PHR Exam Study Guide Free Practice Test LAST UPDATED DATE Dec 10, 2025
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NEW QUESTION # 33
Amy is a sales person for your company and she earns her pay based on commission. Amy's pay is known as variable pay or what other term?
- A. Commission only
- B. Fixed pay
- C. At risk pay
- D. Base pay
Answer: C
NEW QUESTION # 34
For purposes of succession planning, which tool is best to evaluate an employee's current performance?
- A. Self-evaluation
- B. Leadership development plan
- C. Multirater feedback
- D. Job analysis
Answer: C
Explanation:
Multirater (360-degree) feedback is a comprehensive assessment technique gathering performance information from a variety of sources: supervisors, peers, subordinates, and sometimes customers. It provides a holistic view of an employee's skills, competencies, and behaviors critical for succession planning.
Official Extract:
"Succession planning relies on multiple feedback mechanisms to assess employee readiness, including 360- degree feedback, competency models, and individual development plans." (Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Succession Planning Strategies)
NEW QUESTION # 35
Which of the following clause protects the employee's job and compensation in the event of a reorganization, acquisition, or merger, for a specifed period of time?
- A. Change of control
- B. Disability or death
- C. Advice of counsel
- D. Termination clause
Answer: A
NEW QUESTION # 36
Holly is a senior worker in her organization and she is a member of the union. Her position will be eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly asks the union to move her to a less senior position and release a junior employee. If the union agrees to this, what will this term be known as?
- A. Bumping
- B. Releasing
- C. Displacement
- D. Re-organization
Answer: A
NEW QUESTION # 37
Virginia is the HR Professional for her organization and she is reviewing the details of the Age Discrimination in Employment Act (ADEA) of 1967. She tells John, one of her staff members, that the ADEA prohibits discrimination on the basis of age for employees and job applicants who are above a certain age. What age does the ADEA apply to employees and job applicants?
- A. 40 and above
- B. 30 and above
- C. 50 and above
- D. All people regardless of their age
Answer: A
NEW QUESTION # 38
The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?
- A. It is two or more boycotts by two or more union-backed organizations against one company.
- B. It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
- C. It is additional boycotts against companies that do business with a company which the union is boycotting.
- D. It is an effort to create more than one boycott on an organization, on two or more revenue streams.
Answer: B
NEW QUESTION # 39
As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. What is the ally doctrine?
- A. A union may serve as an ally to another striking union by allowing their members to join the picket against the primary employer.
- B. A union may expand upon its primary picketing activity to include employers who are allies of the primary employer.
- C. Employers cannot force friends, colleagues, and family members into joining a union picket. Allies of the picketing union can allow allies into the picket line.
- D. A union may expand upon its primary picketing activity to include employees who are allies of the primary employer.
Answer: B
NEW QUESTION # 40
You are completing a Form I-9 with a newly hired employee. Which one of the following documents is not allowed as a proof of identity and employment eligibility for the newly hired employee?
- A. Expired US passport
- B. Certificate of naturalization
- C. Unexpired reentry permit
- D. Driver's license
Answer: D
NEW QUESTION # 41
In order to avoid rehiring previously terminated poor performers, it is essential that an organization:
- A. Requires the manager to approve the rehire
- B. Enhances its applicant tracking system (ATS)
- C. Maintains consistent post-employment documentation
- D. Includes the employee's personnel file with the application
Answer: C
Explanation:
Maintaining consistent post-employment documentation is critical to flag performance issues and ensure hiring managers have accurate information about former employees' work history during the rehire process.
Official Extract:
"Accurate and consistent post-employment records are necessary to make informed rehire decisions and avoid repeating past employment mistakes." (Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Rehiring Policies)
NEW QUESTION # 42
You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?
- A. Construct-related validity
- B. Content validity
- C. Predictive validity
- D. Criterion-related validity
Answer: B
NEW QUESTION # 43
OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities?
- A. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, follow-up inspections, and employee complaints
- B. Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections
- C. Imminent danger, planned inspections in high-hazard industries, employee complaints, catastrophes and fatal accidents, follow-up inspections
- D. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, employee complaints, and follow-up inspections
Answer: B
NEW QUESTION # 44
A good performance management policy includes which of the following?
- A. Regular training and education opportunities
- B. Internal ethical guidelines and operational procedures
- C. Annual budget and financial performance
- D. Formal and informal manager feedback on a continual basis
Answer: D
Explanation:
A strong performance management policy emphasizes continuous feedback, both formal and informal, throughout the year - not just during annual reviews. This strengthens communication and helps with employee development.
Official Extract:
"Effective performance management practices include continuous feedback loops between employees and supervisors, supporting real-time coaching and growth." (Source: HRCI PHR Content Outline 2024-2025, Learning and Development Section, Performance Management Systems)
NEW QUESTION # 45
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 exempted labor unions and agricultural organizations from The Sherman Antitrust Act?
- A. The Clayton Act
- B. The Railway Labor Act
- C. The National Industrial Recovery Act
- D. The National Labor Relations Act
Answer: A
NEW QUESTION # 46
As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?
- A. 0
- B. 1
- C. 2
- D. There is no age limit in the act
Answer: D
NEW QUESTION # 47
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?
- A. Fair Labor Standards Act
- B. Portal-to-Portal Act
- C. Davis-Bacon Act
- D. Walsh-Healey Public Contracts Act
Answer: D
NEW QUESTION # 48
Which of the following is a communication that damages an individual's reputation in the community, preventing them from obtaining employment?
- A. Constructive discharge
- B. Defamation
- C. Gainsharing
- D. Duty of loyalty
Answer: B
NEW QUESTION # 49
What are the most important factors when developing a diversity, equity, and inclusion (DEI) strategy?
(Select TWO options.)
- A. Create a timeline for training and evaluation
- B. Align with business objectives
- C. Benchmark other organizations
- D. Review employee survey data
- E. Gain top management support
Answer: B,E
Explanation:
Top management support is critical because leadership must champion DEI initiatives. Additionally, aligning DEI efforts with overall business objectives ensures sustainability and strategic relevance.
Official Extract:
"Successful DEI initiatives require visible leadership support and integration with organizational strategies and business objectives." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Diversity and Inclusion Strategies)
NEW QUESTION # 50
(Enter the answer as a numeric value.)
The annual yield ratio is 75%. If an organization interviews 16 candidates, it hires __________ of them.
Answer:
Explanation:
12
Explanation:
Yield ratio = (Number hired ÷ Number interviewed) × 100Given a 75% yield ratio:0.75 × 16 = 12 hiresOfficial Extract:"Yield ratios evaluate the effectiveness of recruitment efforts by calculating the percentage of candidates moving to the next stage, helping HR improve sourcing strategies."(Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Recruitment Metrics)
NEW QUESTION # 51
After rounds of team interviews of finalist candidates, one of the raters consistently recommends the last candidate in each round to continue through the process. What type of bias does this represent?
- A. Recency effect
- B. Contrast error
- C. Halo effect
- D. Bias error
Answer: A
Explanation:
The recency effect occurs when evaluators place too much emphasis on the most recent information they received - in this case, the last candidate interviewed - rather than evaluating all candidates equally.
Official Extract:
"The recency effect is a type of interview bias where the most recently reviewed candidates or events are disproportionately weighted in evaluation decisions." (Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Interview and Selection Bias)
NEW QUESTION # 52
(Enter the answer as a numeric value.)
When determining if Worker Adjustment and Retraining Notification (WARN) applies to an organization's layoff plan, employers may exclude in their headcount employees who work fewer than an average of
________ hour(s) per week.
Answer:
Explanation:
20
Explanation:
Under the WARN Act, employees who work fewer than 20 hours per week are considered part-time and are excluded from the 50-employee threshold required to trigger WARN Act notices. Official Extract:"Part-time employees (those who work fewer than 20 hours per week) are excluded when determining whether an employer meets the 100-employee threshold under the WARN Act."(Source: HRCI PHR Content Outline
2024-2025, Employee and Labor Relations Section, WARN Act Compliance)
NEW QUESTION # 53
Which of the following are established by Fair Labor Standards Act (FLSA) of 1938? Each correct answer represents a complete solution. Choose three.
- A. Criteria for exempt and nonexempt employees
- B. Health insurance requirement
- C. Laws for protecting American children against labor exploitation
- D. Minimum wage requirement
Answer: A,C,D
NEW QUESTION # 54
A nonexempt employee, who is a reservist in the US Army, is called to active duty with an assignment for six months of service. When the assignment ends early, the employee asks to return to work after five months of leave. What are the requirements for reemployment?
- A. The employer may decline reemployment if no positions are available
- B. The employer has no obligation to reemploy the service member
- C. The employee must start work at the beginning of the first week after release
- D. The employee must request reemployment within 14 days of release
Answer: D
Explanation:
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.
Official Extract:
"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)
NEW QUESTION # 55
As an HR Professional, you must be familiar with collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. With this in mind, what is a rights arbitration?
- A. It is a formal hearing between management and union members to resolve grievances during the administration of a contract.
- B. It is a formal hearing between the management and the union, to resolve grievances during the construction of a contract.
- C. It is a not a lawsuit, but a resolution of laws and their impact on existing contracts.
- D. It is a lawsuit between the collective management and the collective union.
Answer: A
NEW QUESTION # 56
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?
- A. Railway Labor Act
- B. National Labor Relations Act
- C. Clayton Act
- D. National Industrial Recovery Act
Answer: A
NEW QUESTION # 57
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HRCI PHR certification is a valuable credential for HR professionals who want to advance their careers and demonstrate their expertise in the field of human resources. The PHR certification can help HR professionals to stand out in a competitive job market, and it can also increase their earning potential. In addition, the PHR certification can enhance an HR professional's professional credibility and demonstrate their commitment to their profession.
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