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HRCI Associate Professional in Human Resources Sample Questions:

1. 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) 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.
B) The NLRA governs all union interactions regardless of the union's scope of involvement.
C) He's right to be concerned. It is the International Labor Relations Act (ILRA) that governs his situation with the union.
D) When the union is an international organization, they get to choose between the governance of the ILRA and the NLRA.

2. A window manufacturer guarantees its installers a base wage plus an extra $25 for each job completed to specifications. The employer is using a Response:

A) Merit pay system
B) Productivity-based pay system
C) Flat-rate system
D) Competency-based system

3. Naji is wondering how he is going to describe the difference between his organization's employee grievance resolution process and the discrimination complaint-handling process. What would you suggest?
Response:

A) Employee grievances are often regarding workplace rules and work assignment processes. Discrimination complaints have more to do with equal employment opportunity issues.
B) There isn't any difference between them. The processes for handling them are the same.
C) Handling grievances is not required by law, but handling discrimination complaints is a legal requirement under federal law.
D) Grievances happen only in union-represented organizations, so Naji doesn't have to worry about that. He still has to explain how discrimination complaints can be handled in his organization.

4. Abel has been having trouble selecting quality accounting people. Everyone claims to be able to use Excel spreadsheets, but few actually can once they get on the job. In the end, he has had to terminate people because of poor performance. He is thinking he will use a test he saw at the local office-supply warehouse.
As Abel's HR recruiting liaison, what advice would you give him about his plans for testing?
Response:

A) It sounds like a good idea. Will he be able to show that the test actually predicts success on the jobs he wants to use it for? If not, he should find a different screening tool.
B) It doesn't sound like a good idea. It is going to create more paperwork for HR, and we can't stand any workload increase.
C) It sounds like a good idea. It certainly could control the cost of turnover. We should try it.
D) It doesn't sound like a good idea. With everyone talking about the liability of written tests these days, we can't take that risk for any job.

5. Rx Pharmaceuticals is a company that employs both technical and scientific professions. What could it provide to have the most effective impact on retention for its employees?
Response:

A) Differing telecommuting options
B) An employee work/life balance program
C) A validated succession planning program
D) Dual-ladder careers

Solutions: