HRCI (PHR): Professional in Human Resources Sample Questions

Question 1 – It has been rumored that Heather’s organization works with a unionized workforce and that the union has been trying to negotiate a hot cargo agreement with a supplier. What is a hot cargo agreement?

A. It’s an agreement that an employer will stop doing business with a non-union business.
B. It’s a threat that the union will slow down processing orders for non-union shops.
C. It’s an agreement to rush orders for union-based businesses.
D. It forces suppliers to join the union.

Correct Answer: A

Question 2 – As HR Professional, you are working with your company’s management to define contractor versus employee roles. Identifying whether a person is a contractor or employee is based on three types of control, according to the Internal Revenue Service. According to the IRS, which of the following is not a level of control for employees versus contractors?

A. Financial control
B. Locale of work performed
C. Behavioral control
D. Type of relationship

Correct Answer: B

Question 3 – You have an ERISA-covered retirement benefits plan at your organization. In accordance with ERISA, what is your organization required to do for plan participants?

A. Providing plan information, specifically about the features and funding of the plan, to each participant, through a summary plan description at a cost of no more than $7 per participant, per year.
B. Providing plan information, specifically about the features and funding, to each participant, through a summary plan description at no cost.
C. Provide monthly information about the plan, specifically about its features and funding, to each participant for a fee of no more than $7 per participant, per month.
D. Providing monthly plan information, specifically about the features and funding of the plan, to each participant, through a summary plan description at no cost.

Correct Answer: B

Question 4 – There are several pieces of legislation that effect your performance as an HR Professional that you need to understand and be aware of. The National Labor Relations Board identifies five such categories of unfair labor practices. Which of the given is not one of the five categories of unfair labor practices?

A. dominating or interfering with the formation or administration of a labor organization.
B. refusing individuals to organize and meet for the potential labor union creation process.
C. interfering, restraining, or coercing employees in the exercise of their rights to engage in concerted or union activities or refrain from them.
D. discriminating against employees for engaging in concerted or union activities or refraining from them.

Correct Answer: B

Question 5 – Whenever an employee wishes to participate in a union, often they’ll have union dues to pay. Which condition must be met in order for the employer to deduct the payment from the employee’s paycheck and send it to the union?

A. person who is requesting for the union dues deduction should be making the request in writing.
B. union representative should contact the employer and must also verify the request on behalf of the employee.
C. person who is requesting for the union dues deduction should be employed for more than 90 days.
D. person who is requesting for the union dues deduction should be employed for more than 120 days.

Correct Answer: A

Question 6 – What is the process of systematically determining a job’s relative internal value within an organization?

A. Job evaluation
B. Broadbanding
C. SWOT Analysis
D. Gainsharing

Correct Answer: A

Question 7 – You must be familiar with specific labor-based acts of congress as an HR Professional. Taft-Hartley was one such act, which addressed rights-to-work states and unions. What is meant by right-to-work states for unions and employees?

A. An organization can fire employees if they’re members of a union.
B. Union conducts the hiring process for an organization.
C. Employees are not required to join a union to work.
D. Employees must join the union in order to work.

Correct Answer: C

Question 8 – Amy serves as a salesperson for a company earning her pay based on commission. What is the term used for Amy’s pay other than variable pay?

A. Fixed pay
B. Commission only
C. Base pay
D. At-risk pay

Correct Answer: D

Question 9 – As a HR Professional for your company, your supervisor is asking you about the Civil Rights Act of 1991 and its implications. In the event that an organization is found liable by a jury, he wants to know how much the total damages might be. When an organization is found liable for discrimination, what is the maximum amount a victim can receive?

A. There is no limited amount as the jury can determine damages
B. $50,000
C. $300,000
D. $500,000

Correct Answer: C

Question 10 – A new employee, Hans, is about to join Herb’s firm as he prepares to hire him as the HR Professional for his organization. In connection with the employment offer, Herb has asked Hans to agree to mandatory arbitration in writing. What is meant by this agreement?

A. settlement of all disputes, if any arise, must be done through a neutral third party instead of a lawsuit.
B. all legal complaints must be filed with the organization’s attorney, before filing a lawsuit against the organization.
C. Herb’s firm can research Hans for determining if he’s had any lawsuits.
D. Hans cannot work for competitors without the employer’s written permission.

Correct Answer: A

Question 11 – There are several pieces of legislation that affect your performance as an HR Professional that you should be familiar with and aware of. In what context does the management give an employee a job as long as he or she doesn’t join a labor union or get involved with it?

A. Yellow dog contract
B. Scab
C. Shill contract
D. Non-union agreement

Correct Answer: A

Question 12 – He has asked Sally to describe an instance in the past when she had to deal with a difficult customer, how she resolved the situation, and what the outcome was. John is the HR professional for his organization, and he is interviewing Sally for a sales position. What type of interviewing technique is this?

A. Prescreen interview
B. Behavior-based interview
C. Directive interview
D. Stress interview

Correct Answer: B

Question 13 – You are finishing a Form I-9 with a recently hired employee. In the case of a newly hired employee, which document is not acceptable for proof of identity and eligibility for employment?

A. Driver’s license
B. Expired US passport
C. Certificate of naturalization
D. Unexpired reentry permit

Correct Answer: A

Question 14 – Your organization’s HR professional is presenting equal employment opportunity terminology to your staff. During an equal employment opportunity discussion, Beth, one ofy our staff members, wants to know what a charge is. What is the meaning of a charge?

A. documentation of an alleged unlawful discrimination.
B. individual that has lodged a formal complaint to an agency that alleges unlawful discrimination.
C. evidence that unlawful discriminationhas occurred.
D. formal complaint submitted to an agency that alleges unlawful discrimination.

Correct Answer: D

Question 15 – In your role as an HR professional, you should understand the terminology, practices, and rules that govern union-based strikes. When a group of employees does not cross a picket line of strike but are not directly affected by it, what term do they use?

A. Common situs picketing
B. Scabs
C. Sympathy strike
D. Wildcat strikes

Correct Answer: C

Question 16 – Is there any law prohibiting discrimination based on a person’s physical or mental disability?

A. ADEA of 1967
B. Rehabilitation Act of 1973
C. VEVRAA of 1974
D. IRCA of 1986

Correct Answer: B

Question 17 – To ensure participation in all areas of the HR Impact Model, the HR Professional must take measures. Is there a component of the HR Impact Model that integrates all other components?

A. Programs and Processes
B. HR Professional
C. Catalyst
D. Consultation

Correct Answer: C

Question 18 – Amy’s employment status is being discussed by Henry, the HR Professional for his organization. Her annual salary is $87,500, and she receives her paycheck via direct deposit every two weeks. In spite of being hired for a salary position, Amy believes that she is working far beyond the 40 hours she was promised. Do you believe Amy is exempt or non-exempt based on these scenarios?

A. Amy is exempt because she is paid on a salary basis.
B. Amy is not exempt from overtime because she works more than 10% of her total agreed hours.
C. Amy is exempt because she earns more than $1,000 per week.
D. Amy is not exempt because she is offered bonuses as part of her pay.

Correct Answer: A

Question 19 – It is important for HR professionals to be familiar with OSHA forms for maintaining employee records. Work-related injuries or illnesses are documented with OSHA form 301. What is the required retention period for the form?

A. One year from the date of the incident
B. Five years following the year of the incident
C. Three years following the year of the incident
D. 90 days following the year of the incident

Correct Answer: B

Question 20 – HR Professionals must be familiar with acts of congress, laws, and regulations addressing the risks in the workplace. Which law first established consistent safety standards for workers?

A. Mine Safety and Health Act
B. USA Patriot Act
C. Occupational Safety and Health Act
D. Homeland Security Act

Correct Answer: C

HRCI (PHR): Professional in Human Resources Sample Questions

Question 1 – It has been rumored that Heather’s organization works with a unionized workforce and that the union has been trying to negotiate a hot cargo agreement with a supplier. What is a hot cargo agreement?

Question 3 – You have an ERISA-covered retirement benefits plan at your organization. In accordance with ERISA, what is your organization required to do for plan participants?

Question 5 – Whenever an employee wishes to participate in a union, often they’ll have union dues to pay. Which condition must be met in order for the employer to deduct the payment from the employee’s paycheck and send it to the union?

Question 6 – What is the process of systematically determining a job’s relative internal value within an organization?

Question 7 – You must be familiar with specific labor-based acts of congress as an HR Professional. Taft-Hartley was one such act, which addressed rights-to-work states and unions. What is meant by right-to-work states for unions and employees?

Question 8 – Amy serves as a salesperson for a company earning her pay based on commission. What is the term used for Amy’s pay other than variable pay?

Question 10 – A new employee, Hans, is about to join Herb’s firm as he prepares to hire him as the HR Professional for his organization. In connection with the employment offer, Herb has asked Hans to agree to mandatory arbitration in writing. What is meant by this agreement?

Question 11 – There are several pieces of legislation that affect your performance as an HR Professional that you should be familiar with and aware of. In what context does the management give an employee a job as long as he or she doesn’t join a labor union or get involved with it?

Question 13 – You are finishing a Form I-9 with a recently hired employee. In the case of a newly hired employee, which document is not acceptable for proof of identity and eligibility for employment?

Question 14 – Your organization’s HR professional is presenting equal employment opportunity terminology to your staff. During an equal employment opportunity discussion, Beth, one ofy our staff members, wants to know what a charge is. What is the meaning of a charge?

Question 15 – In your role as an HR professional, you should understand the terminology, practices, and rules that govern union-based strikes. When a group of employees does not cross a picket line of strike but are not directly affected by it, what term do they use?

Question 16 – Is there any law prohibiting discrimination based on a person’s physical or mental disability?

Question 17 – To ensure participation in all areas of the HR Impact Model, the HR Professional must take measures. Is there a component of the HR Impact Model that integrates all other components?

Question 19 – It is important for HR professionals to be familiar with OSHA forms for maintaining employee records. Work-related injuries or illnesses are documented with OSHA form 301. What is the required retention period for the form?

Question 20 – HR Professionals must be familiar with acts of congress, laws, and regulations addressing the risks in the workplace. Which law first established consistent safety standards for workers?

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