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HRCI PHR Exam Actual Questions
The questions for PHR were last updated on Sep 17, 2024.
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Lucas has asked his manager to take time off from work because of a holiday his religion celebrates. Fran agrees but tells Lucas that he will be inspecting his project work to ensure that the work is accurate and not suffering because of the requested time off. This is an example of what?
Fran should not inspect Lucas' work just because he has asked for time off based on a religious holiday.
Answer option A is incorrect. There's no evidence of past historical discrimination in this example.
Answer option B is incorrect. This isn't a valid answer for the question as any discrimination based on religion falls into disparate discrimination.
Answer option C is incorrect. Quality control does inspect the quality of the work, but it's equal for all project deliverables, not just the deliverables tied to Lucas and his request for time off for the religious holiday.
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.
Sally is an HR Professional for an organization and she's working with Holly another HR Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned with the efficiency of the new policy. What is the difference between effectiveness and efficiency?
HR Professionals want to be both effective and efficient, but there is a difference. Efficiency is doing things right. Effectiveness is doing the right things.
Answer option A is incorrect. Efficiency and effectiveness are not synonymous.
Answer option C is incorrect. Efficiency is the correct action to complete a task or policy. Effectiveness is doing the correct task or policy for the organization.
Answer option D is incorrect. Just knowing what to do is not enough. You must know what to do, do the right things, and do these things correctly.
You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments?
The EEO-4 Report, formally known as the state and local government report, is collected on odd years.
Answer option B is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, gender, and job distribution of the organization.
Answer option D is incorrect. EEO-3 Report, formally known as the Local Union Report, is collected on even years. Answer option C is incorrect. This report, formally known as the Elementary-Secondary Staff Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for Education Statistics of the Department of Education. It is collected on even-number of years for school districts with 100 or more employees.
Validity is an important part of the interview process. All HR Professionals should recognize validity through the interview process. Which one of the following is not one of the four types of validity?
There are four types of validity that HR Professional should be familiar with: content validity, criterion-related validity, construct validity, and predictive validity. There is no such category as professional validity.
Answer options D, A, and C are incorrect. Predictive validity, content validity, and construct validity are the categories of validity, as part of abiding by the Uniform Guidelines on Employee Selection Procedures.
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