HRCI aPHR 試験概要:
| 認定ベンダー: | HR Certification Institute (HRCI) |
| 試験名: | 人事アソシエイト・プロフェッショナル |
| 試験番号: | aPHR |
| 合格点: | 変動あり（Angoff法により決定。歴史的には約71%前後） |
| 受験料: | USD 400（USD 300の試験料 + USD 100の申請料） |
| 出題数: | 90（採点対象65問 + 予備試験25問） |
| 関連資格: | PHR SPHR aPHRi |
| 試験時間: | 105（加えて30分の試験運営時間） |
| 認定の有効期間: | 3年 |
| 試験形式: | 多肢選択式 |
| 対応言語: | 英語 |
| サンプル問題: | HRCI aPHR サンプル問題 |
| 受験方法: | Pearson VUEテストセンターでのコンピュータベース試験、またはOnVUEによるオンライン遠隔監督。 |
| 前提条件: | 高等学校卒業資格または国際的な同等資格。HR経験は不要。 |
| 公式シラバスのURL: | https://www.hrci.org/certifications/individual-certifications/aphr |
HRCI aPHR 試験シラバストピック:
| セクション | 比重 | 目標 |
|---|---|---|
| トピック 1: 報酬・福利厚生 | 17% | - 福利厚生制度と退職後資金計画の基礎 - 報酬戦略と賃金体系 |
| トピック 2: 人材採用 | 19% | - 採用およびオンボーディングの基礎 - 人材確保、採用、スクリーニング、選考の手法 - 要員計画、職務分析、職務記述書および計画立案 |
| トピック 3: 学習・能力開発 | 15% | - 学習ニーズの評価と研修実施方法 - 研修プログラムの評価と学習成果 |
| トピック 4: 法令順守・リスク管理 | 25% | - HRに影響する職場関連法規 - リスク低減と記録管理の基礎 |
| トピック 5: 従業員関係 | 24% | - HRポリシー、手順および組織文化 - 業績管理と従業員エンゲージメントの基礎 |
HRCI Associate Professional in Human Resources 認定 aPHR 試験問題：
1. Headquarters in Virginia Beach, Virginia, has decided that all management employees who have direct responsibility for directing the work of subordinates will have their annual evaluations include feedback not only from their direct report but also from a selection of their peers and subordinates.
Which evaluation method is headquarters adopting?
Response:
A) Management by objectives (MBO)
B) 360-degree review
C) Internal customer rating scale
D) Peer review
2. For the past 6 years, Sam's company has been a federal contractor working on equipment for the Department of Defense. The company has additional contract opportunities coming up, and Sam isn't sure if there will be an extra burden related to disabled workers because they are subject to both the Americans with Disabilities Act and the Rehabilitation Act.
Response:
A) Sam's company has already met its recruiting obligations and now only has to worry about meeting ADA requirements.
B) Whatever Sam thinks, the ADA and Rehabilitation Act requirements have applied to his company for 6 years already. Adding more contracts won't change his current obligations.
C) Handling job accommodation requests is a requirement of the ADA but not the Rehabilitation Act. Things should be easier.
D) Sam should rest easy. The ADA and the Rehabilitation Act are identical in their content and requirements.
3. Pete is sensitive about the security of his personal identity information since his credit card has been stolen twice in the past year. He is trying to clear up his credit rating because of the problems with the stolen cards.
Now, he has approached the HR manager at his organization and requested that his Social Security number be removed from all of the company records. He thinks that a mistake could cause him more grief if the Social Security number were to be obtained by thieves.
As the HR professional, what should you do?
Response:
A) There is a need for the company to keep the Social Security number for census reporting.
B) The company can and should delete the Social Security number from its records to protect Pete.
C) There is a need for the company to keep the Social Security number for tax reporting.
D) The company has no need for the Social Security number but should keep it regardless.
4. Woodrow has been awarded a paid day off because he delivered his product development project ahead of schedule. Does this mean every time someone delivers a job in advance of the deadline they should be given a paid day off?
Response:
A) Maybe. If the situations are the same or similar, the reward should be the same.
B) Maybe. Assuming that the employees had the same amount of service and their projects were similar in difficulty, they should all be given a paid day off.
C) Maybe. If the employer can describe the reward as "special" based on the circumstances, it needn't create a precedent that must be followed in each future instance.
D) Maybe. With an eye on illegal discrimination, the employer should err on the side of providing a day off with pay to anyone who completes work ahead of schedule.
5. An HR professional has been assigned to communicate specific policies and procedures to line managers on how to deal with employee grievances. Which of the following HR roles does this task represent?
Response:
A) Evaluation
B) Advisory
C) Service
D) Control
質問と回答：
| 質問 # 1 正解： B | 質問 # 2 正解： B | 質問 # 3 正解： C | 質問 # 4 正解： C | 質問 # 5 正解： B |
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