Free Practice Questions for HRCI PHR Exam

Succession planning identifies potential future leaders and highlights training and development needs to prepare employees for advancement opportunities, ensuring leadership continuity.

Official Extract:

"Succession plans inform training and development initiatives by identifying gaps in skills and competencies needed for future leadership roles."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Succession Planning and Development)

Under IRS regulations, if an employer provides group-term life insurance coverage in excess of $50,000, the cost of coverage above that threshold is considered taxable income to the employee.

Official Extract:

"Employer-paid group-term life insurance exceeding $50,000 in coverage must be reported as taxable income to employees under IRS rules."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Benefits Taxation Compliance)

Employers who participate in the E-Verify program under specific DHS guidelines are permitted to remotely examine documents for Form I-9 verification purposes in certain cases, such as for remote hires, but only with strict adherence to program rules.

Official Extract:

"Employers enrolled in E-Verify may remotely inspect I-9 documentation under authorized guidelines to accommodate remote hires while maintaining compliance."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Employment Eligibility Verification)

A hostile work environment exists when employees are subjected to unwelcome conduct based on a protected characteristic (like gender or sex) that is severe or pervasive enough to create an abusive workplace. Hearing sexually explicit conversations qualifies.

Official Extract:

"A hostile work environment arises when inappropriate behavior based on protected characteristics interferes with an employee’s ability to perform work duties and creates an intimidating or offensive environment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Harassment and Workplace Conduct)

In mediation, the mediator acts as a neutral facilitator who helps the parties communicate and reach a voluntary, mutually agreeable solution. The mediator does not impose a decision but encourages open dialogue.

Official Extract:

"Mediation involves a neutral third party facilitating discussions between disputing parties to help them reach a mutually acceptable resolution without imposing a decision."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Alternative Dispute Resolution)

Engaging respectfully and honestly during termination helps minimize misunderstandings, shows good faith, and reduces the risk of litigation. Respectful treatment also preserves the employer’s reputation and reduces the emotional impact on the employee.

Official Extract:

"Respectful, honest communication during termination discussions can reduce employee anger, demonstrate fairness, and lower the risk of wrongful discharge claims."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Termination Procedures)

Due process refers to the right of employees to fair procedures before being disciplined or terminated. When terminated employees successfully sue for wrongful discharge, they often prove that the employer failed to provide fair procedures (e.g., opportunity to respond to allegations, consistent application of policies). Denying due process can violate implied contracts or public policy protections even under employment-at-will doctrines.

Official Extract:

"Employees may claim wrongful termination when they can show that employers violated due process rights by failing to follow fair and consistent disciplinary procedures, or breached implied promises of fair treatment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Wrongful Discharge and Due Process)

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)

For HR initiatives to succeed, they must be aligned with the organization’s broader strategic goals to ensure relevance, gain executive support, and secure resources.

Official Extract:

"Successful HR initiatives are those that directly support the organization’s strategic objectives, ensuring that human capital strategies drive business outcomes."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Strategic Alignment)

Top management support is critical because leadership must champion DEI initiatives. Additionally, aligning DEI efforts with overall business objectives ensures sustainability and strategic relevance.

Official Extract:

"Successful DEI initiatives require visible leadership support and integration with organizational strategies and business objectives."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Diversity and Inclusion Strategies)