HRCI aPHR Questions & Answers - in .pdf
- Total Q&A: 196
- Update: Aug 18, 2026
- Price: $59.99
- Vendor: HRCI
- Exam Code: aPHR
- Exam Name: Associate Professional in Human Resources
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HRCI aPHR Q&A - Testing Engine
- Total Q&A: 196
- Update: Aug 18, 2026
- Price: $59.99
- Vendor: HRCI
- Exam Code: aPHR
- Exam Name: Associate Professional in Human Resources
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HRCI aPHR Exam Overview:
| Certification Vendor: | HR Certification Institute (HRCI) |
| Exam Name: | Associate Professional in Human Resources |
| Exam Number: | aPHR |
| Exam Price: | USD 400 (USD 300 exam fee + USD 100 application fee) |
| Related Certifications: | PHR SPHR aPHRi |
| Certificate Validity Period: | 3 years |
| Exam Format: | Multiple-choice |
| Passing Score: | Varies (determined by Angoff method; historically around ~71%) |
| Real Exam Qty: | 90 (65 scored + 25 pretest) |
| Available Languages: | English |
| Exam Duration: | 105 (plus 30 minutes administration time) |
| Sample Questions: | HRCI aPHR Sample Questions |
| Exam Way: | Computer-based at Pearson VUE test centers or online via OnVUE remote proctoring. |
| Pre Condition: | High school diploma or global equivalent; no HR experience required. |
| Official Syllabus URL: | https://www.hrci.org/certifications/individual-certifications/aphr |
HRCI aPHR Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Compensation & Benefits | 17% | - Compensation strategy and pay structures - Benefits programs and retirement planning basics |
| Topic 2: Compliance & Risk Management | 25% | - Risk mitigation and records management basics - Workplace laws and regulations affecting HR |
| Topic 3: Learning & Development | 15% | - Assessing learning needs and training delivery methods - Training program evaluation and learning outcomes |
| Topic 4: Talent Acquisition | 19% | - Hiring and onboarding fundamentals - Staffing needs, job analysis, job descriptions and planning - Sourcing, recruiting, screening and selection techniques |
| Topic 5: Employee Relations | 24% | - Performance management and employee engagement fundamentals - HR policies, procedures and organizational culture |
HRCI Associate Professional in Human Resources Sample Questions:
1. HR certifications are:
Response:
A) Going to be required by all employers in 10 years by federal law
B) Offered through testing by HRCI and SHRM
C) Given credit toward an advanced degree
D) Given no extra weight in employment decisions
2. A union contract normally details the process called progressive discipline. How would you counsel nonunion employers to deal with the process?
Response:
A) Progressive discipline is required only for union-represented organizations.
B) Progressive discipline is a good process for any employer. It offers "due process" to workers. And, it satisfies the legal covenant called "good faith and fair dealing."
C) There is no need for nonunion employers to have a progressive discipline process since they are probably "at-will" employers and can terminate employees any time.
D) Employers can consider using progressive discipline, but absent a union contract, there is little motivation to use the process.
3. Per the contract, an employee works 40 hours per week for half of the year. The employee has been contracted to work in such a way for five years. That employee would be considered a:
Response:
A) full-time temporary employee.
B) part-time permanent employee.
C) part-time temporary employee.
D) full-time permanent employee.
4. Arthur has applied for a job with the AB Trucking Company. He is told he must take and pass a urine drug test. If he fails the test and any subsequent random drug test after he is hired, he will be dismissed from the company. Arthur reacts loudly and says, "That's an invasion of my privacy! I won't do it." What happens now?
Response:
A) Arthur can have his friend take the test for him.
B) Arthur can discontinue his participation in the AB Transit Company's employment process.
C) Arthur can call his lawyer and have the drug test waived since he doesn't want to take it.
D) Arthur can take the test now and still refuse to participate in random tests later.
5. Dabney is the HR manager negotiating a renewal of the contract his organization has with an international union. Since the union is international, he isn't sure if the National Labor Relations Act applies to his situation.
What would you tell him?
Response:
A) When the union is an international organization, they get to choose between the governance of the ILRA and the NLRA.
B) If Dabney's organization is negotiating in good faith, there is no law that will tell him what to do. Only if he isn't willing to negotiate will the NLRA take effect.
C) The NLRA governs all union interactions regardless of the union's scope of involvement.
D) He's right to be concerned. It is the International Labor Relations Act (ILRA) that governs his situation with the union.
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: B | Question # 3 Answer: A | Question # 4 Answer: B | Question # 5 Answer: C |
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