aPHR Exam Flashcards

Q: Does the aPHR require HR experience?

HRCI positions aPHR as an entry-level credential and states that no HR experience is required, though candidates must meet the education requirement listed by HRCI.

Q: Which aPHR domains deserve the most study time?

Compliance and Risk Management and Employee Relations carry the largest official weights, so give them regular mixed practice while still reviewing talent, learning, compensation, and benefits.

Question 1

aPHR eligibility

Accepted Answer

The aPHR is positioned as an entry-level HRCI credential and does not require prior professional HR experience.

Question 2

aPHR question count

Accepted Answer

The aPHR has 90 total questions: 65 scored questions and 25 pretest questions.

Question 3

aPHR time limit

Accepted Answer

The aPHR testing time is 1 hour 45 minutes, so pacing matters on scenario questions.

Question 4

Highest-weighted aPHR domain

Accepted Answer

Compliance and Risk Management is the largest local outline domain at 25%, followed closely by Employee Relations at 24%.

Question 5

Human Resource Management

Accepted Answer

HRM attracts, develops, supports, and retains the workforce needed for organizational success.

Question 6

Strategic HR

Accepted Answer

Strategic HR aligns people practices with business goals, workforce needs, culture, and legal obligations.

Question 7

Job analysis

Accepted Answer

Job analysis identifies duties, responsibilities, required skills, working conditions, and job context.

Question 8

Job description

Accepted Answer

A job description summarizes the role's duties, responsibilities, reporting relationships, and work expectations.

Question 9

Job specification

Accepted Answer

A job specification lists the knowledge, skills, abilities, education, and experience needed to perform the job.

Question 10

Workforce planning

Accepted Answer

Workforce planning estimates future staffing needs and gaps based on organizational goals and labor supply.

Question 11

Recruitment

Accepted Answer

Recruitment is the process of attracting a qualified pool of candidates for current or future openings.

Question 12

Selection

Accepted Answer

Selection is choosing the candidate who best fits job requirements using valid, job-related criteria.

Question 13

Structured interview

Accepted Answer

A structured interview asks consistent, job-related questions and uses standard scoring to improve fairness and validity.

Question 14

Behavioral interview question

Accepted Answer

Behavioral questions ask candidates to describe past actions as evidence of likely future behavior.

Question 15

Onboarding

Accepted Answer

Onboarding helps new employees understand the organization, role expectations, policies, tools, and culture.

Question 16

Orientation

Accepted Answer

Orientation is the initial introduction to workplace basics; onboarding is broader and continues longer.

Question 17

Training needs analysis

Accepted Answer

A training needs analysis identifies gaps between current performance and required knowledge, skills, or behaviors.

Question 18

ADDIE

Accepted Answer

ADDIE stands for Analyze, Design, Develop, Implement, and Evaluate, a common training design model.

Question 19

Kirkpatrick evaluation

Accepted Answer

Kirkpatrick evaluation reviews training at levels such as reaction, learning, behavior, and results.

Question 20

Mentoring vs coaching

Accepted Answer

Mentoring is often relationship and career focused; coaching is usually performance or skill focused.

Question 21

Performance management

Accepted Answer

Performance management is the ongoing process of setting expectations, giving feedback, measuring results, and supporting improvement.

Question 22

SMART goal

Accepted Answer

A SMART goal is Specific, Measurable, Achievable, Relevant, and Time-bound.

Question 23

Progressive discipline

Accepted Answer

Progressive discipline uses escalating steps to correct behavior while documenting expectations and opportunities to improve.

Question 24

Employee engagement

Accepted Answer

Engagement reflects employees' commitment, motivation, and connection to the organization and their work.

Question 25

Grievance

Accepted Answer

A grievance is a formal complaint about workplace treatment, policy application, or contract interpretation.

Question 26

Total rewards

Accepted Answer

Total rewards include direct pay, benefits, recognition, development opportunities, work environment, and other value offered to employees.

Question 27

Base pay

Accepted Answer

Base pay is fixed compensation such as hourly wages or salary, before variable incentives or benefits.

Question 28

Variable pay

Accepted Answer

Variable pay changes based on performance, results, sales, profit, or other defined measures.

Question 29

Pay equity

Accepted Answer

Pay equity means compensation decisions are fair, job-related, and not based on protected characteristics.

Question 30

Exempt employee

Accepted Answer

An exempt employee is not entitled to overtime under FLSA rules when salary basis and duties tests are met.

Question 31

Nonexempt employee

Accepted Answer

A nonexempt employee is covered by overtime and minimum wage protections and must have work time tracked.

Question 32

Benefits

Accepted Answer

Benefits are indirect compensation such as health coverage, retirement plans, paid leave, and wellness programs.

Question 33

COBRA

Accepted Answer

COBRA gives eligible employees and dependents the option to continue group health coverage after certain qualifying events.

Question 34

FMLA

Accepted Answer

FMLA provides eligible employees job-protected leave for qualifying family and medical reasons.

Question 35

Title VII

Accepted Answer

Title VII prohibits employment discrimination based on protected characteristics such as race, color, religion, sex, and national origin.

Question 36

ADA

Accepted Answer

The ADA prohibits disability discrimination and requires reasonable accommodation for qualified individuals unless undue hardship applies.

Question 37

Reasonable accommodation

Accepted Answer

A reasonable accommodation is a workplace change that enables a qualified individual to perform essential job functions.

Question 38

Undue hardship

Accepted Answer

Undue hardship means significant difficulty or expense for the employer when evaluating an accommodation request.

Question 39

Harassment

Accepted Answer

Harassment is unwelcome conduct based on a protected characteristic that creates a hostile environment or affects employment decisions.

Question 40

Retaliation

Accepted Answer

Retaliation is adverse action against someone for engaging in protected activity, such as reporting discrimination or participating in an investigation.

Question 41

OSHA

Accepted Answer

OSHA focuses on workplace safety and health standards, hazard prevention, recordkeeping, and employee safety rights.

Question 42

I-9

Accepted Answer

Form I-9 verifies identity and employment authorization for employees hired in the United States.

Question 43

At-will employment

Accepted Answer

At-will employment generally allows either employer or employee to end employment at any time for a lawful reason.

Question 44

Constructive discharge

Accepted Answer

Constructive discharge occurs when working conditions become so intolerable that a reasonable employee feels forced to resign.

Question 45

HR policy

Accepted Answer

An HR policy sets expected rules and consistent procedures for workplace decisions and employee conduct.

Question 46

Employee handbook

Accepted Answer

A handbook communicates key policies, expectations, benefits, conduct standards, and employee resources.

Question 47

HR metrics

Accepted Answer

HR metrics measure workforce trends such as turnover, time to fill, absenteeism, training completion, and engagement.

Question 48

Turnover

Accepted Answer

Turnover is employee separation from the organization. HR analyzes voluntary and involuntary turnover for root causes.

Question 49

Confidentiality in HR

Accepted Answer

HR should protect sensitive employee information and share it only with those who have a legitimate business need.

Question 50

aPHR study priority

Accepted Answer

Study compliance/risk and employee relations first, then reinforce talent acquisition, compensation/benefits, and learning concepts.

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