HRCI PHR - Professional in Human Resources PHR Exam Questions
Page: 1 / 14 Total 165 questions
Want more questions? Get Premium Access. ()
Question 1
Your organization has a retirement benefits plan that is covered by ERISA . Under ERISA, which of the following is your organization required to do for the plan participants?
Answer : B
The plan administrator is required to provide participants, at no cost, with plan information about the features and funding of the plan.
Answer option A is incorrect. The information must be provided to the participants from the plan administrator at no cost.
Answer option D is incorrect. Monthly information is not mandated so this choice isn't the best answer.
Answer option C is incorrect. Monthly information is not mandated, and the information must be provided at no cost to the plan participants.
Question 2
Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?
Answer : A
The FDIC is not one of the three agencies that help to enforce the requirements of ERISA.
Answer options C, B, and D are incorrect. The IRS, Department of Labor, and Pension Benefit Guaranty Corporation are the three agencies that do help to enforce the requirements of ERISA.
Question 3
Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?
Answer : D
The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee.
Answer options C, A, and B are incorrect. These are not valid definitions of the point factor technique.
Question 4
There are seven stages of internal consulting that a HR Professional must be familiar with. Consider this scenario: Mark is a HR Professional for his organization. He is meeting with Tammy and Tammy's supervisor Eric to learn about a conflict between Tammy and Eric. Mark wants to understand both parties before addressing the scenario. Which of the seven stages is Mark, Tammy, and Eric participating in?
Answer : C
Mark is first exploring the situation to determine how best to address the concerns of Tammy and Eric.
Answer option A is incorrect. Mark, Tammy, and Eric are not developing recommendations; all parties are seeking to best understand the situation first.
Answer option D is incorrect. Mark has not made a recommendation, so no project plan has been developed.
Answer option B is incorrect. At this point Mark is facilitating the meeting to explore the situation, and not implementing the project plan.
Question 5
Which of the following is a communication that damages an individual's reputation in the community, preventing them from obtaining employment?
Answer : D
Defamation is a communication that damages an individual's reputation in the community, preventing him from obtaining employment or other benefts. Answer option B is incorrect. Constructive discharge occurs when an employer makes the workplace so hostile and inhospitable that an employee resigns. Answer option C is incorrect. The duty of loyalty requires that employees act in the best interest of the employer and not solicit work away from the employer to beneft themselves. Answer option A is incorrect. Gainsharing is a system of management used by a business to get higher levels of performance through the involvement and participation of its people. As performance improves, employees share financially in the gain (improvement). Gainsharing is about people working smarter together and not just working harder.
Question 6
Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?
Answer : D
The Weingarten Right is a right based on the US Supreme Court case NLRB v. Weingarten in 1975. This case establishes the right of a union member employee to have a union representative present at investigatory meetings with management.
Answer option B is incorrect. The bumping right is the right of a senior employee whose position may be eliminated, and who opts to take the position of a less senior employee instead of losing the employment altogether.
The less senior employee is 'bump' out of employment by the senior employee.
Answer option C is incorrect. Right of way is not a valid term for this scenario.
Answer option A is incorrect. Management rights describe the ability of management to manage their organization the way they see fit unless the management approach contradicts a union labor contract.
Question 7
You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements for the open position is that the candidates are fluent in both English and Spanish. This is based on the high performers among current employees that have this trait. This is an example of what type of validity?
Answer : A
The requirement that the candidates are fluent in English and Spanish is a criterion-related validity as current employees that are fluent in both English and Spanish are successful.
Answer option D is incorrect. Content validity is an evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option C is incorrect. Construct-related validity measures certain psychological tests to determine if the applicant possesses the desired characteristics to operate successfully in the position.
Answer option B is incorrect. Predictive-validity is a confirmation of characteristics the candidate is tested for during the interview process, hold true in the actual performance of the candidate once they've been hired.
All Official Question Types