[2025] PHR Answers PHR Free Demo Are Based On The Real Exam
PHR [Oct-2025 Newly Released] Exam Questions For You To Pass
To be eligible to take the exam, candidates must possess a minimum of two years of experience in a professional-level HR position. They must also have a bachelor's degree or higher, or a minimum of four years of relevant work experience. Additionally, candidates must adhere to a code of ethics and professional conduct.
Obtaining the HRCI PHR Certification demonstrates a commitment to the HR profession and a desire for professional development. It also provides a competitive advantage in the job market and can lead to higher salaries and more significant job opportunities. Additionally, certified professionals are required to maintain their certification by earning continuing education credits, ensuring that they stay up-to-date on the latest developments in the field.
NEW QUESTION # 23
Despite counseling by the manager, a well-respected, long-term employee continues to be unusually distracted and depressed, is frequently late to work or absent, and displays a resentful attitude. The best advice an HR professional could offer the manager is to:
- A. Coach the manager on the correct documentation procedures.
- B. Suspend the employee pending investigation of the behavior.
- C. Suggest making a referral to the Employee Assistance Program (EAP).
- D. Recommend that the employee be placed on short-term disability.
Answer: C
Explanation:
When an employee shows emotional distress or personal issues affecting work, referring them to an Employee Assistance Program (EAP) offers confidential support and resources to address personal challenges, benefiting both the employee and the organization.
Official Extract:
"HR should encourage EAP referrals when employees exhibit signs of emotional distress to provide professional support without escalating disciplinary actions unnecessarily." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, EAP Utilization)
NEW QUESTION # 24
Mike is the HR Professional for his organization and he's documenting the relationship of contractors and employees in the organization. Mike is focusing on the control aspects as provided by the Internal Revenue Service. What aspect of the contractor control aspect is best described as how the business pays the worker?
- A. Type ofrelationship
- B. Behavioral control
- C. Contractual relationship
- D. Financial control
Answer: D
NEW QUESTION # 25
As an HR Professional, you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. The National Labor Relations Board identified five categories of unfair labor practices. Which one of the following is not one of the five categories of unfair labor practices?
- A. To dominate or interfere with the formation or administration of a labor organization.
- B. To discriminate against employees for engaging in concerted or union activities or refraining from them.
- C. To interfere, restrain, or coerce employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
- D. To refuse individuals to organize and meet for the potential labor union creation process.
Answer: D
NEW QUESTION # 26
OSHA may inspect a workplace at any time. The purpose of these inspections is to maintain safety for all workers. OSHA has established five priorities for workplace inspections. Which one of the following statements is the correct order of most important OSHA priorities to least important OSHA priorities?
- A. Imminent danger, catastrophes and fatal accidents, employee complaints, planned inspections in high-hazard industries, follow-up inspections
- B. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, follow-up inspections, and employee complaints
- C. Imminent danger, planned inspections in high-hazard industries, employee complaints, catastrophes and fatal accidents, follow-up inspections
- D. Imminent danger, catastrophes and fatal accidents, planned inspections in high-hazard industries, employee complaints, and follow-up inspections
Answer: A
NEW QUESTION # 27
It is legal to deduct money from an exempt employee's paycheck for which of the following reasons? (Select TWO options.)
- A. Social Security (US) withholding
- B. Pending litigation costs
- C. Replacing broken equipment
- D. Habitual tardiness
- E. Court-ordered child support
Answer: A,E
Explanation:
Legally, deductions like Social Security and court-ordered child support are permissible under wage and hour laws. Unauthorized deductions could risk jeopardizing the employee's exempt status under FLSA.
Official Extract:
"Mandatory deductions such as taxes and court-ordered garnishments are lawful and do not affect an employee's exempt status under the FLSA." (Source: HRCI PHR Content Outline 2024-2025, Total Rewards Section, Payroll Compliance)
NEW QUESTION # 28
Conducting an HR audit can increase liability for the organization when it:
- A. Uncovers financial discrepancies.
- B. Does not act on audit findings.
- C. Omits legal review.
- D. Excludes observed practices.
Answer: B
Explanation:
If an HR audit reveals noncompliance or gaps but management fails to act, it increases liability because it demonstrates knowledge of the issue without corrective action - a legal risk under employment laws like Title VII, FLSA, etc.
Official Extract:
"An HR audit identifies risks. Failure to remedy findings may lead to claims of negligent employment practices, compounding liability." (Source: HRCI PHR Content Outline 2024-2025, Business Management Section, Risk and Compliance Management)
NEW QUESTION # 29
Which one of the following is the best example of a disparate treatment of discrimination?
- A. The meeting minutes will be kept by female members of the project team because they have neater handwriting.
- B. The meeting minutes will be kept by both men and women in a rotation.
- C. All project team members are asked to take turns keeping meeting minutes in a rotation.
- D. All junior project team members are required to take turns keeping meeting minutes in a rotation.
Answer: A
NEW QUESTION # 30
As a HR Professional you must understand the laws and regulations, which affect employee compensation.
Which of the following was the first to address sanitary working conditions?
- A. Walsh-Healey Public Contracts Act
- B. Portal-to-Portal Act
- C. Fair Labor Standards Act
- D. Davis-Bacon Act
Answer: A
NEW QUESTION # 31
Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?
- A. The best predictor of future performance is structured reviews of current performance.
- B. The best predictor of future performance is past performance.
- C. The predictor of future performance is risk analysis of possible outcomes.
- D. The best predictor of future performance is statistical analysis of past performance results.
Answer: B
NEW QUESTION # 32
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?
- A. Criterion-related validity
- B. Predictive validity
- C. Content validity
- D. Construct-related validity
Answer: A
NEW QUESTION # 33
A manager overhears two employees discussing the possibility that one of them has a genetic disease. The manager:
- A. Should document discovery of the information for the employee's medical file.
- B. Should report the conversation as a violation of GINA.
- C. Violated the Genetic Information Nondiscrimination Act (GINA) by listening to the conversation.
- D. Did not violate any laws since the conversation was overheard unintentionally.
Answer: D
Explanation:
Unintentional overhearing of genetic information is not a violation of GINA if the manager did not actively solicit the information. However, employers must avoid further use or recording of the overheard data.
Official Extract:
"The inadvertent acquisition of genetic information, such as overhearing a conversation, does not violate GINA. However, the information must not be used or recorded." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Genetic Information Compliance)
NEW QUESTION # 34
The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?
- A. Each state
- B. Each organization
- C. The Department of Labor
- D. Insurance companies
Answer: A
NEW QUESTION # 35
An organization considering implementing an employee wellness program can best minimize legal challenges by:
- A. Clearly stating the consequences of non-participation
- B. Retaining a third party to manage medical information
- C. Requiring participants to complete a lifestyle questionnaire
- D. Extending benefits to employees' dependents
Answer: B
Explanation:
To comply with privacy laws like HIPAA and ADA, organizations often use a third-party administrator to manage medical information confidentially and legally when offering wellness programs.
Official Extract:
"Using third-party administrators for wellness program data protects employee confidentiality and ensures compliance with applicable health information privacy laws." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Workplace Health and Wellness Programs)
NEW QUESTION # 36
You are a HR Professional for your organization and you're coaching Thomas on human resources practices, particularly the role of the HR Professional in strategic planning. You tell Thomas the importance of vision, mission, and values of an organization. Thomas asks what the difference is between vision and mission. Which one of the following best describes the difference between vision and mission for an organization?
- A. A vision describes the organization's role, what the organization is, and what the organization may aspire to be. A mission describes what the organization will definitely become.
- B. A vision is the purpose of a company. A mission is the task the organization aims to accomplish.
- C. A vision describes the future of the organization while a mission describes the goals of the organization.
- D. A vision describes an organization's role, what the organization is, and what the organization wants to become. A mission describes the organization's purpose for being.
Answer: D
NEW QUESTION # 37
Which of the following events is typically covered by Employment Practices Liability Insurance (EPLI)?
- A. Cyber attacks
- B. Personal injuries
- C. Wrongful terminations
- D. Accidental deaths
Answer: C
Explanation:
EPLI policies specifically cover employment-related claims such as wrongful termination, discrimination, harassment, and retaliation claims brought by employees.
Official Extract:
"Employment Practices Liability Insurance covers claims related to wrongful termination, discrimination, sexual harassment, and other employee rights violations." (Source: HRCI PHR Content Outline 2024-2025, Total Rewards Section, Risk Management and Insurance)
NEW QUESTION # 38
Your organization is looking for methods to improve communication between the management and the employees within the company. Which one of the following methods is best described as a small but representative sampling of employees - led in a conversation by a neutral moderator about an identified topic?
- A. Workshop
- B. Focus group
- C. Pilot group
- D. Brainstorming session
Answer: B
NEW QUESTION # 39
Job sharing, compressed workweeks, and telecommuting are examples of:
- A. Part-time employment solutions
- B. Flextime
- C. Alternative work arrangements
- D. Work-life balance
Answer: C
Explanation:
Alternative work arrangements include nontraditional scheduling options like job sharing, compressed workweeks, and telecommuting, giving employees more flexibility while meeting organizational needs.
Official Extract:
"Alternative work arrangements offer flexibility in scheduling and work location to attract and retain diverse workforce needs." (Source: HRCI PHR Content Outline 2024-2025, Talent Planning and Acquisition Section, Flexible Work Arrangements)
NEW QUESTION # 40
(Enter the answer as a numeric value.)
When determining if Worker Adjustment and Retraining Notification (WARN) applies to an organization's layoff plan, employers may exclude in their headcount employees who work fewer than an average of
________ hour(s) per week.
Answer:
Explanation:
20
Explanation:
Under the WARN Act, employees who work fewer than 20 hours per week are considered part-time and are excluded from the 50-employee threshold required to trigger WARN Act notices. Official Extract:"Part-time employees (those who work fewer than 20 hours per week) are excluded when determining whether an employer meets the 100-employee threshold under the WARN Act."(Source: HRCI PHR Content Outline
2024-2025, Employee and Labor Relations Section, WARN Act Compliance)
NEW QUESTION # 41
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HRCI PHR Certification Exam covers a wide range of topics related to human resources, including business management, employee and labor relations, talent planning and acquisition, and total rewards. PHR exam consists of 175 multiple-choice questions, and candidates are given three hours to complete the exam. The passing score for the exam is 500, and the results are provided immediately after the exam. Candidates who pass the exam are awarded the PHR certification, which is a globally recognized credential that demonstrates their expertise in the field of human resources. Overall, the HRCI PHR Certification Exam is an excellent way for HR professionals to demonstrate their knowledge and expertise and advance their careers in the field.
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HRCI PHR Exam: Basic Questions With Answers: https://drive.google.com/open?id=1r3foTZrC23_ryCjFe5xHGQLJiUtStVhn
