San Francisco 1241 – Human Resources
Analyst Exam Practice Questions And
Correct Answers (Verified Answers) Plus
Rationale 2026 Q&A| Instant Download
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1. A Human Resources Analyst is conducting a classification study for a
newly created position within a city department. Which of the
following actions should be performed FIRST to ensure the position is
appropriately classified?
A. Compare the employee’s current salary with similar positions in other
organizations
B. Review the duties, responsibilities, required knowledge, skills, and
abilities of the position
C. Interview the department director to determine the preferred
classification level
D. Assign the position to the highest classification available to avoid
underclassification
Answer: B
A classification study begins with a thorough analysis of the position’s
actual duties, responsibilities, and required qualifications. Classification
decisions are based on the work performed, not salary preferences,
organizational opinions, or avoiding potential disputes.
2. A Human Resources Analyst develops a recruitment examination
intended to measure candidates’ ability to perform essential job
, functions. Which principle is MOST important in ensuring the
examination is legally defensible?
A. Using questions that are difficult enough to eliminate most applicants
B. Selecting questions based primarily on management preferences
C. Establishing a clear relationship between examination content and job
requirements
D. Ensuring the examination produces a predetermined number of
successful candidates
Answer: C
Employment examinations must demonstrate job-relatedness and validity.
Content should be directly connected to the knowledge, skills, abilities, and
competencies required for successful job performance.
3. A department manager requests that a specific applicant be selected
because the applicant is personally known to the manager. What
should the Human Resources Analyst recommend?
A. Approve the request because managers have authority over hiring
decisions
B. Select the applicant if the applicant meets minimum qualifications
C. Follow established merit-based recruitment and selection procedures
D. Remove the competitive process because it delays hiring
Answer: C
Public sector recruitment systems generally require fair, consistent, and
merit-based selection processes. Personal preference cannot replace
established procedures designed to ensure equal opportunity.
4. Which federal law prohibits employment discrimination based on race,
color, religion, sex, and national origin?
A. Fair Labor Standards Act
B. Title VII of the Civil Rights Act of 1964
,C. Occupational Safety and Health Act
D. Equal Pay Act
Answer: B
Title VII of the Civil Rights Act of 1964 prohibits discrimination in
employment based on protected characteristics including race, color,
religion, sex, and national origin.
5. A Human Resources Analyst is reviewing whether a selection
procedure unfairly excludes members of a protected group. Which
statistical concept is MOST relevant?
A. Adverse impact analysis
B. Cost-benefit analysis
C. Regression analysis
D. Market salary analysis
Answer: A
Adverse impact analysis examines whether employment practices
disproportionately affect protected groups, helping organizations identify
potential discriminatory barriers.
6. During a job analysis, an analyst collects information by interviewing
employees who perform the work. What is the PRIMARY purpose of
these interviews?
A. Determine employee satisfaction levels
B. Identify job duties and required competencies
C. Establish employee disciplinary history
D. Determine annual salary increases
Answer: B
, Job analysis interviews gather information about actual work activities,
responsibilities, and competencies needed to perform a position
successfully.
7. Which recruitment method is MOST effective for increasing applicant
diversity?
A. Recruiting only from existing employee referrals
B. Advertising exclusively through one professional association
C. Using multiple outreach sources targeting diverse candidate pools
D. Limiting recruitment to applicants previously employed by the
organization
Answer: C
A broad recruitment strategy using multiple outreach methods increases
access to qualified candidates from different backgrounds and supports
diversity goals.
8. A supervisor asks an HR Analyst whether an employee’s medical
condition can be considered when making a reasonable
accommodation decision. What should the analyst advise?
A. Medical information should always be shared with all supervisors
B. Accommodation decisions should follow applicable disability
accommodation procedures
C. Employees with medical conditions cannot perform essential functions
D. Supervisors may deny accommodations without review
Answer: B
Disability accommodation decisions must follow established procedures,
including determining whether reasonable accommodations enable
employees to perform essential job functions.
9. The PRIMARY purpose of a compensation survey is to:
Analyst Exam Practice Questions And
Correct Answers (Verified Answers) Plus
Rationale 2026 Q&A| Instant Download
1. A Human Resources Analyst is conducting a classification study for a
newly created position within a city department. Which of the
following actions should be performed FIRST to ensure the position is
appropriately classified?
A. Compare the employee’s current salary with similar positions in other
organizations
B. Review the duties, responsibilities, required knowledge, skills, and
abilities of the position
C. Interview the department director to determine the preferred
classification level
D. Assign the position to the highest classification available to avoid
underclassification
Answer: B
A classification study begins with a thorough analysis of the position’s
actual duties, responsibilities, and required qualifications. Classification
decisions are based on the work performed, not salary preferences,
organizational opinions, or avoiding potential disputes.
2. A Human Resources Analyst develops a recruitment examination
intended to measure candidates’ ability to perform essential job
, functions. Which principle is MOST important in ensuring the
examination is legally defensible?
A. Using questions that are difficult enough to eliminate most applicants
B. Selecting questions based primarily on management preferences
C. Establishing a clear relationship between examination content and job
requirements
D. Ensuring the examination produces a predetermined number of
successful candidates
Answer: C
Employment examinations must demonstrate job-relatedness and validity.
Content should be directly connected to the knowledge, skills, abilities, and
competencies required for successful job performance.
3. A department manager requests that a specific applicant be selected
because the applicant is personally known to the manager. What
should the Human Resources Analyst recommend?
A. Approve the request because managers have authority over hiring
decisions
B. Select the applicant if the applicant meets minimum qualifications
C. Follow established merit-based recruitment and selection procedures
D. Remove the competitive process because it delays hiring
Answer: C
Public sector recruitment systems generally require fair, consistent, and
merit-based selection processes. Personal preference cannot replace
established procedures designed to ensure equal opportunity.
4. Which federal law prohibits employment discrimination based on race,
color, religion, sex, and national origin?
A. Fair Labor Standards Act
B. Title VII of the Civil Rights Act of 1964
,C. Occupational Safety and Health Act
D. Equal Pay Act
Answer: B
Title VII of the Civil Rights Act of 1964 prohibits discrimination in
employment based on protected characteristics including race, color,
religion, sex, and national origin.
5. A Human Resources Analyst is reviewing whether a selection
procedure unfairly excludes members of a protected group. Which
statistical concept is MOST relevant?
A. Adverse impact analysis
B. Cost-benefit analysis
C. Regression analysis
D. Market salary analysis
Answer: A
Adverse impact analysis examines whether employment practices
disproportionately affect protected groups, helping organizations identify
potential discriminatory barriers.
6. During a job analysis, an analyst collects information by interviewing
employees who perform the work. What is the PRIMARY purpose of
these interviews?
A. Determine employee satisfaction levels
B. Identify job duties and required competencies
C. Establish employee disciplinary history
D. Determine annual salary increases
Answer: B
, Job analysis interviews gather information about actual work activities,
responsibilities, and competencies needed to perform a position
successfully.
7. Which recruitment method is MOST effective for increasing applicant
diversity?
A. Recruiting only from existing employee referrals
B. Advertising exclusively through one professional association
C. Using multiple outreach sources targeting diverse candidate pools
D. Limiting recruitment to applicants previously employed by the
organization
Answer: C
A broad recruitment strategy using multiple outreach methods increases
access to qualified candidates from different backgrounds and supports
diversity goals.
8. A supervisor asks an HR Analyst whether an employee’s medical
condition can be considered when making a reasonable
accommodation decision. What should the analyst advise?
A. Medical information should always be shared with all supervisors
B. Accommodation decisions should follow applicable disability
accommodation procedures
C. Employees with medical conditions cannot perform essential functions
D. Supervisors may deny accommodations without review
Answer: B
Disability accommodation decisions must follow established procedures,
including determining whether reasonable accommodations enable
employees to perform essential job functions.
9. The PRIMARY purpose of a compensation survey is to:
