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HRCI PHR Exam Questions
- Topic 1: Instructional design principles and processes/ Legislative and regulatory knowledge and procedures
- Topic 2: Applicable federal laws and regulations related to learning and development activities/ Interpret and apply information related to general business environment and industry best practices
- Topic 3: Techniques to assess training program effectiveness, including use of applicable metrics/ Impact of total rewards on recruitment and retention
- Topic 4: Reinforce the organization’s core values, ethical and behavioral expectations through modeling,communication, and coaching/ Corporate governance procedures and compliance
- Topic 5: Internal workforce assessments (for example: skills testing, workforce demographics, analysis/ Applicable federal laws and regulations related to talent planning and acquisition activities
- Topic 6: Techniques to encourage creativity and innovation/ New hire employee orientation processes and procedures
- Topic 7: Current market situation and talent pool availability/ Recommend and implement best practices to mitigate risk
- Topic 8: Determine the significance of data for recommending organizational strategies/ Business elements of an organization
- Topic 9: Employee retention concepts and applications/ Learning and development theories and applications
- Topic 10: Applicable federal laws and regulations related to talent planning and acquisition activities/ Candidate/employee testing processes and procedures
Free HRCI PHR Exam Actual Questions
Note: Premium Questions for PHR were last updated On Nov. 18, 2024 (see below)
Gary is an HR Professional for his organization that has several federal contracts of $100,000 or more. His organization, as required by VEVRAA, files what form by September 30 each year, which provides the details of the veterans employed by the federal contractor?
Under VEVRAA, the Vietnam Era Veteran's Readjustment Assistance Act, Gary must file the VETS-100 form by September 30 each year. This form reports information on the veterans employed by Gary's company.
Answer options C, B, and A are incorrect. These are not correct forms for the VEVRAA requirements.
As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional. Which one of the following acts used the terminology "work now, grieve later" to describe the urgency of performing work?
The Railway Labor Act was a critical win for the management, in that it helped keep trains, and later airlines, from striking - to disrupt travel of citizens. The act was created to keep the trains moving - with a few exceptions, such as safety.
Answer option A is incorrect. The Clayton Act clarified language in the Sherman Antitrust Act, and deemed labor unions and agricultural unions exempt from the Sherman Antitrust Act.
Answer option D is incorrect. The National Industrial Recovery Act guaranteed laborers the right to organize and bargain collectively.
Answer option B is incorrect. The National Labor Relations Act, also known as the Wagner Act, guaranteed the right to self-organization, to form, join, or assist labor organization, to bargain collectively through representatives of their own choice.
Pauline is a HR Professional for her organization and she's meeting with the sales manager Jim. Jim wants to know if Randy, one of his sales people, is considered exempt or not because he's doing outside sales. Pauline tells Jim that there are just two qualifiers for Randy to be considered exempt in his role as an outside salesperson. The first is that Randy's primary duty must be making sales. What is the other consideration?
Randy must primarily do sales outside of the employer's place of business to be considered an exempt employee.
Answer option D is incorrect. The amount Randy earns doesn't directly affect his role as an exempt sales person.
Answer option A is incorrect. Randy doesn't have to earn all of his income from commission.
Answer option B is incorrect. Randy doesn't need a contract to do sales.
There are seven stages of internal consulting that a HR Professional must be familiar with. Consider this scenario: Mark is a HR Professional for his organization. He is meeting with Tammy and Tammy's supervisor Eric to learn about a conflict between Tammy and Eric. Mark wants to understand both parties before addressing the scenario. Which of the seven stages is Mark, Tammy, and Eric participating in?
Mark is first exploring the situation to determine how best to address the concerns of Tammy and Eric.
Answer option A is incorrect. Mark, Tammy, and Eric are not developing recommendations; all parties are seeking to best understand the situation first.
Answer option D is incorrect. Mark has not made a recommendation, so no project plan has been developed.
Answer option B is incorrect. At this point Mark is facilitating the meeting to explore the situation, and not implementing the project plan.
All organizations need prevoyance, or planning, as a part of a manager's duty. As an HR Professional what is the primary purpose of planning?
Planning is the foundation for a manager to establish the goals of the organization. Answer option C is incorrect. The organization's mission statement communicates the direction, intent, and purpose of the organization. Answer option D is incorrect. Planning is to provide groundwork for the managers to achieve their goals, but for the organization to achieve its goals. Answer option A is incorrect. Planning, in project management, does provide direction to the project team to reach their goals, but in this context it's planning for the organization, not a project.
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