HRCI PHR Certification Exam Sample Questions and answers

Start your Preparation for HRCI PHR and become Professional in Human Resources certified with ProcessE. Here you get online practice tests prepared and approved by HRCI certified experts based on their own certification exam experience. Here, you also get the detailed and regularly updated syllabus for HRCI PHR. HRCI PHR practice tests provided by the ProcessE is just one of the promising techniques of preparation for the PHR exam. This Professional in Human Resources practice tests are composed by a team of experienced professionals. Upgraded Professional in Human Resources practice questions will give you the useful experience of learning for the HRCI PHR exam. You can gain the Professional in Human Resources certification on the first go with the help of the PHR practice questions. Getting that HRCI PHR certification is a great first step and these practice tests can help you toward a better score. Millions of aspirants have become certified with our practice tests. Give your preparation a new edge with ProcessE practice tests. If you are planning to prepare for PHR exam, but not sure how hard the exam is and you want to try out a sample test, you can take our PHR practice test. To help you assess your readiness, we've developed a set of HRCI PHR sample questions and assembled them into a free online test exam. Online Practice Test: 7 Tips to Prepare for HRCI PHR Certification Click Here... How I Pass The HRCI PHR Certification Exam in First Attempt? Click Here... 01. Which is not one of the leadership practices that Kouzes and Posner identify for effective leadership? a) Enable b) Persuade c) Model d) Encourage Answer: b) Persuade 02. Is it possible for employment policies (as laid out in the employee handbook) to take precedence over union contracts? a) If there is a conflict between the union contract and the employer's policies, the contract will always win. b) If a conflict arises, then the policy will always prevail. c) Whenever there are different provisions in a union contract and employer policy, the differences must be arbitrated to resolution. d) It is up to the manager of the unit involved to determine which will be applied in a given situation. Answer: a) If there is a conflict between the union contract and the employer's policies, the contract will always win. 03. Which two fields in applicant tracking systems should not be shared with hiring managers? a) Applicant's age b) Applicant's self-identification of race and sex c) Applicant's desired compensation d) Applicant's self-identification of disabled and veteran status Answer: b) Applicant's self-identification of race and sex d) Applicant's self-identification of disabled and veteran status 04. What HR data must be carefully accounted in order for public companies to comply with the Sarbanes-Oxley Act? a) Number of applicants b) Labor supply and demand c) Salaries, training costs, and paid time off d) Number of open enrollment participants Answer: c) Salaries, training costs, and paid time off 05. The process that systematically surveys and interprets relevant and external data about the economy, government, laws, and demographic factors to identify external opportunities and threats is called what? a) Human resource audit b) Environmental scanning c) Employee engagement survey d) Equal employment opportunity (EEO) analysis Answer: b) Environmental scanning 06. Which of the following two benefits are taxable? a) Disability benefits when employer pays the premium b) Employee-paid disability benefits when purchased with after-tax dollars c) Base pay d) Work-related company vehicle use Answer: a) Disability benefits when employer pays the premium c) Base pay 07. Besides the monetary investment made in an employee, what is the greatest drawback of employee turnover? a) Loss of knowledge, skills, and abilities. b) New employees will need to be hired, causing a burden to the HR department. c) The loss of that employee will impact the morale of the whole team. d) New employees will need more intense supervision, therefore causing additional time and resources for the organization. Answer: a) Loss of knowledge, skills, and abilities.