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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 Jun. 19, 2025 (see below)
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.
Collecting human resource metrics is the process organizations use to:
Comprehensive and Detailed in Depth
HR metrics are data points (e.g., turnover rate, time to hire) used to measure the effectiveness of HR practices and processes. Collecting these metrics allows organizations to evaluate specific practices, identify areas for improvement, and make data-driven decisions.
Option A (Evaluate specific practices): Correct, as HR metrics are used to assess the impact of HR activities.
Option B (Market their brand image): Metrics are internal tools, not for marketing.
Option C (Increase company revenue): Metrics may indirectly support revenue goals, but this is not their primary purpose.
Option D (Meet staffing requirements): Metrics inform staffing decisions, but their purpose is broader evaluation.
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Which of the following is a form of Alternative Dispute Resolution (ADR)?
Comprehensive and Detailed in Depth
Alternative Dispute Resolution (ADR) refers to methods of resolving conflicts outside of formal litigation (court proceedings). Mediation is a common form of ADR where a neutral third party facilitates a discussion between the disputing parties to help them reach a mutually acceptable solution.
Option A (Litigation): This is the formal legal process of resolving disputes in court, the opposite of ADR.
Option B (Discipline): This refers to corrective actions for employee behavior, not dispute resolution.
Option C (Mediation): Correct, as it is a recognized ADR method.
Option D (Collaboration): While collaboration can resolve conflicts, it is not a formal ADR method.
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Which of the following are the best reasons to develop a membership program? (Select TWO options.)
Comprehensive Detailed
Succession planning: Developing a membership program supports identifying and nurturing talent for future leadership roles.
Career development: Membership programs often provide resources and opportunities to enhance employees' skills and advance their careers.
Explanation of Other Options:
A . Performance appraisals: Focuses on evaluation, not membership programs.
C . Reward and discipline: Membership programs are not related to managing behavior.
E . Reduce absenteeism: Indirectly impacted but not the primary goal.
Career counseling, application completion, and interviewing skills are examples of:
Comprehensive and Detailed in Depth
Outplacement services are provided by an organization to support employees who are leaving (e.g., due to layoffs) by helping them transition to new employment. These services often include career counseling, assistance with job applications, and training in interviewing skills to aid the employee's job search.
Option A (Outsourcing benefits): This refers to delegating benefits administration, not career support.
Option B (Onboarding services): Onboarding involves integrating new hires, not supporting departing employees.
Option C (Outplacement services): Correct, as these services directly relate to helping employees find new jobs after separation.
Option D (Work-life balance programs): These focus on supporting current employees (e.g., flexible hours), not departing ones.
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Shawn
3 days agoJose
4 days ago