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HRCI PHR Exam Questions

Exam Name: PHR - Professional in Human Resources
Exam Code: PHR
Related Certification(s): HRCI HR Certification Institute HRCI Certification
Certification Provider: HRCI
Actual Exam Duration: 150 Minutes
Number of PHR practice questions in our database: 165 (updated: Apr. 13, 2025)
Expected PHR Exam Topics, as suggested by HRCI :
  • Topic 1: Business Management: This section of the exam measures the skills of HR Managers and focuses on aligning HR functions with organizational strategy. Candidates are tested on their ability to understand business priorities, evaluate financial and operational goals, and support organizational success through HR initiatives. One skill measured in this domain is identifying HR’s role in achieving business objectives.
  • Topic 2: Workforce Planning and Talent Acquisition: This section of the exam measures the skills of Recruitment Specialists and covers planning for workforce needs, attracting talent, and managing hiring processes. Candidates are evaluated on their ability to develop recruitment strategies, implement selection processes, and comply with employment laws.
  • Topic 3: Total Rewards: This section of the exam measures the skills of HR Analysts and focuses on creating and managing employee compensation and benefits programs. It includes evaluating pay structures, managing benefit offerings, and ensuring compliance with legal standards.
  • Topic 4: Employee Engagement: This section of the exam measures the skills of HR Specialists and covers strategies for fostering a motivated and committed workforce. Candidates are tested on their ability to design engagement initiatives, assess employee satisfaction, and create a positive work environment.
  • Topic 5: Employee and Labor Relations: This section of the exam measures the skills of HRM Managers in maintaining healthy employer-employee relationships. Candidates are evaluated on handling grievances, negotiating agreements, and adhering to labor laws. One skill measured is managing conflict resolution processes within the organization.
  • Topic 6: HR Information Management: This section of the exam measures the skills of HR Analysts and covers managing HR information systems and leveraging technology for efficiency. Candidates are tested on their ability to utilize data analytics, maintain secure records, and streamline HR processes.
Disscuss HRCI PHR Topics, Questions or Ask Anything Related

Rosann

1 months ago
Just became PHR certified! Pass4Success's materials were spot on. Saved weeks of study time!
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Lynette

2 months ago
PHR success! Pass4Success's focused approach made all the difference. Grateful for the efficient prep!
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Tricia

3 months ago
I passed the PHR exam, and I couldn't have done it without the Pass4Success practice questions. One tricky question was about handling employee grievances in a unionized environment. It asked for the best steps to take when an employee files a grievance. I wasn't entirely confident, but I made it through.
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Ilene

3 months ago
Passed my PHR today! Pass4Success's prep was invaluable. Condensed study time without sacrificing quality.
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Lai

4 months ago
Happy to announce that I passed the PHR exam! The practice questions from Pass4Success were invaluable. There was a question about the components of a total rewards package and how to communicate them effectively to employees. I was unsure of the best communication strategy, but I still succeeded.
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Caprice

4 months ago
PHR done and dusted! Pass4Success's questions were incredibly similar to the real thing. Highly recommend!
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Tenesha

5 months ago
I passed the PHR exam, and the Pass4Success practice questions were a big help. One question that caught me off guard was about the different learning and development methods. It asked which method is most effective for adult learners in a corporate setting. I wasn't sure, but I still passed.
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Catherin

5 months ago
Thrilled to share that I passed the PHR exam! The Pass4Success practice questions were spot-on. There was a question about the key responsibilities of HR in business management, specifically how to align HR strategy with overall business goals. I found it tough but managed to get through.
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Cordelia

5 months ago
Wow, the PHR exam was tough but I made it! Pass4Success really came through with relevant practice material.
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Adolph

6 months ago
I did it! I passed the PHR exam, thanks to the practice questions from Pass4Success. One challenging question was about the various stages of the talent acquisition process. It asked how to improve the candidate experience during the interview phase. I wasn't confident in my answer, but it didn't stop me from passing.
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Vashti

6 months ago
Just passed the PHR exam! The Pass4Success practice questions were a lifesaver. There was a tricky question on the exam about the different types of labor unions and their impact on employee relations. It asked how to handle a situation where a union is pushing for higher wages during a negotiation. I wasn't entirely sure of the best approach, but I still made it through.
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Hermila

6 months ago
PHR certified! Pass4Success's exam prep was a lifesaver. Covered all the right topics in record time.
upvoted 0 times
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Glendora

6 months ago
Strategic HR planning is crucial. Be ready for questions on aligning HR strategy with business goals. Understand how to develop and implement strategic HR initiatives.
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Aja

7 months ago
Just want to say thanks to Pass4Success for their comprehensive study materials. They truly covered all bases and helped me pass the PHR exam with confidence!
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German

7 months ago
I recently passed the HRCI PHR exam, and I must say that the Pass4Success practice questions were incredibly helpful. One question that stumped me was about the key components of a total rewards strategy. It asked how to effectively balance direct and indirect compensation to maximize employee satisfaction. Despite my uncertainty, I managed to pass!
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Carry

7 months ago
Just passed my PHR exam! Thanks Pass4Success for the spot-on practice questions. Saved me so much time!
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Annelle

9 months ago
My experience taking the HRCI PHR exam was challenging but rewarding. With the assistance of Pass4Success practice questions, I was able to successfully navigate topics such as general business environment and industry best practices. One question that tested my knowledge was about applying information related to industry best practices. Although I had some doubts, I ultimately passed the exam.
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Josue

10 months ago
Just passed my PHR exam! One key area was employee relations. Expect scenario-based questions on handling workplace conflicts and implementing fair disciplinary procedures. Focus on studying conflict resolution techniques and progressive discipline policies. Thanks to Pass4Success for the spot-on practice questions that helped me prepare efficiently!
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Brandon

10 months ago
I recently passed the HRCI PHR exam with the help of Pass4Success practice questions. The exam covered topics such as instructional design principles and legislative knowledge. One question that stood out to me was related to interpreting federal laws and regulations in the context of learning and development activities. Despite being unsure of the answer, I managed to pass the exam.
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Free HRCI PHR Exam Actual Questions

Note: Premium Questions for PHR were last updated On Apr. 13, 2025 (see below)

Question #1

As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address sanitary working conditions?

Reveal Solution Hide Solution
Correct Answer: A

The Walsh-Healey Public Contracts Act addressed contractors with the federal government that exceed $10,000, to pay an established minimum wage to workers employed through the contract. This act was passed in 1936. This act also addressed, however, the requirements of sanitary working conditions for employees.

Answer option C is incorrect. In 1931 the Davis-Bacon Act was the first piece of legislation to actually establish a minimum wage. The act was, however, limited to the construction industry.

Answer option D is incorrect. The Fair Labor Standards Act was passed in 1938. It addressed minimum wage, overtime pay, child labor, and record keeping.

Answer option B is incorrect. The Portal-to-Portal Act of 1947 clarified the hours of working for the purpose of minimum wage and overtime pay.


Question #2

An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?

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Correct Answer: B

Employers are only allowed to employ 15 year olds, a maximum of three hours per school day, not more.

Answer option A is incorrect. A 15-year old may work only in non-school hours.

Answer option C is incorrect. A 15-year old may work no more than eight hours on a non-school day.

Answer option D is incorrect. The maximum a 15-year old may work is 18 hours per school week.


Question #3

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?

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Correct Answer: A

Washington versus Davis is correct. Two African Americans were denied positions at the Washington DC police department because of their performance on a job-related test. The US Supreme Court ruled against the plaintiffs and deemed that the test did not violate the due process clause. Answer option B is incorrect. The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race. Answer option C is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964. Answer option D is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.


Question #4

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

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Correct Answer: A

The Griggs versus Duke Power lawsuit was heard in the US Supreme Court. This case, which preceded the Civil Rights Act of 1964, centered on a policy, Duke Power Company had of segregating employees by race.

Answer option D is incorrect. McDonnell Douglas Corp. versus Green, 1973 centered on a race discrimination case regarding the burdens and nature of proof in proving a Title VII of the Civil Rights Act of 1964.

Answer option B is incorrect. Albemarle Paper versus Moody, 1975 dealt with racial discrimination and the responsibilities of organizations, to offer back pay to individuals that were racially discriminated. The racial discrimination may have prevented certain employees from advancing in the organization.

Answer option C is incorrect. Washington versus Davis, 1976 is a racial discrimination lawsuit, brought by two African Americans that were denied positions in the Washington DC police department.


Question #5

Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the following is your organization required to do for the plan participants?

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Correct Answer: B

The plan administrator is required to provide participants, at no cost, with plan information about the features and funding of the plan.

Answer option A is incorrect. The information must be provided to the participants from the plan administrator at no cost.

Answer option D is incorrect. Monthly information is not mandated so this choice isn't the best answer.

Answer option C is incorrect. Monthly information is not mandated, and the information must be provided at no cost to the plan participants.



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