– HR
PHR (Professional in Human Resources)
Certification Institute (HRCI) – 2026/2027
Edition – Questions and Answers for HR
Professionals and Certification Candidates
Question 1
An HR generalist is reviewing the company's attendance policy. Which federal law most
directly requires reasonable accommodation for sincerely held religious beliefs related
to work schedules?
A. Title VII of the Civil Rights Act of 1964
B. Americans with Disabilities Act (ADA)
C. Fair Labor Standards Act (FLSA)
D. Occupational Safety and Health Act (OSHA)
Correct Answer: A
Rationale: Title VII requires employers to reasonably accommodate an employee's
sincerely held religious beliefs unless it causes undue hardship. The ADA covers
disability accommodations, FLSA covers wage/hour issues, and OSHA covers workplace
safety .
Question 2
,A mid-sized manufacturing firm is forecasting a need for 50 additional welders over the
next 12 months due to increased demand. Which workforce planning tool is most
appropriate for identifying future gaps between current supply and projected demand?
A. Succession planning
B. Skills inventory analysis
C. Gap analysis
D. Replacement charting
Correct Answer: C
Rationale: Gap analysis compares current workforce supply against future demand to
identify shortages or surpluses. Skills inventories track existing capabilities, succession
planning focuses on leadership roles, and replacement charts identify potential
successors for key positions .
Question 3
Which of the following is a key component of a SWOT analysis in HR strategic planning?
A. Salary, Work environment, Opportunities, Technology
B. Strengths, Weaknesses, Opportunities, Threats
C. Strategy, Workforce, Operations, Tactics
D. Succession, Workforce planning, Objectives, Training
Correct Answer: B
Rationale: SWOT is a standard strategic planning framework. HR uses it to assess
internal capabilities (Strengths/Weaknesses) and external environmental factors
(Opportunities/Threats) .
,Question 4
Under the Fair Labor Standards Act (FLSA), which of the following factors is most
relevant in determining whether a worker is an independent contractor rather than an
employee?
A. The worker's preference for tax withholding
B. The degree of behavioral and financial control exercised by the employer
C. The worker's job title
D. Whether the worker signed an independent contractor agreement
Correct Answer: B
Rationale: Courts and the DOL focus on the economic realities test, emphasizing
control over how work is performed and the worker's opportunity for profit/loss. Titles,
agreements, and worker preference are not determinative .
Question 5
An HR professional discovers that a manager is refusing to hire applicants over age 55
because they "won't adapt to technology." Which law has most likely been violated?
A. Age Discrimination in Employment Act (ADEA)
B. Americans with Disabilities Act (ADA)
C. Equal Pay Act (EPA)
D. Genetic Information Nondiscrimination Act (GINA)
Correct Answer: A
, Rationale: ADEA protects individuals age 40 and older from discrimination based on
age. The ADA covers disability, EPA covers pay equity, and GINA covers genetic
information .
Question 6
Which of the following is an example of a leading HR metric used to predict future
workforce performance?
A. Time to fill
B. Revenue per employee
C. Turnover rate by department
D. Candidate quality score (e.g., pre-hire assessment average)
Correct Answer: D
Rationale: Leading indicators predict future outcomes. Candidate quality scores
correlate with future job performance. Time to fill and turnover rates are lagging
indicators; revenue per employee is an outcome metric .
Question 7
An employee requests leave under the Family and Medical Leave Act (FMLA) to care for
a sibling with a serious health condition. The sibling is not a legal dependent. Is this
leave eligible under FMLA?
A. Yes, siblings are always covered
B. Yes, if the sibling lives in the same household
PHR (Professional in Human Resources)
Certification Institute (HRCI) – 2026/2027
Edition – Questions and Answers for HR
Professionals and Certification Candidates
Question 1
An HR generalist is reviewing the company's attendance policy. Which federal law most
directly requires reasonable accommodation for sincerely held religious beliefs related
to work schedules?
A. Title VII of the Civil Rights Act of 1964
B. Americans with Disabilities Act (ADA)
C. Fair Labor Standards Act (FLSA)
D. Occupational Safety and Health Act (OSHA)
Correct Answer: A
Rationale: Title VII requires employers to reasonably accommodate an employee's
sincerely held religious beliefs unless it causes undue hardship. The ADA covers
disability accommodations, FLSA covers wage/hour issues, and OSHA covers workplace
safety .
Question 2
,A mid-sized manufacturing firm is forecasting a need for 50 additional welders over the
next 12 months due to increased demand. Which workforce planning tool is most
appropriate for identifying future gaps between current supply and projected demand?
A. Succession planning
B. Skills inventory analysis
C. Gap analysis
D. Replacement charting
Correct Answer: C
Rationale: Gap analysis compares current workforce supply against future demand to
identify shortages or surpluses. Skills inventories track existing capabilities, succession
planning focuses on leadership roles, and replacement charts identify potential
successors for key positions .
Question 3
Which of the following is a key component of a SWOT analysis in HR strategic planning?
A. Salary, Work environment, Opportunities, Technology
B. Strengths, Weaknesses, Opportunities, Threats
C. Strategy, Workforce, Operations, Tactics
D. Succession, Workforce planning, Objectives, Training
Correct Answer: B
Rationale: SWOT is a standard strategic planning framework. HR uses it to assess
internal capabilities (Strengths/Weaknesses) and external environmental factors
(Opportunities/Threats) .
,Question 4
Under the Fair Labor Standards Act (FLSA), which of the following factors is most
relevant in determining whether a worker is an independent contractor rather than an
employee?
A. The worker's preference for tax withholding
B. The degree of behavioral and financial control exercised by the employer
C. The worker's job title
D. Whether the worker signed an independent contractor agreement
Correct Answer: B
Rationale: Courts and the DOL focus on the economic realities test, emphasizing
control over how work is performed and the worker's opportunity for profit/loss. Titles,
agreements, and worker preference are not determinative .
Question 5
An HR professional discovers that a manager is refusing to hire applicants over age 55
because they "won't adapt to technology." Which law has most likely been violated?
A. Age Discrimination in Employment Act (ADEA)
B. Americans with Disabilities Act (ADA)
C. Equal Pay Act (EPA)
D. Genetic Information Nondiscrimination Act (GINA)
Correct Answer: A
, Rationale: ADEA protects individuals age 40 and older from discrimination based on
age. The ADA covers disability, EPA covers pay equity, and GINA covers genetic
information .
Question 6
Which of the following is an example of a leading HR metric used to predict future
workforce performance?
A. Time to fill
B. Revenue per employee
C. Turnover rate by department
D. Candidate quality score (e.g., pre-hire assessment average)
Correct Answer: D
Rationale: Leading indicators predict future outcomes. Candidate quality scores
correlate with future job performance. Time to fill and turnover rates are lagging
indicators; revenue per employee is an outcome metric .
Question 7
An employee requests leave under the Family and Medical Leave Act (FMLA) to care for
a sibling with a serious health condition. The sibling is not a legal dependent. Is this
leave eligible under FMLA?
A. Yes, siblings are always covered
B. Yes, if the sibling lives in the same household
