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HRCI aPHR™ (aPHR™) Practice Tests & Test Prep by Exam Edge - FAQ


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Check out our HRCI Associate Professional in Human Resources FAQs to learn more about the exam, our practice tests, and other information to help you succeed.

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Why should I use Exam Edge to prepare for the HRCI Associate Professional in Human Resources Exam?


FAQ's for Exam Edge HRCI Associate Professional in Human Resources practice tests

We have ten great reasons why Exam Edge is the #1 source on the internet when it comes to preparing for HRCI Associate Professional in Human Resources test:

  • Comprehensive content: Exam Edge's HRCI Associate Professional in Human Resources practice tests are created specifically to prepare you for the real exam. All our HRCI aPHR practice test questions parallel the topics covered on the real test. The topics themselves are covered in the same proportions as the real test too, based on outlines provided by the HR Certification Institute in their HRCI aPHR test guidelines.

  • Realistic practice: Our HRCI aPHR practice exams are designed to help familiarize you with the real test. With the same time limits as the real exam, our practice tests enable you to practice your pacing and time management ahead of test day.

  • Detailed explanations: As you complete your practice tests, we show you which questions you answered correctly and which ones you answered incorrectly, in addition to providing you with detailed step-by-step explanations for every single HRCI Associate Professional in Human Resources practice exam question.

  • Performance insights: After you complete a practice test, we provide you with your raw score (how many you answered correctly) and our estimate of the HRCI aPHR score you would have received if you had taken the real test.

  • Ease of access: Because all our practice tests are web-based, there is no software to install. You can take HRCI aPHR practice exams on any device with access to the internet, at any time.

  • Flexible use: If you must pause while taking one of our practice tests, you can continue right where you left off. When you continue the test, you will start exactly where you were, and with the same amount of time you had remaining.

  • Thousands of unique questions: We offer 10 different online practice exams with 1,000 unique questions to help you prepare for your HRCI Associate Professional in Human Resources !

  • Low cost: The cost of ordering 5 practice tests is less than the cost of taking the real HRCI aPHR test. In other words, it would be less expensive to order 5 practice tests than to retake the real HRCI Associate Professional in Human Resources exam!

  • Our trusted reputation: As a fully accredited member of the Better Business Bureau, we uphold the highest level of business standards. You can rest assured that we maintain all of the BBB Standards for Trust.

  • Additional support: If you need additional help, we offer specialized tutoring. Our tutors are trained to help prepare you for success on the HRCI Associate Professional in Human Resources exam.

What score do I need to pass the HRCI aPHR Exam?

To pass the HRCI Associate Professional in Human Resources test you need a score of 500.

The range of possible scores is 0 to 700.

How do I know the practice tests are reflective of the actual HRCI Associate Professional in Human Resources ?

At Exam Edge, we are proud to invest time and effort to make sure that our practice tests are as realistic as possible. Our practice tests help you prepare by replicating key qualities of the real test, including:

  • The topics covered
  • The level of difficulty
  • The maximum time-limit
  • The look and feel of navigating the exam
We have a team of professional writers that create our HRCI Associate Professional in Human Resources practice test questions based on the official test breakdown provided by the HR Certification Institute. We continually update our practice exams to keep them in sync with the most current version of the actual certification exam, so you can be certain that your preparations are both relevant and comprehensive.

Do you offer practice tests for other HR Certification Institute subjects?

Yes! We offer practice tests for 3 different exam subjects, and there are 35 unique exams utilizing 3500 practice exam questions. Every subject has a free sample practice test you can try too!
HRCI Associate Professional in Human Resources (aPHR ™ ) Practice Tests
HRCI Professional in Human Resources (PHR ® ) Practice Tests
HRCI Senior Professional in Human Resources (SPHR ® ) Practice Tests

To order tests, or take a sample test, for a different subject: Click on ' Name on the Exam Name' You will be take to the orders page

How do I register for the real HR Certification Institute?

For up-to-date information about registration for the HR Certification Institute, refer to the HR Certification Institute website.

HRCI Associate Professional in Human Resources - FAQ Sample Questions

Human resource personnel can help to implement programs to eliminate discrimination in employee recruitment and hiring. This is known as what type of plan?



Correct Answer:
affirmative action


the correct answer to the question posed is "affirmative action." affirmative action refers to a set of policies and practices within a government or organization seeking to include particular groups based on their gender, race, sexuality, creed, or nationality in areas in which they are underrepresented such as education and employment. these measures are typically achieved through specific actions aimed at increasing the opportunities given to these groups.

human resource personnel play a critical role in implementing affirmative action programs. the goal of these programs is to eliminate discrimination in employee recruitment and hiring processes. discrimination might occur on the basis of race, gender, disability, or other protected characteristics. by proactively working towards a more inclusive workplace, affirmative action programs help in promoting equal opportunity.

affirmative action in the context of human resources involves various tasks, such as developing and implementing strategies that target the elimination of discriminatory practices against women and members of minority groups. this extends beyond just recruitment and hiring; it also covers areas like promotion, transfers, training and development, and overall conditions of service within an organization.

moreover, these programs often include specific measures such as setting employment goals and quotas, providing special training programs and workshops to sensitize employees about diversity and inclusion, and revising traditional hiring practices that may inadvertently favor certain groups over others.

ultimately, the aim of affirmative action is to create a balanced representation of diverse groups in the workplace that mirrors the demographic makeup of the society in which the organization operates. this approach not only contributes to social justice but also enriches the workplace environment, leading to a broader range of perspectives and ideas within the organization.

Which of the following is an employee feedback program whereby an employee is rated by co-workers, customers, and managers?



Correct Answer:
360 survey


the correct answer to the question is "360 survey." a 360 survey, also known as a 360-degree feedback tool, is a comprehensive employee feedback system. this system involves collecting performance feedback for an employee from various sources who interact with the employee in different capacities. this typically includes the employee's direct manager, peers, subordinates (if applicable), and sometimes even customers or clients. the purpose of this multi-rater feedback is to provide a well-rounded view of the employee's skills, work behaviors, and overall performance.

the 360 survey is particularly useful because it goes beyond traditional feedback mechanisms, which often only include a supervisor's perspective. by incorporating the views of various stakeholders, the feedback becomes more balanced and reflects different aspects of the employee's job performance. this can help pinpoint specific strengths and areas for improvement that might not be visible through a single source of feedback.

in practice, participants in a 360 survey are usually asked to complete an anonymous online feedback form that rates the employee on various competencies and may include space for written comments. the competencies assessed can range from communication and teamwork to leadership abilities and problem-solving skills.

human resources (hr) departments often utilize the data collected from these surveys for multiple purposes. primarily, the feedback is used to support the personal and professional development of the employee. it can identify skills gaps and guide the creation of personalized development plans. additionally, 360 surveys can be integrated into broader performance management and appraisal systems, contributing to decisions on promotions, compensations, and other hr actions.

overall, the 360 survey is a powerful tool for fostering self-awareness among employees and promoting a culture of constructive feedback within an organization. it helps employees understand how their work is perceived from multiple viewpoints and encourages a collaborative approach to personal and professional growth.