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HRCI Associate Professional in Human Resources Sample Questions:

1. Occupational health is:
Response:

A) Using the most current scientific techniques to maintain employee attendance
B) A focus on the prevention of hazards in the workplace
C) Unrelated to personal health
D) An ultimate, unrealistic objective set by the government

2. It is not true that illegal harassment can be based on:
Response:

A) Persistent requests for a loan
B) Sexual advances
C) Persistent jokes about an employee's home country
D) Racial slurs

3. The Wagner-Peyser Act protects employees who are:
Response:

A) Unemployed
B) Unable to work because of pregnancy
C) Have two or more jobs
D) Injured on the job

4. Federal regulations are important because:
Response:

A) They implement laws that Congress has passed.
B) They offer suggestions to the private sector but really have no strong influence over federal contractors.
C) They precede congressional action and guide Congress in the law-making process.
D) They give politicians a way to influence how government oversees the private sector.

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) 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.
B) 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.
C) 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.
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: