HRCI HRCI-PHR Online Practice Questions and Exam Preparation

HRCI HRCI-PHR Online Questions & Answers

• Question 101:

  You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?

  A. April 15 of each year
  B. The anniversary date of your organization reaching 100 employees
  C. January 1 of each year
  D. September 30 of each year
  D. September 30 of each year

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  Explanation

  The EEO-1 Report, known as the Employer Information Report, must be submitted to the Department of Labor's Office by September 30 of each year for employers with 100 or more employees.

  Answer option C is incorrect. January 1 is not a valid answer. Answer option A is incorrect. April 15 is the tax filing deadline. Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1 report by September

  30, not the anniversary date of your organization reaching 100 employees.

• Question 102:

  A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?

  A. It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.
  B. It is a strike through which the union seeks to pressurize an employer to agree to the terms ofa new contract although there is already an approved contract in place.
  C. It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.
  D. It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.
  A. It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.

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  Explanation

  A jurisdictional strike is an effort by the union to get the employer to assign specific work to the union rather than to other unions or even non-union workers. Answer option B is incorrect. This isn't a valid definition of a jurisdictional strike. Answer option C is incorrect. This isn't a valid definition of a jurisdictional strike. Answer option D is incorrect. This answer is close, but not the best choice. Note that the answer requests all work, not just particular work.

• Question 103:

  As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?

  A. Yellow dog contract
  B. Scab
  C. Shill contract
  D. Non-union agreement
  A. Yellow dog contract

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  Explanation

  A yellow dog contract is an agreement between management and an individual that gives a person a job as long as the person does not join a union. The Norris-LaGuardia Act prohibited federal courts from enforcing yellow dog contracts. Answer option B is incorrect. A scab is a derogatory term assigned to a person who will cross a picket line to work for an organization experiencing a strike by workers. Answer option C is incorrect. A shill contract is not a valid term. Answer option D is incorrect. A non-union agreement is not a valid term for this scenario.

• Question 104:

  Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. Inher questions, Jane is careful not to ask all of the following questions, except for which one?

  A. Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position?
  B. Where are you from?
  C. How many children do you have?
  D. What's your date of birth?
  A. Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position?

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  Explanation

  Of all the questions, only choice A is a valid question that Jane should ask. Jane must be careful, not to offer questions that could be or interpreted as discriminatory. Answer option C is incorrect. By asking how many children the candidate

  has, is an example of sex discrimination.

  Answer option B is incorrect. Jane may get national origin information in the question. Answer option D is incorrect. Asking for one's date of birth could lead to age discrimination.

• Question 105:

  Which of the following are narrative methods of appraisal that require managers to describe the employee's performance? Each correct answer represents a complete solution. Choose three.

  A. Daily review
  B. Field review
  C. Essay review
  D. Critical incident review
  B. Field review
  C. Essay review
  D. Critical incident review

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  Explanation

  The narrative methods of appraisal that require managers to describe the employee's performance are as follows:

  1.Critical incident review

  2.Field review

  3.Essay review

  The critical incident review requires that during the review period supervisors make notes of successful and unsuccessful performance issues for each employee. A field review appraisal may be conducted by someone other than the

  supervisor. This can be a person from outside the organization.

  In the essay review, the reviewer has to write a short description about each employee's performance during the year.

  Answer option A is incorrect. There is no such narrative method of appraisal as daily review.

• Question 106:

  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 lawsuit between the collective management and the collective union.
  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 formal hearing between management and union members to resolve grievances during the administration of a contract.
  D. It is a not a lawsuit, but a resolution of laws and their impact on existing contracts.
  C. It is a formal hearing between management and union members to resolve grievances during the administration of a contract.

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  Explanation

  Rights arbitration is like a hearing, but it doesn't take place in the court of law. Rights arbitration aims to resolve grievances between union members and management, that have happened during the administration of a contract.

  Answer option B is incorrect. Note that this answer is close, but it defines rights arbitration as something that occurs during the construction of the contract, not during the actual administration of the contract.

  Answer option A is incorrect. Rights arbitration is not a lawsuit. Answer option D is incorrect. Rights arbitration is not an interpretation of laws and their affect on existing contracts.

• Question 107:

  Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?

  A. Focus group
  B. Workshop
  C. Pilot group
  D. Brainstorming session
  A. Focus group

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  Explanation

  A focus group is often used to find an employee-driven solution to a problem. Focus groups typically, but not always, include sampling of employees from across the organization. Focus groups should be led by neutral moderators, rather than

  members of the management. Answer option C is incorrect. A pilot group is a collection of employees who will test a new software, impart training, or other implementation, and provide feedback on their experience. Pilot groups ,often, are the

  control groups to determine how the software, training, or implementation will go in the rest of the organization.

  Answer option B is incorrect. A workshop isn't usually a sampling of employees from across the organization, though it could be. A workshop is designed to define requirements, solve a specific problem, or to create goals for an objective.

  Workshops aren't usually led by a neutral moderator like in a focus group.

  Answer option D is incorrect. A brainstorming session isn't led by a neutral moderator. These sessions aim to generate as many ideas as possible for softwares, products, services, or other solutions.

• Question 108:

  You are an 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 EEO Report is a survey, collected every other year on even calendar years?

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

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  Explanation

  The EEO-3 Report, formally known as the Local Union Report, is collected on even years. Answer option D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more employees. It reports the race, ethnicity, and gender and

  job distribution of the organization. Answer option A is incorrect. The EEO-4 Report, formally known as the state and local government report, is collected on odd years.

  Answer option B 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 in even numbers for school districts with 100 or more employees.

• Question 109:

  Which one of the following best describes Progressive discipline?

  A. Discussion of substandard performance, written warning, final written warning, termination.
  B. Series of documents of employee's incompetence or insubordination that precedes an employee's termination.
  C. Discussion of substandard performance, verbal warning, written warning, and final written warning.
  D. Series of documents of employee's substandard performance prior to each step of discipline or termination.
  C. Discussion of substandard performance, verbal warning, written warning, and final written warning.

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  Explanation

  Progressive discipline usually follows a series of steps of discipline, where each step is slightly more serious than the previous step. The most common steps are: Discussion of substandard performance, verbal warning, written warning, and final written warning. Answer options A, D, and B are incorrect. These are'nt valid descriptions of progressive discipline.

• Question 110:

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

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  Explanation

  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.