aPHR Practice Questions (2026) — Free Sample Questions with Answers

Answer: 3316.67 dollars

1. Cost-per-hire = (external costs + internal costs) ÷ total hires.
2. External costs (paid to outside vendors) = $7,200 advertising + $15,600 agency fees + $1,800 career fair + $1,400 background checks = $26,000.
3. Internal costs (spent inside the organization) = $10,800 recruiter salaries + $3,000 referral bonuses = $13,800.
4. Total costs = $26,000 + $13,800 = $39,800; $39,800 ÷ 12 = $3,316.67.
5. Common error: counting only the vendor (external) costs gives $26,000 ÷ 12 = $2,166.67.

Cost-per-hire adds every recruiting cost in the period, both external (vendor) and internal (in-house), and divides by the number of hires.

Answer: B

No adverse impact, because the two rates differ by only 20 percentage points: The rule compares the ratio of the rates (30 ÷ 50), not the difference between them.

Possible adverse impact, because women's selection rate is 60% of men's rate: Correct. Women's rate (30%) ÷ men's rate (50%) = 60%, which is below 80% (four-fifths), so the Uniform Guidelines treat it as evidence of adverse impact — Talent Acquisition 03.

Disparate treatment, because the employer hired fewer women than men: Disparate treatment requires intentional different treatment; unequal results from a neutral procedure point to adverse (disparate) impact.

No adverse impact, because the rule covers written tests but not hiring decisions: The Uniform Guidelines apply to any selection procedure used to make employment decisions, including overall hiring.

Four-fifths rule: divide the lower group's selection rate by the highest group's rate; a result under 80% signals possible adverse impact.

Answer: A

Structured interview: Correct. A structured interview uses the same job-related questions and a common rating scale for every candidate, which improves consistency and reduces bias — Talent Acquisition 03.

Stress interview: A stress interview deliberately puts the candidate under pressure to observe reactions.

Panel interview: A panel interview is defined by having several interviewers at once; it may or may not be structured.

Nondirective interview: A nondirective interview uses broad, open questions and lets the candidate steer the conversation.

Structured interviews are the most consistent and legally defensible interview format.

Answer: 45 %

1. ROI (%) = (program benefits − program costs) ÷ program costs × 100
2. Net benefit = $58,000 − $40,000 = $18,000
3. $18,000 ÷ $40,000 = 0.45
4. 0.45 × 100 = 45%

Training ROI divides the net benefit (benefits minus costs) by the costs; dividing benefits by costs without subtracting gives the benefit-cost ratio, not ROI.

Answer: A

Level 3: Behavior: Correct. Level 3 measures transfer of training — whether learners apply what they learned on the job, often through observation some time after training — Learning and Development 05.

Level 4: Results: Level 4 would measure organizational outcomes, such as a drop in injury rates — not whether individuals follow the procedure.

Level 2: Learning: Level 2 measures knowledge or skill acquired during training (e.g., a test), not use on the job months later.

Level 1: Reaction: Level 1 measures participants' reaction to the course, not observed job behavior.

Observed on-the-job use of trained skills is Level 3 (Behavior); business outcomes are Level 4 (Results).

Answer: The employee must be covered by a qualified high-deductible health plan (HDHP).: HSA; The account belongs to the employee and stays with them after they leave the employer.: HSA; The full annual election is available for reimbursement on the first day of the plan year.: Health FSA; Unused money is forfeited at year-end unless the plan offers a grace period or carryover.: Health FSA; Unused balances roll over from year to year without a limit and may be invested.: HSA

HSA = HDHP required, employee-owned, rolls over; health FSA = any plan, full election up front, use-it-or-lose-it.

Answer: 955.50 dollars

1. Regular rate = base rate + shift differential = $18.00 + $1.50 = $19.50 per hour.
2. Straight-time pay = 40 hours × $19.50 = $780.00.
3. Overtime pay = 6 hours × ($19.50 × 1.5) = 6 × $29.25 = $175.50.
4. Gross pay = $780.00 + $175.50 = $955.50.
5. Common error: paying overtime on the $18.00 base rate only gives 46 × $19.50 + 6 × $9.00 = $951.00.

Shift differentials are part of the FLSA regular rate, so overtime is 1.5 × (base + differential) for hours over 40.

Answer: B

Constructive discharge: Constructive discharge occurs when an employer makes conditions so intolerable that the employee resigns; she has not resigned.

Retaliation: Correct. Title VII prohibits adverse action against an employee for complaining about discrimination or harassment or taking part in an investigation — Employee Relations 05.

Quid pro quo harassment: Quid pro quo harassment ties a job benefit or loss to submission to sexual demands.

Disparate impact: Disparate impact involves a neutral policy that disproportionately excludes a protected group.

Complaining about discrimination is protected activity; punishing it is retaliation.

Answer: 20 %

1. Turnover rate = (number of separations ÷ average number of employees) × 100.
2. Separations = 31 voluntary + 15 involuntary = 46.
3. Average headcount = (220 + 240) ÷ 2 = 230.
4. 46 ÷ 230 = 0.20, × 100 = 20.0%.
5. Common errors: counting only voluntary separations gives 31 ÷ 230 = 13.5%; dividing by the ending headcount gives 46 ÷ 240 = 19.2%.

Annual turnover counts all separations in the year divided by the average headcount for the year.

Answer: A

Halo effect: Correct. The halo effect occurs when one strong positive trait raises the ratings on unrelated factors — Employee Relations 04.

Recency error: Recency error bases ratings on recent events rather than the whole review period.

Central tendency: Central tendency rates everyone near the middle of the scale.

Leniency error: Leniency rates all employees too high; here one employee's single strength drives every rating.

Halo: one good trait colors all ratings (the horn effect is the negative version).

Answer: D

Mission statement: A mission statement describes the organization's current purpose — what it does and whom it serves — rather than a future aspiration.

Strategic objective: A strategic objective is a specific, measurable target that supports the strategy, not a broad aspiration.

Values statement: A values statement lists the principles that guide behavior, such as integrity or respect.

Vision statement: Correct. A vision statement describes what the organization aspires to become in the future; "to be the region's most trusted" is a future-state aspiration — Employee Relations 01.

Vision = where the organization wants to be; mission = why it exists and what it does now; values = how people are expected to behave.

Answer: Title VII of the Civil Rights Act: 15 or more; Americans with Disabilities Act (Title I): 15 or more; Age Discrimination in Employment Act: 20 or more; COBRA continuation coverage: 20 or more; Family and Medical Leave Act: 50 or more; ACA employer shared responsibility mandate: 50 or more

15+: Title VII, ADA, GINA, PWFA; 20+: ADEA, COBRA; 50+: FMLA and the ACA employer mandate.

Answer: C

7 calendar days: Seven calendar days is the deadline to record a case on the OSHA 300 log, not to report an amputation to OSHA.

8 hours: The 8-hour deadline applies to work-related fatalities, not amputations.

24 hours: Correct. An in-patient hospitalization, an amputation or the loss of an eye must be reported to OSHA within 24 hours of learning of it — Compliance and Risk Management 04.

30 days: No OSHA severe-injury report uses a 30-day deadline.

Report to OSHA: fatality within 8 hours; in-patient hospitalization, amputation or eye loss within 24 hours.

Answer: D

12 months: COBRA has no 12-month maximum; this may be confused with the FMLA 12-month eligibility period.

18 months: Eighteen months applies to termination of employment or reduced hours, not to divorce.

29 months: Twenty-nine months is the disability extension of an 18-month period, which does not apply here.

36 months: Correct. Divorce or legal separation is a secondary-type qualifying event for a spouse, which allows up to 36 months of continuation coverage — Compliance and Risk Management 03.

COBRA: 18 months for termination or reduced hours; 36 months for divorce, death, a dependent aging out or Medicare entitlement.

Answer: A

Pregnant Workers Fairness Act: Correct. The PWFA (effective June 27, 2023) requires employers with 15 or more employees to reasonably accommodate known limitations related to pregnancy, childbirth or related conditions unless doing so would cause undue hardship — Compliance and Risk Management 01.

Family and Medical Leave Act: The FMLA provides job-protected leave at employers with 50+ employees; it does not require job modifications such as lifting restrictions.

Pregnancy Discrimination Act: The PDA amended Title VII to bar discrimination because of pregnancy; it does not itself create a stand-alone accommodation duty for pregnancy-related limitations.

Equal Pay Act: The EPA addresses sex-based pay differences, not workplace accommodations.

PWFA = accommodation duty for pregnancy-related limitations at employers with 15+ employees; the PDA = nondiscrimination.