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HRCI PHR Certification Exam is an important step for HR professionals looking to advance their careers and demonstrate their expertise in the field. By obtaining this certification, individuals can increase their credibility, improve their job prospects, and contribute to the success of their organizations.

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Getting the Professional in Human Resources (PHR) certification is the way to go if you're planning to get into HRCI or want to start earning money quickly. Success in the Professional in Human Resources (PHR) exam of this credential plays an essential role in the validation of your skills so that you can crack an interview or get a promotion in an HRCI company. Many people are attempting the Professional in Human Resources (PHR) test nowadays because its importance is growing rapidly.

The PHR certification exam covers a comprehensive range of topics related to human resources management, including employment law and regulations, organizational development and planning, talent acquisition and management, compensation and benefits, employee relations, and risk management. PHR exam consists of 175 multiple-choice questions, and candidates have three hours to complete it. To be eligible to take the PHR certification exam, candidates must have a minimum of two years of experience in a professional-level HR position.

HRCI PHR Certification Exam is an essential credential for HR professionals looking to validate their knowledge and expertise in the field. With its broad coverage of critical HR topics and its global recognition, it is an excellent investment for anyone looking to advance their career in human resource management.

HRCI Professional in Human Resources Sample Questions (Q86-Q91):

NEW QUESTION # 86
Holly is an HR Professional for her organization and she's creating a new application for employee candidates. On Holly's application form which item is allowed?

A. Gender
B. Sexual orientation
C. Race
D. Request for background check

Answer: D

NEW QUESTION # 87
You are a HR Professional for your organization. You and your supervisor are reviewing the EEO reporting requirements for your company to comply with the reports your firm should file. Which report is collected on odd-number of years from state and local governments?

A. EEO-1 Report
B. EEO-3 Report
C. EEO-4 Report
D. EEO-5 report

Answer: C

NEW QUESTION # 88
The Equal Employment Opportunity Commission (EEOC) limits compensation and punitive damages based on:

A. Severity of allegations
B. Discrimination categories
C. Employer size
D. Malicious intent

Answer: C

Explanation:
The EEOC limits compensatory and punitive damages under Title VII, ADA, and GINA based on the size of the employer - the larger the employer, the higher the maximum allowed damages.
Official Extract:
"Compensatory and punitive damage caps under federal anti-discrimination laws are scaled based on the employer's number of employees." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)

NEW QUESTION # 89
During a meal break, an employee posts on social media that they were denied the presence of a union representative at a disciplinary meeting following an accident. As a result, the employee was terminated. This is a violation of the:

A. Occupational Safety and Health Act/Administration (OSHA).
B. Fair Labor Standards Act (FLSA).
C. National Labor Relations Act (NLRA).
D. Whistleblower Protection Act.

Answer: C

Explanation:
The National Labor Relations Act (NLRA) protects an employee's right to engage in concerted activity, including complaining about labor rights violations and union representation issues, even on social media.
Terminating an employee for asserting Weingarten rights can be a direct violation.
Official Extract:
"The NLRA protects employees' rights to discuss terms and conditions of employment and to assert union representation rights without fear of retaliation." (Source: HRCI PHR Content Outline 2024-2025, Employee and Labor Relations Section, Labor Law Compliance)

NEW QUESTION # 90
OSHA has identified six standards that apply to almost all general industry employers. All of the following are standards as defined by OSHA that apply to employers except for which one?

A. Equity pay standard
B. Emergency action plan standard
C. Exit routes standard
D. Fire safety standard

Answer: A

NEW QUESTION # 91
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