PHR Professional in Human Resources Question and Answers

The appropriate first step is to engage in an interactive process to evaluate the request under ADA standards, which includes investigating the necessity of the emotional support animal and reviewing documentation. Employers must balance accommodation requests with business needs.

Official Extract:

"Requests for accommodations, such as emotional support animals, require an individualized assessment and an interactive process to evaluate the need and reasonableness."

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

A realistic job preview (RJP) must present both the positive and the negative aspects of the job honestly. This helps set realistic expectations, reduces future dissatisfaction, and leads to better job fit and retention.

Official Extract:

"Realistic job previews reduce early turnover by presenting candidates with an honest and balanced view of job duties, including both attractive and challenging aspects."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Recruiting and Realistic Job Previews)

An HRIS consolidates HR data and reporting functions, providing managers with accurate, timely information to support better decision-making about talent, performance, compensation, and more.

Official Extract:

"HRIS systems enhance decision-making by providing real-time access to accurate employee data, enabling strategic HR management."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Technology Benefits)

Unintentional overhearing of genetic information is not a violation of GINA if the manager did not actively solicit the information. However, employers must avoid further use or recording of the overheard data.

Official Extract:

"The inadvertent acquisition of genetic information, such as overhearing a conversation, does not violate GINA. However, the information must not be used or recorded."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Genetic Information Compliance)

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)

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 first and most critical step in offboarding to protect data is to disable the departing employee's access to all systems immediately, ensuring they cannot access confidential information after separation.

Official Extract:

"Disabling system access immediately upon termination is a crucial data security measure to prevent unauthorized access to company information."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Offboarding and Data Security)

Multirater (360-degree) feedback is a comprehensive assessment technique gathering performance information from a variety of sources: supervisors, peers, subordinates, and sometimes customers. It provides a holistic view of an employee’s skills, competencies, and behaviors critical for succession planning.

Official Extract:

"Succession planning relies on multiple feedback mechanisms to assess employee readiness, including 360-degree feedback, competency models, and individual development plans."

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

The key concern when collecting demographic data is maintaining employee anonymity. Avoiding questions that make employees feel identifiable increases participation rates and ensures honest feedback.

Official Extract:

"Surveys must protect respondent confidentiality to ensure authentic responses and avoid perceived or actual risk of identification."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Employee Surveys and Data Collection)

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)

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)

Lack of sustainability and scalability is often the biggest reason mentorship programs fail. Without clear processes for growth and long-term maintenance, even good programs lose momentum and impact.

Official Extract:

"Sustainability and scalability are key to long-term success of mentoring programs, ensuring they evolve with organizational needs and maintain effectiveness."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Mentorship Programs Best Practices)

Central tendency error occurs when a manager rates most or all employees as "average" or "meets expectations" to avoid making extreme judgments. It distorts true performance appraisals and hinders meaningful feedback and talent development.

Official Extract:

"Central tendency is a common evaluation bias where supervisors rate all employees near the midpoint of the scale to avoid confrontation or favoritism."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Performance Appraisal Errors)

The ADA allows drug testing during the pre-employment process, as long as it is conducted consistently for all candidates. Testing for illegal drug use is not considered a medical examination under ADA.

Official Extract:

"Under the ADA, employers may conduct drug testing of applicants or employees, provided that tests are administered fairly and consistently and do not target individuals based on protected characteristics."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, ADA Compliance and Drug Testing)

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)

Under the WARN Act, covered employers (those with 100 or more full-time employees) must provide 60 days’ advance notice of plant closings and mass layoffs. Official Extract:"The WARN Act requires employers with 100 or more employees to provide 60 calendar days’ notice of plant closings or mass layoffs."(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, WARN Act Compliance)

A job analysis is a foundational HR tool used to identify the essential duties, responsibilities, and skills required for a specific role. It precedes the creation of job descriptions and competency models.

Official Extract:

"Job analysis systematically collects information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job."

(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Job Analysis and Design)

In a tight labor market, where there are fewer available candidates, organizations focus heavily on succession planning to fill key roles internally and ensure leadership continuity without relying solely on external hiring.

Official Extract:

"Organizations facing tight labor markets prioritize succession planning to maintain business continuity and leadership pipelines."

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

A strong performance management policy emphasizes continuous feedback, both formal and informal, throughout the year — not just during annual reviews. This strengthens communication and helps with employee development.

Official Extract:

"Effective performance management practices include continuous feedback loops between employees and supervisors, supporting real-time coaching and growth."

(Source: HRCI PHR Content Outline 2024–2025, Learning and Development Section, Performance Management Systems)

The encryption of sensitive information on mobile devices is a key method of minimizing data breach risks in case devices are lost or stolen. Encryption ensures that unauthorized users cannot access the data even if they have the device.

Official Extract:

"Encrypting sensitive data protects organizational information from unauthorized access if mobile devices are lost, stolen, or compromised."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, Data Security and Confidentiality)

A Total Rewards Statement provides a full summary of an organization’s financial and non-financial investments in employees, including salary, bonuses, benefits, retirement contributions, and more — not just base pay.

Official Extract:

"Total rewards statements consolidate compensation, benefits, and other forms of value to communicate the complete employment value proposition to employees."

(Source: HRCI PHR Content Outline 2024–2025, Total Rewards Section, Compensation Communication Strategies)

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)

Modeling behavior is most effectively accomplished through role-play or simulation activities, which demonstrate proper responses and actions, especially in critical incidents like safety scenarios.

Official Extract:

"Simulation and role-play exercises model appropriate behaviors and reinforce learning by providing experiential practice opportunities."

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

When an employee with a documented serious health condition is struggling with work attendance, the employer must engage in the interactive process under the Americans with Disabilities Act (ADA) to explore reasonable accommodations before taking adverse action.

Official Extract:

"Employers are required to engage in a timely, good-faith interactive process when an employee’s medical condition impacts work performance. This process identifies possible accommodations under the ADA."

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

Training users and obtaining executive buy-in are essential for successful ERP system adoption. Without leadership commitment and adequate user preparation, implementations often fail.

Official Extract:

"Successful HR technology implementations rely on securing senior leadership support and ensuring thorough training to drive user adoption and operational integration."

(Source: HRCI PHR Content Outline 2024–2025, Business Management Section, HR Technology Implementation)

Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster diversity and inclusion within an organization. They help support DEI strategies by building internal communities, offering peer support, hosting cultural events, and influencing inclusive business practices. HRCI’s guidelines on Business Management state the importance of cultivating diverse workplaces through internal engagement initiatives.

Official Extract:

"Promoting internal diversity efforts through voluntary groups, mentoring programs, and resource networks supports the organization's DEI strategy and enhances employee engagement."

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

Yield ratio = (Number hired ÷ Number interviewed) × 100Given a 75% yield ratio:0.75 × 16 = 12 hiresOfficial Extract:"Yield ratios evaluate the effectiveness of recruitment efforts by calculating the percentage of candidates moving to the next stage, helping HR improve sourcing strategies."(Source: HRCI PHR Content Outline 2024–2025, Talent Planning and Acquisition Section, Recruitment Metrics)

Maintaining consistent post-employment documentation is critical to flag performance issues and ensure hiring managers have accurate information about former employees' work history during the rehire process.

Official Extract:

"Accurate and consistent post-employment records are necessary to make informed rehire decisions and avoid repeating past employment mistakes."

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

Courts generally find non-compete agreements unreasonable if they are overly broad in duration (five years) or geography. Courts favor reasonable, narrowly tailored agreements protecting legitimate business interests.

Official Extract:

"Non-compete agreements must be reasonable in scope, duration, and geography; overly restrictive agreements are often deemed unenforceable."

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

Courts may award punitive damages when an employer’s discriminatory behavior is found to be intentional, malicious, or recklessly indifferent to federally protected rights. Punitive damages are meant to punish and deter similar misconduct.

Official Extract:

"Punitive damages may be awarded in cases of intentional discrimination where the employer acted with malice or reckless indifference to the employee’s rights."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Remedies and Penalties for Discrimination)

Direct turnover costs include recruitment expenses like hiring additional recruiters, advertising job openings, and conducting interviews. Indirect costs include productivity loss, delays, and morale impact.

Official Extract:

"Direct costs of turnover involve tangible expenses such as recruiting, hiring, onboarding, and training new employees."

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