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HRCI Associate Professional in Human Resources Sample Questions:

1. Sexual harassment cannot originate from:
Response:

A) A supervisor off the job
B) A neighbor who invites the target employee to participate in a birthday celebration for his wife
C) A supervisor on the job
D) A co-worker who suggests a nice hot-tub relaxation party, swimsuits optional

2. AB Trucking has had a policy that nobody will be hired unless they complete the company's job application. Now, all of their job applications are being processed online, and some applicants want to submit their resumes instead of a job application form.
What can AB Trucking do about the resume vs. application controversy?
Response:

A) Job applications are old-school. Almost no employer uses them these days. The company should change its policy and use only resumes in the future.
B) The government has set up regulations that say employers have to accept resumes if they are submitted in a job search. The company doesn't really have any choice but to accept them.
C) It is entirely up to the company how it wants to handle the policy. Application forms are not a legal requirement, but using them is generally considered a best practice in the employment arena. Job candidates can be forced to go through the company's process of completing an application form, online or offline.
D) Resumes don't have all the information that can be gathered on a job application, and people lie on resumes anyway. That alone is reason for the company to continue using its job application forms.

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

4. Leslie has been promoted to the HR Operations team for her company. Her job role will involve compliance with laws including:
Response:

A) Healthy menu planning for employers
B) Equal opportunity and affirmative action
C) Dental administration and support
D) Equal and fair housing

5. Sophia makes it a practice to call each applicant's former employers to verify employment claims and determine whether there were any behavioral problems in prior jobs. Her company is now being sued because a new hire had an automobile accident while on a delivery run.
It turned out he had a history of reckless driving charges in his past two jobs. But she wasn't told about those when she talked with the former employers. Should Sophia be worried?
Response:

A) No. She tried to get information from the previous employers and they wouldn't talk to her. She made a good faith effort. She is off the hook.
B) Yes. Sophia is going to have to explain to her attorney why she hired this person when there was such a bad history of workplace behavior.
C) Yes. Almost certainly, Sophia will be blamed for negligent hiring. She has little defense. She should have found out about the new employee's previous employment issues.
D) Yes. In this instance, she should also have conducted a search of his driving record before hiring him into a job that required driving for deliveries. She shouldn't have relied on only former employer input.

Solutions: