HRCI Associate Professional in Human Resources Sample Questions:

1. A(n) _______________ system is a productivity-based system in which an employee is paid for each unit of production.
Response:

A) Results-oriented
B) Piece-rate
C) Incentive
D) Merit

2. In an insurance company, there are few employee hazards according to its HR manager. In fact, the HR manager believes there are no federal laws that will impact safety in its operations.
As the associate HR manager, what recommendation would you make to your boss?
Response:

A) Reconsider the conclusion. Federal oversight and office safety laws say that the employer must conduct safety training for all employees.
B) Stay the course. The HR manager is right about the freedom from federal oversight.
C) Stay the course. The employer is specifically exempt. All insurance companies are excluded from coverage under federal safety laws.
D) Reconsider the conclusions. OSHA requires all employers to provide a safe workplace in compliance with the General Duty Clause.

3. Pete is sensitive about the security of his personal identity information since his credit card has been stolen twice in the past year. He is trying to clear up his credit rating because of the problems with the stolen cards.
Now, he has approached the HR manager at his organization and requested that his Social Security number be removed from all of the company records. He thinks that a mistake could cause him more grief if the Social Security number were to be obtained by thieves.
As the HR professional, what should you do?
Response:

A) There is a need for the company to keep the Social Security number for tax reporting.
B) The company has no need for the Social Security number but should keep it regardless.
C) There is a need for the company to keep the Social Security number for census reporting.
D) The company can and should delete the Social Security number from its records to protect Pete.

4. The concept of broadbanding was developed to
Response:

A) Work with flatter organization structures
B) Reduce employee mobility with the organization
C) Provide narrower salary ranges
D) Limit the autonomy of line managers

5. For the past 6 years, Sam's company has been a federal contractor working on equipment for the Department of Defense. The company has additional contract opportunities coming up, and Sam isn't sure if there will be an extra burden related to disabled workers because they are subject to both the Americans with Disabilities Act and the Rehabilitation Act.
Response:

A) Whatever Sam thinks, the ADA and Rehabilitation Act requirements have applied to his company for 6 years already. Adding more contracts won't change his current obligations.
B) Sam's company has already met its recruiting obligations and now only has to worry about meeting ADA requirements.
C) Handling job accommodation requests is a requirement of the ADA but not the Rehabilitation Act. Things should be easier.
D) Sam should rest easy. The ADA and the Rehabilitation Act are identical in their content and requirements.

Solutions: