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The HRCI PHR Exam covers a wide range of topics related to human resource management, including business management, talent acquisition and retention, employee relations, compensation and benefits, and HR development. Candidates are required to demonstrate their knowledge and expertise in each of these areas through a series of multiple-choice questions.

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HRCI Professional in Human Resources Sample Questions (Q101-Q106):

NEW QUESTION # 101
You are the HR Professional within your organization, and you're working with the management to address the organizational culture. You explain to the management the four dimensions of organizational culture - as addressed by Deal and Kennedy. Which one of the following is not one of the four dimensions of organizational culture?

A. Heroes
B. Rites and Rituals
C. Values
D. Joy

Answer: D

NEW QUESTION # 102
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. The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
B. This is an example of a violation of the Title VII of the Civil Rights Act of 1964
C. This is an example of an exception by bonafide occupational qualification to the Title VII of the Civil Rights Act of 1964
D. 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

Answer: C

NEW QUESTION # 103
When responding to an EEOC claim of discrimination, HR's primary concern should be to demonstrate that the organization:

A. Had a legitimate, non-discriminatory reason for taking the action in question.
B. Has been consistent in past practice with similarly-situated employees.
C. Was not aware of the alleged discriminatory action.
D. Could not reasonably be expected to have known that the action in question was discriminatory.

Answer: A

Explanation:
The best defense against an EEOC claim is to prove that the employer had a legitimate, non-discriminatory business reason for its action. Showing this shifts the burden of proof back to the complainant.
Official Extract:
"In responding to discrimination charges, employers should demonstrate legitimate, non-discriminatory reasons for employment decisions supported by consistent documentation." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Discrimination Laws Compliance)

NEW QUESTION # 104
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. Avoidance
B. Sharing
C. Mitigation
D. Transference

Answer: A

NEW QUESTION # 105
What of the following statements defines total rewards?

A. It is the total amount of pay a person earns per year.
B. It is the compensation and the benefits a person earns.
C. It is the amount of pay a person earns per hour.
D. It is the compensation a person earns for their time.

Answer: B

NEW QUESTION # 106
......

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Vce PHR Free & PHR Actual Exams

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PHR Actual Exams - PHR Valid Test Review

HRCI Professional in Human Resources Sample Questions (Q101-Q106):

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