PHR (Professional in Human Resources) Practice Questions Practice Test
Frequently asked questions
How many PHR (Professional in Human Resources) Practice Questions practice questions are here?+
A full bank of original PHR (Professional in Human Resources) Practice Questions practice questions across the official content areas, weighted like the real exam, with explanations. Free, no signup.
What is the PHR (Professional in Human Resources) Practice Questions exam like?+
A multiple-choice exam. Practice by topic here, then take the full timed mock exam to gauge readiness.
Are these the real exam questions?+
No. Every question is 100% original, written from public primary sources with explanations. We never copy real exam questions or paid prep material.
Can I study in Chinese or Spanish?+
PrepPass practice is in English, 中文 and Español. The official exam is in English — switch the question language to English any time to rehearse the exact terminology you'll see on test day.
Sample practice questions
A few real questions from this free bank, with full explanations. Use the practice tool above for the whole set.
- 1. Business Management
A primary role of HR in an organization is to:
- a.Only process payroll
- b.Align people practices with business strategy and ensure compliance
- c.Set product prices
- d.Manage IT systems
Answer: b
Explanation: HR partners with the business on strategy, people, and compliance.
- 2. Business Management
Which U.S. law broadly prohibits employment discrimination based on race, color, religion, sex, and national origin?
- a.FLSA
- b.OSHA
- c.Title VII of the Civil Rights Act
- d.FMLA
Answer: c
Explanation: Title VII prohibits discrimination based on those protected characteristics.
- 3. Talent Planning & Acquisition
A job description is used to:
- a.Set the company's tax rate
- b.Define a role's duties and requirements to guide hiring and evaluation
- c.Replace interviews
- d.Calculate depreciation
Answer: b
Explanation: Job descriptions define duties and qualifications, guiding recruiting and performance.
- 4. Talent Planning & Acquisition
Adverse (disparate) impact occurs when a neutral practice:
- a.Helps all groups equally
- b.Is clearly intentional bias only
- c.Disproportionately screens out a protected group
- d.Improves diversity
Answer: c
Explanation: Disparate impact is an unintentional but disproportionate effect on a protected group.
- 5. Learning & Development
Effective onboarding aims to:
- a.Delay productivity
- b.Integrate new hires and help them become productive
- c.Replace training entirely
- d.Reduce engagement
Answer: b
Explanation: Onboarding helps new employees integrate and reach productivity sooner.
- 6. Learning & Development
Kirkpatrick's model evaluates training at levels including reaction, learning, behavior, and:
- a.Salary
- b.Turnover only
- c.Results
- d.Recruiting
Answer: c
Explanation: Kirkpatrick's four levels are reaction, learning, behavior, and results.
- 7. Total Rewards
In the U.S., which law establishes minimum wage and overtime pay standards?
- a.Title VII
- b.The Fair Labor Standards Act (FLSA)
- c.ADA
- d.OSHA
Answer: b
Explanation: The FLSA governs minimum wage, overtime, and related standards.
- 8. Total Rewards
A pay structure with grades and ranges helps ensure:
- a.Random pay
- b.No structure
- c.Internal equity and consistent pay decisions
- d.Only executive pay
Answer: c
Explanation: Pay grades/ranges support internal equity and consistent decisions.
- 9. Employee & Labor Relations
'Employment at will' generally means:
- a.Employees can never be terminated
- b.Either party may end employment at any time, subject to legal exceptions
- c.Only employers have rights
- d.Contracts are always required
Answer: b
Explanation: At-will employment lets either party end the relationship, subject to laws and contracts.
- 10. Employee & Labor Relations
Retaliation against an employee for filing a good-faith complaint is:
- a.Recommended
- b.Required
- c.Generally unlawful
- d.A performance tool
Answer: c
Explanation: Retaliation for protected activity is generally prohibited by law.