of people of a protected characteristic more than another,
even though rules applied by employers or landlords are formally neutral.
Unintentional discrimination
Example: Black applicants are being disproportionately rejected relative to whites by a
paper-and-pencil test
