Free Practice Questions for HRCI PHR Exam

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee must request reemployment within 14 days after release from active duty if the service was for more than 30 days but less than 181 days.

Official Extract:

"Employees returning from military leave must submit a timely application for reemployment, generally within 14 days if service lasted between 31 and 180 days."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Military Leave and Reemployment Rights)

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)

The primary goal of assigning mentors during onboarding is to help new employees adjust to the organizational culture, including unwritten rules, social norms, and expectations that formal training might not cover.

Official Extract:

"Mentoring during onboarding enhances cultural assimilation by providing new employees with guidance, support, and insider knowledge about organizational norms and values."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Mentoring and Cultural Assimilation)

In religious institutions like a Catholic university, requiring certain employees (especially faculty) to adhere to religious standards is generally permissible under the ministerial exception and Title VII protections for religious organizations.

Official Extract:

"Religious organizations are permitted to require employees who perform religious functions to conform to the institution’s religious beliefs and practices."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Employment Law Compliance – Religious Exceptions)

Effective goal setting in performance management ensures that individual objectives are directly aligned with the organization’s overall mission and strategic priorities. This ensures employees are contributing toward business success.

Official Extract:

"Performance management systems must link individual goals with broader organizational objectives to ensure alignment and engagement."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Goal Setting Techniques)

Under FMLA, eligible employees are entitled to take leave for bonding with a newly born, adopted, or foster child within one year of birth or placement. Care for a mother-in-law is typically not covered unless the individual qualifies as a parent under FMLA definitions.

Official Extract:

"Eligible employees may take FMLA leave for the birth of a child, adoption, foster care placement, or to care for a spouse, child, or parent with a serious health condition."

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

Inadequate orientation at the start of employment often leads to early disengagement and turnover because employees feel confused, unsupported, and disconnected from the organization’s culture.

Official Extract:

"Effective onboarding and orientation programs reduce early turnover by helping new hires understand their roles, expectations, and organizational culture."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Onboarding and Retention)

Reading magazines, journals, and newsletters is considered an unstructured and informal learning method, allowing professionals to stay current without following a fixed curriculum.

Official Extract:

"Self-directed reading of professional literature provides informal learning opportunities to remain updated on HR and business developments."

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

Inherent plausibility refers to whether the witness’s account of events makes logical sense based on the circumstances. It is one of the key factors investigators use to determine the reliability of testimony.

Official Extract:

"Credibility assessments during investigations should consider whether the witness’s story is inherently plausible, logically consistent, and aligned with known facts."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Conducting Internal Investigations)