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PHR Latest Learning Materials & Free PHR Exam

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HRCI PHR Certification Exam covers a wide range of topics related to human resources, including business management, employee and labor relations, talent planning and acquisition, and total rewards. PHR exam consists of 175 multiple-choice questions, and candidates are given three hours to complete the exam. The passing score for the exam is 500, and the results are provided immediately after the exam. Candidates who pass the exam are awarded the PHR certification, which is a globally recognized credential that demonstrates their expertise in the field of human resources. Overall, the HRCI PHR Certification Exam is an excellent way for HR professionals to demonstrate their knowledge and expertise and advance their careers in the field.

To be eligible to take the PHR exam, candidates must have at least two years of experience in a professional HR role, or a combination of education and experience. PHR Exam itself consists of 150 multiple-choice questions, which are designed to test the candidate's knowledge and understanding of HR best practices and principles. PHR exam lasts for three hours and is computer-based, with results available immediately upon completion.

The PHR certification exam is known for its rigor and comprehensiveness, covering a wide range of topics related to human resources management. PHR exam consists of 175 multiple-choice questions that are based on the HRCI's PHR Exam Content Outline, which is regularly updated to ensure that it reflects the latest trends and best practices in the HR field.

HRCI Professional in Human Resources Sample Questions (Q20-Q25):

NEW QUESTION # 20
Your organization has 80 full-time employees. Management has recently informed you that they have sold their business and they'll be releasing all employees in the organization. Based on the Worker Adjustment and Retraining Notification Act of 1988, how many days must management give in writing to the employees of this organization before the mass layoff?

A. 30 days
B. 120 days
C. 60 days
D. Zero days

Answer: D

NEW QUESTION # 21
Beth works for the HJR Corporation and she feels that she has been discriminated against by her supervisor. Beth would like to file a charge with the EEOC but she's afraid of the repercussions and she doesn't want her identity exposed. Beth asks a lawyer to file the charge for her so she can remain anonymous. Is this legal?

A. It depends on the state where the charge is being filed, as some states allow anonymous filings while others do not.
B. No,the person who has been discriminated against must file her own charge.
C. Yes, the person who files the charge can have someone else file the charge on their behalf to protect their identity.
D. No, the person who files the charge cannot remain anonymous.

Answer: C

NEW QUESTION # 22
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

A. Griggs versus Duke Power, 1971
B. McDonnell Douglas Corp. versus Green, 1973
C. Washington versus Davis, 1976
D. Albemarle Paper versus Moody, 1975

Answer: A

Explanation:
Explanation/Reference:

NEW QUESTION # 23
You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?

A. $300,000
B. There is no limited amount as the jury can determine damages
C. $500,000
D. $50,000

Answer: A

NEW QUESTION # 24
A manager choosing not to be involved in conflict resolution between employees demonstrates which of the following leadership styles?

A. Situational
B. Democratic
C. Laissez-faire
D. Transformational

Answer: C

Explanation:
A laissez-faire leadership style is characterized by minimal intervention. Leaders allow employees to self- manage, including handling conflicts independently, which can lead to unresolved tensions if overused.
Official Extract:
"Laissez-faire leadership is defined by the leader's hands-off approach, offering little guidance or support and often leading to poor team cohesion and unmanaged conflicts." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Leadership Styles and Impact)

NEW QUESTION # 25
......

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