[UPDATED 2024] Getting PHR Certification Made Easy!
PHR Exam Crack Test Engine Dumps Training With 165 Questions
HRCI PHR certification exam is a computer-based test that is administered at Pearson VUE testing centers. PHR exam consists of 150 multiple-choice questions, and candidates have three hours to complete the exam. The passing score for the PHR certification exam is 500 out of a possible 800 points. Candidates who pass the exam are awarded the PHR certification and are recognized as experts in the HR field.
HRCI PHR (Professional in Human Resources) Certification Exam is a widely recognized and respected certification for human resources professionals. It is designed to test the knowledge and skills required to excel in the field of human resources and is considered to be a benchmark of excellence in the industry. Professional in Human Resources certification is awarded by the HR Certification Institute (HRCI), which is a leading organization in the field of human resources.
NEW QUESTION # 26
John earns $45,200 per year as a mechanic in your organization. The $42,500 per year does not include earnings John may have through shift differentials, benefits, overtime, incentives, and bonuses. Which one of the following terms best describes the $45,200 per year that John earns?
- A. Variable pay
- B. Market-demand pay
- C. Base pay
- D. Hygiene factor pay
Answer: C
NEW QUESTION # 27
Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?
- A. This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company
- B. This is an example of an exception by bonafide occupational qualification to the Title VII of the Civil Rights Act of 1964
- C. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
- D. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
Answer: B
NEW QUESTION # 28
You are the HR Professional for your organization and you're completing a turnover analysis. You're considering that over the past year your organization has employed 1,238 employees and during that same period your organization has terminated 56 employees. Based on this information what is your organization's turnover for the past year?
- A. Significantly lower than average
- B. Moderately low
- C. 0
- D. 1
Answer: C
NEW QUESTION # 29
As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?
- A. 0
- B. 1
- C. 2
- D. There is no age limit in the act
Answer: D
Explanation:
Explanation/Reference:
NEW QUESTION # 30
An organization would like to hire a 15-year old for some duties in their business. Which one of the following rules would be breaking the requirements of the child labor provisions of the FLSA?
- A. Non-school hours only
- B. 4 hours per school day
- C. 18 hours per school week
- D. 8 hours in a non-school day
Answer: B
NEW QUESTION # 31
John's organization has collected several applications for an employment position within his organization.
The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
NEW QUESTION # 32
Which of the following types of training evolution measures whether the training had a positive impact on the bottom line?
- A. Learning
- B. Reaction
- C. Result
- D. Behavior
Answer: C
NEW QUESTION # 33
Your manager has approached you regarding her desire to outsource certain functions to an external firm.
She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to the vendors in this instance?
- A. Request for Information
- B. Invitation for Bid
- C. Request for Proposal
- D. Request for Quote
Answer: C
NEW QUESTION # 34
The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?
- A. This law only addresses federal government employees
- B. All organizations with employees must abide by this law
- C. Organizations with 100 or more employees
- D. Organizations with 15 or more employees
Answer: D
NEW QUESTION # 35
The Taft-Hartley Act, also known as the Labor Management Relations Act, addressed unions and engaged in certain types of secondary boycotts. What is a secondary boycott?
- A. It is an effort to create more than one boycott on an organization, on two or more revenue streams.
- B. It is an effort to convince others to stop doing business with a particular organization that is the subject of a primary boycott.
- C. It is two or more boycotts by two or more union-backed organizations against one company.
- D. It is additional boycotts against companies that do business with a company which the union is boycotting.
Answer: B
NEW QUESTION # 36
Martha is the HR Professional for her organization and she's working with her team to complete non-quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
- A. Whole job ranking
- B. Factor comparison
- C. Job classification
- D. Job slotting
Answer: B
NEW QUESTION # 37
Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm.
Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?
- A. It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
- B. It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
- C. It means that Hans cannot work for competitors without the written permission of the employer.
- D. It means that Herb's firm can research Hans to determine if he's had any lawsuits.
Answer: A
NEW QUESTION # 38
John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
NEW QUESTION # 39
Sally is an HR Professional for an organization and she's working with Holly another HR Professional. Holly is concerned with effectiveness of a new policy. Sally is concerned with the efficiency of the new policy. What is the difference between effectiveness and efficiency?
- A. Efficiency is doing things right. Effectiveness is doing the right things.
- B. Efficiency is being effective when doing things. Effectiveness is doing the right things efficiently.
- C. Efficiency is knowing what to do. Effectiveness is doing what you know you should.
- D. These are the same values in human resources.
Answer: A
NEW QUESTION # 40
As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?
- A. Griggs versus Duke Power, 1971
- B. McDonnell Douglas Corp. versus Green, 1973
- C. Albemarle Paper versus Moody, 1975
- D. Washington versus Davis, 1976
Answer: A
NEW QUESTION # 41
An organization is considering services it can successfully provide to its customers. One of the services, however, is deemed to be difficult to offer with a high degree of certainty of success. The organization has decided not to offer the service because of the risk in offering the service, and failing. What risk response is used in this scenario?
- A. Transference
- B. Avoidance
- C. Sharing
- D. Mitigation
Answer: B
NEW QUESTION # 42
Which one of the following best describes Progressive discipline?
- A. Discussion of substandard performance, verbal warning, written warning, and final written warning.
- B. Series of documents of employee's incompetence or insubordination that precedes an employee's termination.
- C. Discussion of substandard performance, written warning, final writtenwarning, termination.
- D. Series of documents of employee's substandard performance prior to each step of discipline or termination.
Answer: A
NEW QUESTION # 43
Your organization employees 475 people and you are the HR Professional for the organization. You're teaching your staff about the EEOC laws and the rights your employees have under these laws. In your state what term is assigned by the EEOC to the local offices that enforcethe EEOC laws and any local or state anti-discrimination laws?
- A. Workers Rights Agencies
- B. EEOC offices
- C. Labor offices
- D. Fair Employment Practices Agencies
Answer: D
NEW QUESTION # 44
On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?
- A. Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
- B. Workforce analysis was replaced with a one-page organizational profile
- C. Reaffirmed that affirmative action isn't to establish quotes, but to create goals
- D. Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
Answer: A
NEW QUESTION # 45
Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?
- A. Specific compensable factors are identified and then performance levels within the factors are documented.
- B. Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
- C. Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.
- D. Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
Answer: C
NEW QUESTION # 46
You have just hired a job candidate for a position in your company. You are now required by the Immigration and Control Act of 1986, to complete an employment eligibility form to verify the new employee's eligibility to work in the United States. Within how many days must you complete this form?
- A. 7 days
- B. 30 days
- C. 3 days
- D. 10 days
Answer: C
NEW QUESTION # 47
John is the HR Professional for his organization. He is interviewing Sally for a sales position and he has asked Sally to provide an instance of how she worked with a tough customer in the past, how Sally resolved the situation, and what the outcome of the experience was. This is what type of interviewing technique?
- A. Directive interview
- B. Prescreen interview
- C. Behavior-based interview
- D. Stress interview
Answer: C
NEW QUESTION # 48
Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orientate to the job market?
- A. Exit interview
- B. Utility function
- C. Outplacement
- D. Duty of diligence
Answer: C
NEW QUESTION # 49
......
PHR Exam Dumps Contains FREE Real Quesions from the Actual Exam: https://examcollection.prep4sureguide.com/PHR-prep4sure-exam-guide.html