HRCI HRCI-PHR Online Practice Questions and Exam Preparation

HRCI HRCI-PHR Online Questions & Answers

• Question 1:

  Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?

  A. Management Rights
  B. Bumping Right
  C. Right of Way
  D. Weingarten Right
  D. Weingarten Right

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  Explanation

  The Weingarten Right is a right based on the US Supreme Court case NLRB v. Weingarten in 1975. This case establishes the right of a union member employee to have a union representative present at investigatory meetings with

  management.

  Answer option B is incorrect. The bumping right is the right of a senior employee whose position may be eliminated, and who opts to take the position of a less senior employee instead of losing the employment altogether.

  The less senior employee is "bump" out of employment by the senior employee. Answer option C is incorrect. Right of way is not a valid term for this scenario. Answer option A is incorrect. Management rights describe the ability of

  management to manage their organization the way they see fit unless the management approach contradicts a union labor contract.

• Question 2:

  As an HR Professional, you should be familiar with OSHA rules, standards, and regulations. Should an organization violate an OSHA standard, there are often penalties that the employer must pay. What is the maximum fine an employer may face for a deliberate and intentional violation of an OSHA standard?

  A. $100,000
  B. $10,000
  C. $50,000
  D. $70,000
  D. $70,000

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  Explanation

  OSHA can fine an employer up to $70,000 for a willful violation. In addition, incarceration is possible for the violation. Answer options B, C, and A are incorrect. These are not the maximum amount for the violation.

• Question 3:

  Your organization is using the whole job ranking technique as part of its non-quantitative job evaluation. Which one of the following best describes the whole job ranking technique?

  A. Jobs are ranked from lowest to highest according to the importance that each job holds.
  B. Jobs are reviewed based on the entire performance of the organization in each category.
  C. Jobs are categorized into broad categories or levels.
  D. New jobs are categorized into an existing hierarchy of jobs within the organization.
  A. Jobs are ranked from lowest to highest according to the importance that each job holds.

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  Explanation

  Job ranking is the process of ranking jobs from lowest to highest, based on importance. Answer option C is incorrect. Job classification creates categories or levels and sorts jobs accordingly. Answer option D is incorrect. This answer actually describes job slotting. Answer option B is incorrect. This isn't a correct definition of whole job ranking.

• Question 4:

  What is the compa-ratio for an employee that earns $75,000 per year, but the midpoint for the role is $85,000 per year?

  A. $10,000 difference
  B. 1:88
  C. 113 percent
  D. 88 percent
  D. 88 percent

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  Explanation

  The compa-ratio helps organizations determine how closely an employee's pay is in synch with market. You must also consider the length of employment, service, skills, and other factors in the decision for compensation. The ratio is found by

  dividing the employees' salary ($75,000) by the midpoint for the role ($80,000) for the ratio of 88 percent. Answer option C is incorrect. 113 percent is the inverted formula by dividing $80,000 by $75,000. Answer option A is incorrect. $10,000

  is the difference of the two values, but this isn't the compa- ratio.

  Answer option B is incorrect. This isn't a valid figure for the question.

• Question 5:

  Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?

  A. Specific compensable factors are identified and then performance levels within the factors are documented.
  B. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
  C. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
  D. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.
  D. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

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  Explanation

  The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee. Answer options C, A, and B are incorrect. These are not valid definitions of the point factor technique.

• Question 6:

  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

  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 7:

  Which of the following are the key components of gainsharing? Each correct answer represents a complete solution. Choose three.

  A. The organization and the employees share the financial gains.
  B. If goals for improvements are met, employees and managers share the success.
  C. Managers and employees provide their part of salary for charity.
  D. Employees and management work together for reviewing organizational performance.
  A. The organization and the employees share the financial gains.
  B. If goals for improvements are met, employees and managers share the success.
  D. Employees and management work together for reviewing organizational performance.

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  Explanation

  The following are the key components of gainsharing:

  1.Employees and management work together for reviewing organizational performance. 2.The organization and the employees share the financial gains. 3.If goals for improvements are met, employees and managers share the success.

  Answer option C is incorrect. This is not the key component of gainsharing.

• Question 8:

  Robert is the HR Professional for his organization. June, Robert's supervisor, assigns Robert for completing and filing the EEO-1 Report for the organization. What is the EEO-1 Report?

  A. It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees the organization employs.
  B. It is a report that all employers must submit to the Department of Labor defining the race, social security identification number, and income of all employees in the organization.
  C. It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees by job category, ethnicity, race, and gender the organization employs.
  D. It is a report that all employers must submit to the Department of Labor defining the race and income of all employees in the organization.
  C. It is a report that all employers with at least 100 employees must submit to the Department of Labor. It defines the total number of employees by job category, ethnicity, race, and gender the organization employs.

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  Explanation

  The EEO-1 Report must be submitted to the EEOC and the Department of Labor by September 30 of each year for companies with 100 employees or more. This report defines the number of employees, their job categories, and provides a

  breakdown of race, ethnicity, and gender of the employees in the organization.

  Answer option D is incorrect. Only organizations with 100 or more employees are required to submit the report.

  Answer option A is incorrect. The report defines race, ethnicity, and gender of all employees, not just total number of employees. Answer option B is incorrect. The report does not include the social security information or income of the

  employees.

• Question 9:

  What act prohibits discrimination on the basis of physical and mental disabilities?

  A. ADEA of 1967
  B. Rehabilitation Act of 1973
  C. VEVRAA of 1974
  D. IRCA of 1986
  B. Rehabilitation Act of 1973

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  Explanation

  The Rehabilitation Act of 1973 prohibits discrimination on the basis of physical and mental disabilities.

  Answer option A is incorrect. The ADEA of 1967 is the Age Discrimination in Employment Act and addresses discrimination against employees and applicants greater than 40 years of age. Answer option C is incorrect. VEVRAA is the

  Vietnam Era Veteran's Readjustment Assistance Act. Answer option D is incorrect. IRCA is the Immigration Reform and Control Act, which prohibits discrimination on the basis of national origin and creates penalties for hiring illegal aliens.

• Question 10:

  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

  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.