aPHR Practice Questions V2 and Answers 2025
InAadditionAtoAperformingAaAjobAanalysis,AwhichAofAtheAfollowingAorganizationalAtoolsAisAMO
STAvaluableAtoAutilizeAwhenAupdatingAjobAdescription?
A.AEnvironmentalAscans
B.APerformanceAappraisals
C.AEmployeeAtimesheets
D.ACustomerAfeedbackA-AcorrectAanswers-1.26
B.APerformanceAappraisals
AAperformanceAappraisalAcanArevealAaAwideAvarietyAofAdataApointsAsuchAasAwhatAworkAtheA
employeeAperformed,AhowAthisAworkAcontributedAtoAtheAteamAorAorganizationAatAlarge.ATh
eAdataAcanAsuggestAwhichAjobsAandAwhichAjobAtasksAmostAcloselyAalignAwithAdesiredAorga
nizationalAoutcomes
WhichAofAtheAfollowingAisATRUEAaboutAanAemployee'sAWeingartenArightsAduringAanAinvesti
gation?
A.AAnAemployeeAdoesAnotAhaveAtoAbeApartAofAtheAunionAtoAexerciseAhisAorAherAWeingartenA
rights
B.AAnAemployerAisArequiredAtoAapproachAcollectiveAbargainingAmeetingsAwithAaAgenuineAin
tentAtoAreachAanAagreeableAresolution
C.AAnAemployeeAmayAelectAtoAhaveAanAattorneyApresentAinAlieuAofAaAunionArepresentativeA
duringAinvestigatoryAinterviews
D.AAAunionArepresentativeAisApermittedAtoAobjectAtoAintimidationAorAconfusionAtacticsAtaken
AbyAtheAemployersAduringAanAinvestigatoryAinterviewA-AcorrectAanswers-1.29
D.AAAunionArepresentativeAisApermittedAtoAobjectAtoAintimidationAorAconfusionAtacticsAtaken
AbyAtheAemployersAduringAanAinvestigatoryAinterview
AnAemployee'sAWeingartenArightsArefersAtoAaAunionAemployee'sArightAtoArequestAaAunionAr
epAtoAbeApresentAduringAanAinvestigatoryAinterview.
WhenAperformingAaAjobAanalysis,AwhichAofAtheAfollowingAdataAsourcesAcanAprovideAtheAmo
stAstrategicAviewAofAjobAtasksAandAconditions?
A.AAccountsAfromAdirectAsupervisor
B.AObservationsAfromAHRAprofessionals
C.AVisionAdescriptionAfromAseniorAmanagement
D.AAccountsAfromAjobAincumbentsA-AcorrectAanswers-1.27
C.AVisionAdescriptionAfromAseniorAmanagement
DirectAaccountsAofAtheAjobAfunctionsAfromAincumbentsAandAsupervisorsAofAtheApositionAinAq
uestionAareAtheAmostAaccurateAdataAsourcesAforAtheAcurrentAdayAtoAdayAtasks,Aenvironmen
t,AandAexpectationsAofAtheAjob.
WhenAhavingAaAdifficultAconversationAwithAanAemployeeAregardingAcompanyApolicy,AtheAe
mployeeAappearsAhighlyAagitatedAwhenAstatingAhisAorAherAviewpoint.AWhatAisAtheAFIRSTAc
, ommunicationAtechniqueAthatAaAHumanAResourcesAprofessionalAcanAutilizeAtoAimproveAth
eApotentialAoutcomesAofAtheAinteraction?
A.ARespondAbyAexplainingAtheAbenefitsAofAtheApolicyAthatAtheAemployeeAdoesAnotAundersta
nd
B.AAskAopen-
endedAquestionsAtoAimproveAhisAorAherAunderstandingAofAtheAemployee'sAviewpoint
C.ATellAtheAemployeeAtoAcalmAdownAifAheAorAsheAwishesAtoAcontinueAtheAconversation
D.AListenAintentlyAwithoutApreconceivedAopinionsAofAresponsesA-AcorrectAanswers-1.30
D.AListenAintentlyAwithoutApreconceivedAopinionsAofAresponses
TheAfirstAstepAtoAeffectiveAcommunicationAisAlisteningAtoAtheAotherApartyAinAaAgenuineAandA
non-judgmentalAmanner.AAskingAopen-
endedAquestionsAcanAbeAaAhighlyAvaluableAtoolAtoAbetterAunderstandAtheAotherAparty,AbutAq
uestionsAshouldAbeAinformedAbyAtheAdataAcollectedAwhileAlistening.
WhichAofAtheAfollowingAisAFALSEAasAitApertainsAtoAretaliationAinAtheAworkplace?
A.ARetaliationAchargesAmustAbeAconnectedAtoAaAcorrespondingAdiscriminationAcharge
B.ARetaliationAisAtheAleadingAchargeAfiledAwithAtheAEqualAEmploymentAOpportunityACommi
ssionA(EEOC)
C.ARetaliationAdoesAnotAneedAtoAaffectAtheAtermsAandAconditionsAofAtheAjob
D.ATreatmentAdoesAnotAneedAtoAbeAdiscriminatoryAinAnatureAtoAbeAconsideredAretaliationA-
AcorrectAanswers-1.80
A.ARetaliationAchargesAmustAbeAconnectedAtoAaAcorrespondingAdiscriminationAcharge
RetaliationAdoesAneedAtoAbeAfiledAwithAaAcorrespondingAdiscriminationAchargeAandAcanAbe
AfiledAindividually.ABecauseAretaliationAdoesAnotAneedAtoAaffectAtheAtermsAandAconditionsAo
fAtheAjobAandAdoesAnotAneedAtoAbeAdiscriminatoryAinAnature,AitAcanAbeAeasierAtoAprove.
AccordingAtotAheAWorkerAAdjustmentAandARetrainingANotificationA(WARN)AAct,AhowAmany
AdaysAinAadvanceAmustAanAorganizationAwithA100AorAmoreAemployeesAnotifyAtheAaffectedAi
ndividualsApriorAtoAaAmassAreductionAinAforce?
A.A60
B.A14A
C.A45
D.A90A-AcorrectAanswers-1.84
A.A60
ForAorganizationsAwithA100AorAmoreAfull-timeAstaff,AaA60-
dayAnoticeAisArequiredAwhenAtheAdownsizingAchangesAaffectAatAleastAone-
thirdAofAtheAfacilityAorAteamAinAquestionAandAwhenAunpredictableAfinancialAstrainAisAnotAaAfa
ctor.
ThereAareAaAvarietyAofApracticesAforAflexibleAworkingAarrangementsAwithinAwork-
lifeAbalanceApractices.AWhichAofAtheAfollowingArefersAtoAanAemployee'sAabilityAtoAdetermine
AtheirAstartAandAendAtimesAforAeachAworkday?
InAadditionAtoAperformingAaAjobAanalysis,AwhichAofAtheAfollowingAorganizationalAtoolsAisAMO
STAvaluableAtoAutilizeAwhenAupdatingAjobAdescription?
A.AEnvironmentalAscans
B.APerformanceAappraisals
C.AEmployeeAtimesheets
D.ACustomerAfeedbackA-AcorrectAanswers-1.26
B.APerformanceAappraisals
AAperformanceAappraisalAcanArevealAaAwideAvarietyAofAdataApointsAsuchAasAwhatAworkAtheA
employeeAperformed,AhowAthisAworkAcontributedAtoAtheAteamAorAorganizationAatAlarge.ATh
eAdataAcanAsuggestAwhichAjobsAandAwhichAjobAtasksAmostAcloselyAalignAwithAdesiredAorga
nizationalAoutcomes
WhichAofAtheAfollowingAisATRUEAaboutAanAemployee'sAWeingartenArightsAduringAanAinvesti
gation?
A.AAnAemployeeAdoesAnotAhaveAtoAbeApartAofAtheAunionAtoAexerciseAhisAorAherAWeingartenA
rights
B.AAnAemployerAisArequiredAtoAapproachAcollectiveAbargainingAmeetingsAwithAaAgenuineAin
tentAtoAreachAanAagreeableAresolution
C.AAnAemployeeAmayAelectAtoAhaveAanAattorneyApresentAinAlieuAofAaAunionArepresentativeA
duringAinvestigatoryAinterviews
D.AAAunionArepresentativeAisApermittedAtoAobjectAtoAintimidationAorAconfusionAtacticsAtaken
AbyAtheAemployersAduringAanAinvestigatoryAinterviewA-AcorrectAanswers-1.29
D.AAAunionArepresentativeAisApermittedAtoAobjectAtoAintimidationAorAconfusionAtacticsAtaken
AbyAtheAemployersAduringAanAinvestigatoryAinterview
AnAemployee'sAWeingartenArightsArefersAtoAaAunionAemployee'sArightAtoArequestAaAunionAr
epAtoAbeApresentAduringAanAinvestigatoryAinterview.
WhenAperformingAaAjobAanalysis,AwhichAofAtheAfollowingAdataAsourcesAcanAprovideAtheAmo
stAstrategicAviewAofAjobAtasksAandAconditions?
A.AAccountsAfromAdirectAsupervisor
B.AObservationsAfromAHRAprofessionals
C.AVisionAdescriptionAfromAseniorAmanagement
D.AAccountsAfromAjobAincumbentsA-AcorrectAanswers-1.27
C.AVisionAdescriptionAfromAseniorAmanagement
DirectAaccountsAofAtheAjobAfunctionsAfromAincumbentsAandAsupervisorsAofAtheApositionAinAq
uestionAareAtheAmostAaccurateAdataAsourcesAforAtheAcurrentAdayAtoAdayAtasks,Aenvironmen
t,AandAexpectationsAofAtheAjob.
WhenAhavingAaAdifficultAconversationAwithAanAemployeeAregardingAcompanyApolicy,AtheAe
mployeeAappearsAhighlyAagitatedAwhenAstatingAhisAorAherAviewpoint.AWhatAisAtheAFIRSTAc
, ommunicationAtechniqueAthatAaAHumanAResourcesAprofessionalAcanAutilizeAtoAimproveAth
eApotentialAoutcomesAofAtheAinteraction?
A.ARespondAbyAexplainingAtheAbenefitsAofAtheApolicyAthatAtheAemployeeAdoesAnotAundersta
nd
B.AAskAopen-
endedAquestionsAtoAimproveAhisAorAherAunderstandingAofAtheAemployee'sAviewpoint
C.ATellAtheAemployeeAtoAcalmAdownAifAheAorAsheAwishesAtoAcontinueAtheAconversation
D.AListenAintentlyAwithoutApreconceivedAopinionsAofAresponsesA-AcorrectAanswers-1.30
D.AListenAintentlyAwithoutApreconceivedAopinionsAofAresponses
TheAfirstAstepAtoAeffectiveAcommunicationAisAlisteningAtoAtheAotherApartyAinAaAgenuineAandA
non-judgmentalAmanner.AAskingAopen-
endedAquestionsAcanAbeAaAhighlyAvaluableAtoolAtoAbetterAunderstandAtheAotherAparty,AbutAq
uestionsAshouldAbeAinformedAbyAtheAdataAcollectedAwhileAlistening.
WhichAofAtheAfollowingAisAFALSEAasAitApertainsAtoAretaliationAinAtheAworkplace?
A.ARetaliationAchargesAmustAbeAconnectedAtoAaAcorrespondingAdiscriminationAcharge
B.ARetaliationAisAtheAleadingAchargeAfiledAwithAtheAEqualAEmploymentAOpportunityACommi
ssionA(EEOC)
C.ARetaliationAdoesAnotAneedAtoAaffectAtheAtermsAandAconditionsAofAtheAjob
D.ATreatmentAdoesAnotAneedAtoAbeAdiscriminatoryAinAnatureAtoAbeAconsideredAretaliationA-
AcorrectAanswers-1.80
A.ARetaliationAchargesAmustAbeAconnectedAtoAaAcorrespondingAdiscriminationAcharge
RetaliationAdoesAneedAtoAbeAfiledAwithAaAcorrespondingAdiscriminationAchargeAandAcanAbe
AfiledAindividually.ABecauseAretaliationAdoesAnotAneedAtoAaffectAtheAtermsAandAconditionsAo
fAtheAjobAandAdoesAnotAneedAtoAbeAdiscriminatoryAinAnature,AitAcanAbeAeasierAtoAprove.
AccordingAtotAheAWorkerAAdjustmentAandARetrainingANotificationA(WARN)AAct,AhowAmany
AdaysAinAadvanceAmustAanAorganizationAwithA100AorAmoreAemployeesAnotifyAtheAaffectedAi
ndividualsApriorAtoAaAmassAreductionAinAforce?
A.A60
B.A14A
C.A45
D.A90A-AcorrectAanswers-1.84
A.A60
ForAorganizationsAwithA100AorAmoreAfull-timeAstaff,AaA60-
dayAnoticeAisArequiredAwhenAtheAdownsizingAchangesAaffectAatAleastAone-
thirdAofAtheAfacilityAorAteamAinAquestionAandAwhenAunpredictableAfinancialAstrainAisAnotAaAfa
ctor.
ThereAareAaAvarietyAofApracticesAforAflexibleAworkingAarrangementsAwithinAwork-
lifeAbalanceApractices.AWhichAofAtheAfollowingArefersAtoAanAemployee'sAabilityAtoAdetermine
AtheirAstartAandAendAtimesAforAeachAworkday?
