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HRCI aPHRi Exam Questions
- Topic 1: HR Operations: This section of the exam measures skills of HR Coordinator and covers the practical and operational responsibilities involved in managing the workforce and HR functions. It includes understanding organizational strategy, culture, and legal requirements, as well as managing employee records, HR policies, and business functions. The section also addresses confidentiality, HR metrics, data collection and reporting, the impact of technology on HR, and the use of HR information systems. Communication techniques and knowledge of external HR service providers are also included.
- Topic 2: Recruitment and Selection: This section of the exam measures skills of Talent Acquisition Specialist and covers the process of hiring new employees, including compliance with relevant laws and regulations. It addresses sourcing applicants, using applicant databases, and various recruitment methods such as advertising and job fairs. The section also includes interviewing techniques, pre- and post-offer activities like background checks, and the orientation and onboarding of new hires.
- Topic 3: Compensation and Benefits: This section of the exam measures skills of HR Coordinator and covers the principles of employee compensation and benefits programs. It includes knowledge of applicable laws, pay structures, total rewards, and different benefit programs such as health care and pension schemes. The section also addresses payroll terminology, data collection for salary surveys, insurance claims, and practices that support work-life balance.
- Topic 4: Human Resource Development and Retention: This section of the exam measures skills of Talent Acquisition Specialist and covers the methods for delivering training and developing employees within the organization. It includes understanding relevant laws, training delivery formats, and techniques to evaluate training effectiveness. The section also discusses career development practices, performance appraisal methods, and performance management strategies such as goal setting and mentoring.
- Topic 5: Employee Relations, Health, and Safety: This section of the exam measures skills of HR Coordinator and covers the ways organizations monitor and address employee morale, performance, and retention while ensuring a safe work environment. It includes knowledge of employment laws, employee rights, feedback collection methods, workplace behavior issues, and processes for investigating complaints. The section also covers progressive discipline, off-boarding, employee relations programs, workforce restructuring, and workplace health, safety, and security regulations, including risk management procedures.
Free HRCI aPHRi Exam Actual Questions
Note: Premium Questions for aPHRi were last updated On Apr. 12, 2026 (see below)
Managers write descriptions about an employee's performance using the:
Comprehensive and Detailed in Depth
The narrative method of performance appraisal involves managers writing detailed, descriptive accounts of an employee's performance, often in essay or paragraph form. This method focuses on providing qualitative feedback about the employee's strengths, weaknesses, and overall contributions.
Option A (Rating method): This involves assigning numerical or categorical ratings (e.g., 1-5) to performance criteria, not writing descriptions.
Option B (Narrative method): Correct, as this method specifically involves writing descriptive accounts of performance.
Option C (Comparison method): This involves ranking employees against each other (e.g., forced ranking), not writing descriptions.
Option D (Critical incident method): This method focuses on documenting specific events (incidents) that exemplify good or poor performance, not a general descriptive account.
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Fill in Blank
(Enter the answer as a number value.)
If an organization has 100 employees and a gross profit of US $100,000, the profit per employee is US $_______________.
The profit per employee is calculated as:
Profitperemployee=GrossprofitNumberofemployees\text{Profit per employee} = \frac{\text{Gross profit}}{\text{Number of employees}}Profitperemployee=NumberofemployeesGrossprofit
Given:
Gross profit = $100,000
Number of employees = 100
Profitperemployee=100,000100=1,000\text{Profit per employee} = \frac{100,000}{100} = 1,000Profitperemployee=100100,000=1,000
Which of the following should be included in an anti-harassment policy?
Comprehensive and Detailed in Depth
An anti-harassment policy is a critical document that outlines the organization's commitment to a harassment-free workplace. It must include a clear explanation of prohibited conduct (e.g., sexual harassment, bullying) to ensure employees understand what behaviors are unacceptable and to provide a basis for enforcement.
Option A (Name and title of HR representative): While contact information may be included, it is not a core component of the policy itself.
Option B (A statement of potential confidentiality): Confidentiality is important, but it is a procedural detail, not the main focus.
Option C (A clear explanation of prohibited conduct): Correct, as this is a fundamental element of an anti-harassment policy.
Option D (Tips for employees to resolve the harassment on their own): This is not recommended, as harassment should be addressed formally by the organization, not by employees independently.
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Which of the following is a primary benefit of conducting exist interviews?
Exit interviews provide valuable feedback from departing employees, which organizations can analyze to identify areas for improvement, address workplace issues, and enhance retention practices.
Explanation of Other Options:
A . Enhanced communication among employees: Exit interviews do not directly impact current employee communication.
C . Minimized workplace conflicts: Conflicts may be identified, but minimizing them is not the primary goal.
D . Compliance with termination law: Exit interviews are not a legal requirement.
SHRM - Recruitment Types and Contingent Searches
WorldatWork - Compensation Philosophy Best Practices
Harvard Business Review - Exit Interview Benefits and Retention Strategies
Which of the following is the most important action an organization should take before monitoring their employees electronically?
Comprehensive and Detailed in Depth
Before monitoring employees electronically (e.g., email, internet usage), the most important action is to seek employees' permission or inform them of the monitoring policy. This ensures transparency, builds trust, and complies with privacy laws (e.g., in the EU under GDPR, or in the U.S. under state privacy laws).
Option A (Conduct employee survey): A survey may gauge opinions but is not the most critical step.
Option B (Seek employees' permission): Correct, as it ensures legal and ethical compliance.
Option C (Purchase monitoring system): This is a logistical step, not the most important.
Option D (Collect employees' passwords): This is unethical and often illegal, as it violates privacy.
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