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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 Aug. 13, 2025 (see below)
Which of the following recruiting sources provides access to potential, but largely passive, candidates?
Comprehensive and Detailed in Depth
Passive candidates are individuals who are not actively seeking a new job but may be open to opportunities if approached. Social networking platforms (e.g., LinkedIn) provide access to such candidates because they allow recruiters to search for and engage with professionals who are not actively applying but have profiles showcasing their skills and experience.
Option A (Applicant tracking): This refers to a system for managing applications, typically from active candidates.
Option B (Social networking): Correct, as platforms like LinkedIn are ideal for reaching passive candidates.
Option C (Referring employees): Employee referrals often yield active candidates, as employees recommend people they know are interested.
Option D (Hiring competitors): This may involve targeting passive candidates, but it is less systematic than social networking.
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Which of the following methods would allow an organization to identify whether conflict is a cause of high turnover in one of its departments? (Select TWO options.)
Comprehensive and Detailed in Depth
To identify whether conflict is causing high turnover, the organization needs methods that directly collect employee feedback about workplace dynamics.
Option A (Survey): Correct, as surveys can ask targeted questions about conflict and its impact on employees' decisions to leave.
Option B (Screening): Screening is part of recruitment, not suitable for assessing turnover causes.
Option C (Focus group): Correct, as focus groups allow for in-depth discussions with employees to explore conflict as a turnover factor.
Option D (Needs analysis): This identifies training gaps, not conflict-related turnover causes.
Option E (Performance appraisal): This evaluates individual performance, not department-wide conflict issues.
Employees are most likely to experience a high level of job satisfaction when their jobs include:
Job Satisfaction and Task Variety:
Task variety involves diverse and engaging responsibilities, reducing monotony and increasing job fulfillment.
Why Task Variety is Correct:
Employees are more satisfied when their roles challenge them and provide opportunities for skill application and development.
Eliminating Incorrect Options:
B . Management duties: Only relevant for leadership roles, not universally satisfying.
C . Repetitive assignments: Often lead to boredom and dissatisfaction.
D . Delegation of authority: May not appeal to all employees or impact satisfaction significantly.
International HR Reference:
Herzberg's Two-Factor Theory: Task variety contributes to job satisfaction.
What initiative aims to create a workforce that reflects the local population and an organization's customers?
A diversity initiative aims to create a workforce that reflects the local population and customer base by promoting inclusivity and equal opportunity.
Explanation of Other Options:
B . Recognition: Focuses on acknowledging achievements, not workforce composition.
C . Social responsibility: Broader than workforce demographics and includes environmental and community efforts.
SHRM - Compensation Benefits Best Practices
CIPD - Probationary Periods and Employee Evaluation
Harvard Business Review - Membership Program Strategies
ILO - Diversity and Inclusion Initiatives
Which of the following is considered best practice for an HR policy on bereavement?
The best practice for an HR bereavement policy is to provide time-off to employees so they can grieve, attend funerals, and manage personal matters without added work pressure.
Explanation of Other Options:
B . Offer flexible hours: Helpful but secondary to bereavement leave.
C . Offer emotional assistance: A supportive measure but not a core bereavement policy practice.
D . Express condolences publicly: Inappropriate for a policy; better as an informal gesture.
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