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Free PDF Quiz HRCI - PHR - High-quality Test Professional in Human Resources Centres

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HRCI (Human Resource Certification Institute) PHR (Professional in Human Resources) certification exam is a highly respected and globally recognized credential for professionals in the human resources industry. It is designed to test the knowledge and skills of individuals who are involved in various aspects of HR, such as recruitment, employee relations, compensation, benefits, and legal compliance.

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Earning the PHR certification can be a great way for HR professionals to advance their careers. It demonstrates to employers and colleagues that they have a deep understanding of the field and are committed to staying up-to-date on the latest trends and best practices. Additionally, many organizations require or prefer candidates with HRCI certifications when filling HR positions. Overall, the PHR certification is a valuable investment for HR professionals who want to take their careers to the next level.

The PHR Certification is a rigorous exam that tests the knowledge and skills of HR professionals in areas such as talent acquisition, employee relations, compensation and benefits, performance management, and legal requirements. PHR exam consists of 150 multiple-choice questions, and candidates have three hours to complete it. The passing score for the exam is 500 out of 700.

HRCI Professional in Human Resources Sample Questions (Q107-Q112):

NEW QUESTION # 107
Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?

A. Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
B. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.
C. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.
D. Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.

Answer: D

NEW QUESTION # 108
The first step in reducing cyber liability is by:

A. Terminating employees in violation
B. Developing an acceptable use policy
C. Granting specific tiers of access
D. Signing a confidentiality agreement

Answer: B

Explanation:
The first proactive step in reducing cyber liability is to develop an acceptable use policy. This policy clearly outlines what constitutes acceptable and prohibited behavior regarding company networks, systems, and data, helping to prevent security breaches before they happen.
Official Extract:
"Implementing an acceptable use policy is essential to mitigate cyber risks by informing employees about appropriate use of company systems and safeguarding sensitive information." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Cybersecurity Risk Management)

NEW QUESTION # 109
Which of the following is the benefit of including at-will employment language in a written offer letter?

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

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 # 110
If a union wants to organize, it typically moves through five steps to the organizing process. Which one of the following is not one of the five stages of unionization of work force?

A. The campaign
B. The financing
C. The election
D. Obtaining recognition

Answer: B

NEW QUESTION # 111
Which of the following are best practices to maintain human resource information system (HRIS) security?
(Select TWO options.)

A. Unrestricted access
B. Badge access
C. Decrypted data
D. Multi-factor authentication
E. Password complexity

Answer: D,E

Explanation:
Password complexity ensures strong passwords that are harder to guess or hack. Multi-factor authentication adds a second layer of security, verifying user identity beyond just passwords - both are best practices for HRIS protection.
Official Extract:
"Best practices for HRIS security include enforcing strong password policies, implementing multi-factor authentication, and limiting access to authorized users only." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Data Privacy and Security)

NEW QUESTION # 112
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