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Latest HRCI PHR Exam Questions - Pass PHR Rate

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HRCI PHR (Professional in Human Resources) Exam is a certification exam designed for human resource professionals who want to demonstrate their knowledge, skills, and abilities in the field of HR. PHR exam is administered by the HR Certification Institute (HRCI), a globally recognized organization that offers certifications for HR professionals. The PHR exam is one of the most sought-after certifications in the HR industry and is recognized by employers worldwide.

The PHR Exam covers a wide range of topics related to human resource management, including business management, employee and labor relations, talent planning and acquisition, total rewards, and risk management. PHR exam is designed to test a candidate's ability to apply their knowledge of these topics in practical situations. PHR exam is computer-based and consists of 175 multiple-choice questions, which must be completed within a four-hour time frame.

>> Latest HRCI PHR Exam Questions <<

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HRCI Professional in Human Resources Sample Questions (Q80-Q85):

NEW QUESTION # 80
Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?

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

Answer: D

NEW QUESTION # 81
Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?

A. Decisions
B. Interest arbitration
C. Permanent arbitration
D. Ad hoc arbitration

Answer: B

NEW QUESTION # 82
Which of the following is the benefit of including at-will employment language in a written offer letter?

A. Limits legal liability
B. Protects intellectual property
C. Creates contractual agreement
D. Defines performance standards

Answer: A

Explanation:
Including at-will employment language in offer letters limits legal liability by clearly stating that employment can be terminated by either party at any time, with or without cause, preventing misunderstandings about job security.
Official Extract:
"Including at-will disclaimers in employment communications limits liability by clarifying that no implied promises of continued employment exist." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Employment-at- Will Doctrine)

NEW QUESTION # 83
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. Contingent
B. Hostile Work Environment
C. Quid Pro Quo
D. Covert

Answer: C

NEW QUESTION # 84
Henry is the HR Professional for his organization and he's discussing the status of Amy's employment.
Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week. Based on these scenarios, do you believe Amy is exempt or non-exempt?

A. Amy is not exempt because she is working more than ten percent of her total agreed hours per week.
B. Amy is exempt because she is paid on a salary basis.
C. Amy is exempt because she earns more than $1,000 per week.
D. Amy is not exempt because she is offered bonuses as part of her pay.

Answer: B

NEW QUESTION # 85
......

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