PHR (Professional in Human Resources) Practice Questions — All Questions

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

HR partners with the business on strategy, people, and compliance.

An HR policy handbook mainly serves to:

• a.Communicate consistent expectations and rules to employees✓
• b.Replace all managers
• c.Set the marketing budget
• d.Eliminate the need for laws

Handbooks set consistent expectations and help ensure fair, compliant treatment.

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

Title VII prohibits discrimination based on those protected characteristics.

HR metrics such as turnover rate are used to:

• a.Replace strategy
• b.Set stock prices
• c.Avoid compliance
• d.Measure and improve people outcomes✓

HR metrics inform decisions and track workforce health.

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

Job descriptions define duties and qualifications, guiding recruiting and performance.

Selection criteria should be:

• a.Job-related and applied consistently to all candidates✓
• b.Based on personal friendship
• c.Different for each candidate
• d.Kept secret from hiring managers

Valid selection is job-related and applied consistently to avoid discrimination.

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

Disparate impact is an unintentional but disproportionate effect on a protected group.

A structured interview improves hiring by:

• a.Allowing random questions
• b.Focusing on unrelated traits
• c.Removing all criteria
• d.Asking all candidates the same job-related questions✓

Structured interviews use consistent, job-related questions, improving fairness and validity.

Effective onboarding aims to:

• a.Delay productivity
• b.Integrate new hires and help them become productive✓
• c.Replace training entirely
• d.Reduce engagement

Onboarding helps new employees integrate and reach productivity sooner.

A training needs assessment is conducted to:

• a.Identify gaps between current and required skills✓
• b.Set salaries
• c.Avoid all training
• d.Terminate employees

Needs assessments identify skill gaps to target training.

Kirkpatrick's model evaluates training at levels including reaction, learning, behavior, and:

• a.Salary
• b.Turnover only
• c.Results✓
• d.Recruiting

Kirkpatrick's four levels are reaction, learning, behavior, and results.

Succession planning helps an organization:

• a.Cut all training
• b.Avoid promotions
• c.Ignore development
• d.Prepare internal talent for key future roles✓

Succession planning builds a pipeline for critical roles.

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

The FLSA governs minimum wage, overtime, and related standards.

Total rewards typically include:

• a.Both compensation and benefits (and often recognition and development)✓
• b.Only base salary
• c.Only health insurance
• d.Only bonuses

Total rewards encompass pay, benefits, and other value provided to employees.

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

Pay grades/ranges support internal equity and consistent decisions.

Nonexempt employees under the FLSA are generally:

• a.Never paid
• b.Exempt from all rules
• c.Salaried only
• d.Entitled to overtime pay for hours over 40 in a workweek✓

Nonexempt employees are generally entitled to overtime for hours over 40 per week.

'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

At-will employment lets either party end the relationship, subject to laws and contracts.

When an employee reports harassment, the employer should:

• a.Investigate promptly and take appropriate action✓
• b.Ignore it
• c.Retaliate against the complainant
• d.Immediately fire the complainant

Employers should investigate promptly, act appropriately, and avoid retaliation.

Retaliation against an employee for filing a good-faith complaint is:

• a.Recommended
• b.Required
• c.Generally unlawful✓
• d.A performance tool

Retaliation for protected activity is generally prohibited by law.

Employee engagement surveys are used to:

• a.Set product prices
• b.Replace payroll
• c.Avoid all feedback
• d.Measure and improve employee experience and commitment✓

Engagement surveys gauge and help improve the employee experience.