HRCI HRCI-PHR Online Practice Questions and Exam Preparation

HRCI HRCI-PHR Online Questions & Answers

• Question 1:

  Holly and Gary are HR Professionals in their organization and they're working to develop the strategic plan for their organization. Holly and Gary are using SWOT analysis to help understand the needs of human, financial, technological, capital, and other aspects of their organization. What is SWOT?

  A. SWOT is an analysis to define the schedule, weaknesses, opportunities, and timetable of a project endeavor.
  B. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face.
  C. SWOT is an analysis to define the strengths, weaknesses, openness, and timeliness of an organization.
  D. SWOT is an analysis to define the seriousness, weaknesses, openness, and timetable of organization development.
  B. SWOT is an analysis to define the strengths, weaknesses, opportunities, and threats an organization may face.

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  explanation:

  Explanation

  SWOT is an analysis that can be used to determine the strengths, weaknesses, opportunities, and threats. SWOT Analysis is a strategic planning method used to evaluate the Strengths, Weaknesses, Opportunities, and Threats involved in a project or in a business venture. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieving that objective. A SWOT analysis may be incorporated into the strategic planning model. Answer option C is incorrect. This is not a valid definition of SWOT so this choice is incorrect. Answer option A is incorrect. This is not a valid definition of SWOT so this choice is incorrect. Answer option D is incorrect. This is not a valid definition of SWOT so this choice is incorrect.

• Question 2:

  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?

  A. Content validity
  B. Professional validity
  C. Construct validity
  D. Predictive validity
  B. Professional validity

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  explanation:

  Explanation

  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.

• Question 3:

  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?

  A. EEO-4 Report
  B. EEO-1 Report
  C. EEO-5 report
  D. EEO-3 Report
  A. EEO-4 Report

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  explanation:

  Explanation

  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.

• Question 4:

  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?

  A. These are the same values in human resources.
  B. Efficiency is doing things right. Effectiveness is doing the right things.
  C. Efficiency is being effective when doing things. Effectiveness is doing the right things efficiently.
  D. Efficiency is knowing what to do. Effectiveness is doing what you know you should.
  B. Efficiency is doing things right. Effectiveness is doing the right things.

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  explanation:

  Explanation

  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.

• Question 5:

  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. Clayton Act
  B. National Labor Relations Act
  C. Railway Labor Act
  D. National Industrial Recovery Act
  C. Railway Labor Act

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  explanation:

  Explanation

  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.

• Question 6:

  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?

  A. Perpetuating past discrimination
  B. Religious persecution in the workforce
  C. Quality control
  D. Disparate treatment
  D. Disparate treatment

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  explanation:

  Explanation

  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.

• Question 7:

  Which of the following requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks?

  A. Fair Labor Standards Act (FLSA)
  B. Occupational Safety and Health Administration (OSHA)
  C. Federal Insurance Contributions Act (FICA)
  D. Employee Retirement Income Security Act (ERISA)
  C. Federal Insurance Contributions Act (FICA)

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  explanation:

  Explanation

  Federal Insurance Contributions Act (FICA) requires employers to pay social security tax for employees and to withhold the tax amount from employee paychecks. Answer option B is incorrect. OSHA stands for Occupational Safety and

  Health Administration. OSHA is an agency of the United States Department of Labor. It was created by Congress of the United States under the Occupational Safety and Health Act, signed by President Richard M. Nixon, on December 29,

  1970. Its mission is to prevent work-related injuries, illnesses, and occupational fatality by issuing and enforcing standards for workplace safety and health. The agency is headed by a Deputy Assistant Secretary of Labor. OSHA issues

  guidelines and regulations for the safe use of a computer.

  Answer option A is incorrect. The Fair Labor Standards Act (FLSA) of 1938 established the minimum wage requirement, laws for protecting American children against labor exploitation, and Criteria for exempt and nonexempt employees.

  Answer option D is incorrect. Employee Retirement Income Security Act (ERISA) is an American federal statute that establishes minimum standards for pension plans in private industry and provides for extensive rules on the federal income

  tax effects of transactions associated with employee benefit plans.

• Question 8:

  Pat is interviewing Sammy for a job in his organization. During the interview, Pat asks Sammy for a dinner date. Sammy refuses his offer, but thanks him. Pat tells Sammy that a dinner date would be beneficial to the job selection. Sammy still refuses the dinner date. Based on this conversation, Pat decides not to hire Sammy for the position. This is an example of what type of sexual harassment?

  A. Covert
  B. Quid Pro Quo
  C. Contingent
  D. Hostile Work Environment
  B. Quid Pro Quo

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  explanation:

  Explanation

  Quid pro quo happens when the acceptance or decline of an unwanted sexual advance leads to a hiring, employment, or workplace decision.

  Because Sammy refused the dinner date, Pat didn't hire Sammy. Answer option A is incorrect. Covert is not a valid sexual harassment term. Answer option C is incorrect. Contingent is not a valid sexual harassment term. Answer option D is

  incorrect. A hostile work environment describes unwelcome sexual conduct that interferes with a person's ability to complete their work, intimidation, or an offensive work environment.

• Question 9:

  Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?

  A. Result
  B. Reaction
  C. Learning
  D. Behavior
  A. Result

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  explanation:

  Explanation

  The result measures whether the training had a positive impact on the bottom line. Answer option B is incorrect. Reaction measures immediate feedback of the training. Answer option C is incorrect. Learning measures what was learned through testing. Answer option D is incorrect. Behavior measures job performance of six months or more after training.

• Question 10:

  As a HR Professional you must understand the laws and regulations, which affect employee compensation. Which of the following was the first to address a minimum wage for employees?

  A. Portal-to-Portal Act
  B. Walsh-Healey Public Contracts Act
  C. Davis-Bacon Act
  D. Fair Labor Standards Act
  C. Davis-Bacon Act

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  explanation:

  Explanation

  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 B is incorrect. 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. Answer option D is incorrect. The Fair Labor Standards Act, was

  passed in 1938, addressed minimum wage, overtime pay, child labor, and record keeping.

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