aPHR study material questions and answers

aPHR study material questions and answers
2025-2026
TheAtypeAofAinterviewAthatArequiresAtheALEASTAtrainingAforAeffectiveAuseAisAthe

-structuredAinterview.
-stressAinterview.
-unstructuredAinterview.
-semi-structuredAinterview.A-AcorrectAanswers-structuredAinterview.
H1-BAvisasAmayAbeAsecuredAforAforeignAworkersAwho

-displaceAlocalAworkers.
-areAclassifiedAasAtemporaryAworkers.
-areAfull-timeAstudents.
-replaceAworkersAduringAaAstrike.A-AcorrectAanswers-areAclassifiedAasAtemporaryAworkers
OrderANumberA4ArequiresAfederalAgovernmentAcontractorsAandAsubcontractorsAto

-makeAreasonableAaccommodationsAforAthoseAwithAdisabilities.
-developAaffirmativeAactionAplans.
-provideAequalApayAforAequalAwork.
-rehireAindividualsAreturningAafterAuniformedAservice.A-AcorrectAanswers-
developAaffirmativeAactionAplans.
TheApracticeAofAhiringAaAminorityApersonAratherAthanAaAmoreAqualifiedAwhiteAapplicantAisAc
alled

-reverseAdiscrimination.
-underutilization.
-minorityApreference.
-affirmativeAaction,AwhichAisAaAprotectedApractice.A-AcorrectAanswers-
reverseAdiscrimination.
AfterAanAacquisitionAorAmerger,AtheAhumanAresourceAdepartmentAshould

-forecastAfutureAemploymentAneeds.
-buyAstockAinAtheAnewAcompany.
-
maintainApreviousApayAsystemsAsinceAthereAhasAalreadyAbeenAaAgreatAdealAofAfrustrationA
withAtheAchange.
-redesignAjobsAtoAeliminateAduplicateAfunctionsAandAunnecessaryAtasks.A-
AcorrectAanswers-redesignAjobsAtoAeliminateAduplicateAfunctionsAandAunnecessaryAtasks.

WhichAofAtheAfollowingAisANOTAusuallyAincludedAinAtheA"identification"AsectionAofAaAjobAdes
cription?

-JobAspecifications

,-PayAgrade
-ExemptAorAnon-exemptAstatus
-JobAtitleA-AcorrectAanswers-JobAspecifications
TimeAlapsesAonAaAresumeAorAapplicationAformAshouldAbe

-usedAtoAeliminateAapplicantsAfromAtheAapplicantApool.
-investigatedAonlyAafterAaAconditionalAofferAofAemploymentAhasAbeenAmade.
-ignoredAtoAavoidAcivilArightsAorAdisabilityAdiscrimination.
-clarifiedAduringAtheAjobAinterviewAorAthroughAaAreferenceAcheck.A-AcorrectAanswers-
clarifiedAduringAtheAjobAinterviewAorAthroughAaAreferenceAcheck.
IfAgoodAeyesightAisAaAnecessaryAprerequisiteAforAperformingAaAjobAandAaAvalidAtestAofAvisua
lAacuityAisApartAofAtheAselectionAprocedure,AhowAshouldAthisAinformationAbeAused?

-
AAweightedAcompositeAshouldAbeAcomputedAwithAvisionAasAoneAofAtheAvariablesAincludedAi
nAtheAequation.
-AAmultipleAcut-
offAprocedureAshouldAbeAusedAsoAthatApeopleAwithApoorAeyesightAareAimmediatelyAeliminat
ed.
-
TheApersonAmakingAtheAselectionAdecisionAshouldAmakeAaAclinicalAjudgmentAandAconsider
AallAtheAfactors.

-
InformationAaboutAeyesightAshouldAbeAdisregardedAsinceAitAdiscriminatesAagainstApeopleAf
orAnoAfaultAofAtheirAown.A-AcorrectAanswers-AAmultipleAcut-
offAprocedureAshouldAbeAusedAsoAthatApeopleAwithApoorAeyesightAareAimmediatelyAeliminat
ed.
TheAchiefAadvantageAofAemployeeAleasingAisAthatAit

-relievesAtheAcompanyAofAtheAburdenAofAadministeringAHRAservicesAandArecordAkeeping.
-improvesAtheAqualityAofAworkAandAcommitmentAtoAtheAcompany.
-reducesAtheAcostAofAemployeeAbenefits.
-providesAfreshAideasAandAnewAcreativity.A-AcorrectAanswers-
relievesAtheAcompanyAofAtheAburdenAofAadministeringAHRAservicesAandArecordAkeeping.
WhichAofAtheAfollowingAisAtrueAregardingAtheAhonestyAandAintegrityAtestsAusedAinAscreening
AjobAapplicants?




-
MostAhonestyAandAintegrityAtestsAshowAaAsignificantAbiasAonAtheAbasisAofAage,AraceAandAse
x.
-
CurrentAattitudesAtowardsAtheft,Aembezzlement,AandAdishonestApracticesAcannotApredictAa
ApreviousAhistoryAofAtheft.

-
BecauseAtheyAviolateApersonalAprivacy,AhonestyAandAintegrityAtestsAareArarelyAusedAinAaAc
ompany'sAemployeeAselectionAprocedures.

,-
HonestyAandAintegrityAtestsAcanAmeasureAattitudesAthatAvalidlyApredictAdishonestAbehavior
.A-AcorrectAanswers-
HonestyAandAintegrityAtestsAcanAmeasureAattitudesAthatAvalidlyApredictAdishonestAbehavior
.
AnAindividualAwithAaAhandicapAdoesANOTAincludeAsomeoneAwho

-wasAmistakenlyAclassifiedAasAlearningAdisabled.
-hasAaAcommunicableAdiseaseAsuchAasAAIDSAorAtuberculosis.
-isAanAalcoholicAorAdrugAabuser.
-hasAaAmentalAimpairmentAthatAisAnotAvisible.A-AcorrectAanswers-
isAanAalcoholicAorAdrugAabuser.
AnAemployerAwhoArequiresAolderAworkersAtoAperformAdifficult,Adegrading,AorAboringAjobsAin
AorderAtoAgetAthemAtoAquitAmayAbeAfoundAguiltyAof




-negligentAmanagement.
-constructiveAdischarge.
-tolling.
-dissuasiveApractices.A-AcorrectAanswers-constructiveAdischarge.
TheAprocessAofAadvanceAplanningAbyAtheAcompanyAtoAdecideAhowAvacanciesAinAanAorgani
zationalAchartAwillAbeAfilledAisAcalled

-careerApathing.
-attritionAplanning.
-careerAprofiling.
-successionAplanning.A-AcorrectAanswers-successionAplanning.
IfAanAemployerAknew,AorAshouldAhaveAknown,AofAanAemployee'sAviolentAtemper,AtheAemplo
yerAmayAbeAheldAresponsibleAforAtheAemployee'sAviolentAactsAunderAtheAlegalAtheoryAof

-assumedAresponsibility.
-custodialAduty.
-organizationalAculpability.
-negligentAhiring.A-AcorrectAanswers-negligentAhiring.
AAprocedureAforAselectingAmanagersAwhichAlastsAtwoAorAthreeAdaysAandAinvolvesAaAgroupA
ofAapplicantsAinAaAvarietyAofAgroupAandAindividualAexercisesAsuchAasAleaderlessAgroupAdis
cussionsAandAin-basketsAisAcalled

-aAmanagerialAsuccessionAtraining.
-anAassessmentAcenter.
-aApeerAgroupAreview.
-aAselectionAcenter.A-AcorrectAanswers-anAassessmentAcenter.
I-9AformsArequireAproofAofAidentityAand

-proofAofAresidency.
-aAvalidASocialASecurityAnumber.
-proofAofAcitizenship.

, -evidenceAofAemploymentAeligibility.A-AcorrectAanswers-evidenceAofAemploymentAeligibility.
AAmodifiedAorganizationalAchartAshowingAtheAMOSTALIKELYAreplacementsAforAeachAman
agerialApositionAisAcalled

-aApromotionAchart.
-anAadvancementAschedule.
-aAreplacementAchart.
-aAtrainingAandAdevelopmentAguide.A-AcorrectAanswers-aAreplacementAchart.
InAconductingAturnoverAanalysisAinAanAorganization,AtheAbestAindicatorAofAfutureAturnoverAi
s

-theAcomparativeAworthAofAtheAorganization'sAretirementAbenefits.
-theAorganization'sAunemploymentAexperienceArating.
-theAorganization'sAturnoverAratesAinArecentAyears.
-theAorganization'sAlamba-gammaAratios.A-AcorrectAanswers-
theAorganization'sAturnoverAratesAinArecentAyears.
TheAthreeAmajorAelementsAofAaAjobAdescriptionAincludeAidentification,AjobAsummaryAand

-trainingArequired.
-knowledgeAandAskills.
-dutiesAandAresponsibilities.
-supervisionAgivenAorAreceived.A-AcorrectAanswers-dutiesAandAresponsibilities.
FromAaAhumanAresourceAmanagementAviewpoint,AtheAtwoABESTAcriteriaAforApromotionsAto
AaAsupervisoryApositionAare




-seniorityAandAeducation.
-seniorityAandApastAperformance.
-pastAperformanceAandAability.
-pastAperformanceAandAeducation.A-AcorrectAanswers-pastAperformanceAandAability.
TheApracticeAofAestablishingAdifferentAcutoffAscoresAonAanAemploymentAtestAforAdifferentAra
cialAgroupsAisAcalled

-
resultsAbalancing;AitAisAonlyAacceptableAwhenAitAisAdesignedAtoAcorrectAaAmanifestAimbalan
ceAfromApriorAdiscrimination.
-scaleAsliding;AitAisArequiredAbyAaffirmativeAaction.
-raceAnorming;AitAisAprohibitedAbyAtheA1991ACivilARightsAAct.
-scoreAequating;AitAadjustsAforAtheAinherentAbiasAofAtheAtest'sAcreators.A-AcorrectAanswers-
raceAnorming;AitAisAprohibitedAbyAtheA1991ACivilARightsAAct.
IfAanAemployeeArequestsAtimeAoffAforAaAspecialAreligiousAholiday,AtheAemployerAshould

-refuseAtoAgrantAitAunlessAitAisApartAofAaAcollectiveAbargainingAagreement.
-grantAitAifAitAdoesAnotAunreasonablyAinterfereAwithAtheAoperationsAofAtheAbusiness.
-refuseAtoAgrantAitAexceptAwhenAitAisAaArecognizedAholiday.
-grantAitAonlyAifAallAemployeesAareAgrantedAtheAsameAdayAoff.A-AcorrectAanswers-
grantAitAifAitAdoesAnotAunreasonablyAinterfereAwithAtheAoperationsAofAtheAbusiness.